recruitment strategy

RECRUITMENT STRATEGY

Completely align the Recruitment Strategy with the

business plan, so as to stay head of the curve

with the leaders in recruiting Top Talent from the

industry.

MOTTO

FLOW

Recruitment Strategy

Process

Technology

Team

Approach to Continuous Improvement.

RECRUITMENT STRATEGY

Recruitment Strategy for Top Level

Recruitment Strategy for Managerial Level

Recruitment Strategy for Store Level

TALENT SOURCE

RECRUITMENT ACTION PLAN

EXPAT RECRUITMENT PROCESS

CORPORATE /GROUP LEADERS , TOP & SENIOR LEADERS RECRUITMENT

PROCESS

MIDDLE & NEW LEADERS RECRUITMENT PROCESS

DELIVERY MODEL

Defining the Recruitment

•Position•Requirement

Planning

•Defining the process•Setting the Time frames

Tapping the Target Group

•Job Sites•Direct•Internal Reference EOBT•E Recruitment System•Campus

Selection Process

•Screening•RPAT•Predictive Index •Preliminary Interview

Final Step

•Final Interview•Reference Check•Offer•Medical Check up

Facilitating the On boarding Process

Joining

Technology

Technology

Tec

hnol

ogy

TECHNOLOGY

E Recruitment system to facilitate the recruitment process

Link between the E recruitment system and SAP so as to further smoothen out the process

TEAM

CONTINUOUS IMPROVEMENT

Obtain feedback from the Users Review the process. Modify the processes to make them more

user friendly and efficient.

STRATEGY FOR TALENT ACQUISITION

Build the best employer brand to attract the most suitable talent Clearly define the structure & staffing, roles and responsibilities,

reporting relationships and capabilities required for the job. Select the people based on Personal Qualities and Professional

capabilities keeping in mind “Job-fit” and Culture fit At top 2 levels just below the CEO recruit people with extraordinary

entrepreneurial qualities and tolerance to ambiguity with “can-do and never- say-no attitude”.

Excite people with opportunity of learning, growth and wealth creation through equity compensation.

Tactics: Go for “Leg-down” strategy in compensation and designation i.e. to attract people pay them higher than the market and over 2- 3 years give moderate salary increases so that the average cost is better managed.

Keep an eye on average employee cost – build the staffing pyramid with the focus on creating the most cost efficient people organization in the world.

TALENT SOURCE

RECRUITMENT STRATEGY FOR JUNIOR LEVEL