hire train deploy case study

ManpowerGroup | Monday, May 1, 2023 1

ManpowerGroup – Humanly Possible

Graduate Hire Program



Experis IT - Graduate HireCase Studies



The Client required:1. A flexible Workforce model to meet Organizational needs.

2. A partner firm with global reach and brand value to Attract & Retain best of talent.

3. A partner with prior experience in executing large scale innovative hiring along with demonstrated investment capability.

4. Significant Pan India presence to help you achieve these goals.



Past Experience: Graduate SSP Program• Experis IT has an exemplary track record of fulfillment of graduate hires/ELTPS.

• Experis IT was exclusively selected by Client to do a PeopleSoft ELTP Program. We got 20 candidates trained by Oracle India on curriculum co-developed by Experis IT - Oracle - Client. The batch was very successful, with majority candidatures being converted into Client payrolls after completion of 12 months.

• Experis IT was exclusively selected by Client to do the Siebel ELTP program. Batch was successfully trained and placed into Client projects within all stipulated timelines.

• Experis IT was exclusively selected by Client for ELTP program for Test Administrator and Application User support Competency in 2008.

• In 2010, Experis IT also bagged T&H program for AIX skill for Client where Fresh BE/Engineering Graduates were trained on AIX skill and deployed at Client post training.



Case Study 1: Graduate SSP

Client Situation Client required highly skilled resources on various technologies across multiple locations.

Model Up skilling of engineering graduate resources with a programming skill of typically 2+ Years required to be project ready in 2 straight months.

Outcome of the Program 90+ resources were up skilled and deployed across Client locations successfully over the period of 3 months

Technology Areas:

J2EE

Java Software TestingOpen Systems

Database Management System

Mainframe.NET

1. Degree or a post graduate degree in engineering/technology (BE, B Tech, ME, M Tech) from any recognized university in India with average marks (of all semesters/years) equal to or above 65%

2. For candidates passed out from university in Maharashtra the average marks shall be 60% or above

3. The year of graduation should be 2013 or later

Eligibility Criteria



Case Study 2: PeopleSoft/Siebel

Outcome of the Program20 highly skilled resources trained on HTH /Niche skills were deployed across Client locations successfully in 45 days

Client Situation Client required 20 highly skilled resources on HTH/ Niche skills across multiple locations in 2 months

Model Cross training of resources with a programming skill of typically 2+ Years.

Execution Flow 1. Experis IT India & Client short listed 50+ resources for each skill2. Experis IT India conducted written tests to screen on

aptitude/programming skills3. Experis IT India & Client short listed 20+ resources for each skill to go

through a training program by Oracle university.

The resources underwent a training on PeopleSoft /Siebel modules for which Experis IT India incurred the cost on commitment from Client on absorbing the resources after successful completion of the program



Case Study 3: AIX Train & Hire Program

Outcome of the Program30 highly skilled resources were deployed across Client locations in 60 days

Client Situation Client required 30 AIX resources for their IT BU

Objective To provide AIX (L0-L1) trained resources for 6 months - 24 months years under AIX stream; trained based on curriculum shared. The committed period of deployment at Client, after successful training, was 18 months.

Model Train and hire model where fresh BE/Engineering graduates were trained on AIX skill and were deployed in Client post training

Experis IT India Solution Experis IT up-skilled L0 resources on AIX skill and deployed them in Client post training as L1 resources


ManpowerGroup – Humanly PossibleWhy Experis IT – Employer Benefits

We lead in the creation and delivery of innovative workforce solutions and services that enable our clients to win in the changing world of work.

Our Campus Readiness ProgramExperis IT is committed to fulfill and match the fresher / campus hiring needs of corporate India . Through this program , Experis IT will help our country’s young talent adapt to the corporate environment and improve employability skills. This will help in building a vast “skill ready” talent pool both for the country and corporate India.



Our solution helped Client identify and hire dispersed and hidden resources from campus and beyond.

We along with Client aimed towards improving the employability of the fresh IT Engineering Graduates and made them deployable in Projects.



The Industry Academia GAP• Academic curricular does not prepare individuals adequately for workplace

requirements such as behavioral, communication and performance management

• Fresh graduates are not able to co-relate the knowledge to which a working environment presents

• Academia provides knowledge but students find themselves incompetent as soon as they are hired in various industries – lack of skills set required to perform at corporate level



While Client was also hiring, Experis IT attracted talent through:

Detailed interview process that communicates company culture and benefits to the interviewee.

Approaching institutions in the tier 2 and tier 3 cities

Evaluating potential and trainability rather than past experience to ensure we hire those that are passionate, fit culturally with your company, and have a deep knowledge of their field.

Offering informal professional development classes to ensure highly effective entry-level recruitment methods.

1. Soft skill development 2. Industry specialist to

train students3. Tailor made curriculum4. Continuous Evaluation

& Assessments5. Certification options.

Class & Activity basedTraining Programs:



Factors that drive the IT Graduates towards Experis ITKEY DRIVERS: High Impact on Choice of Employer

Technically sound professionals

Work on sophisticated and state-of-the-art technologies

Learning on the job

Growing industry

‘Hands on’ exposure to projects

Offers good position/ designation

Total salary package offered is good

Provides a clear career path

LOW YIELD: Can be Ignored

Exposure to research and development/development projects

Overseas projects and assignments

Enhances image among social circles

Has inspiring leadership

Maintains work life balance/ fun place to work

High degree of flexibility in terms of working hours

MINIMUM EXPECTATIONS: Hygiene Factors

Market leader in its field

Offers suitable locations to work

Assurance of job security

Well laid out mentoring program

Ethical Company

Opportunity of working on multiple projects with different technologies within the 1st 18 months

VALUE ADD: Unspoken Motivators/Delight Factors

Good job content

Good training programs

Large company

Main business is good

Experis IT – Recruitment Process


ManpowerGroup – Humanly PossibleOur Ways of Communication

Communication One-on-One Mass

Experiential • Experiment of doing project work

• Direct e-mail

On Campus• Pre-placement talk (PPT)• Business competitions held in campuses

Word-of-mouth • Faculty/ Parents/ Relatives/ Friends

• Classmates/ other students on campus

On Campus•Companies’ promotional activities/ Sponsorship of events on campus• Discussion about companies in blogs or social networking sites• Corporate videos shown to the students during the time of recruitment/ showcasing the company profile through corporate videos on campus • Distribution of company brochures

Impersonal Write-up about companies in print media

Mass Media• Information of companies on the website/ internet• write-up about the company in print• Discussion about the company on television• Online job portals: Naukri.com, timesjob.com, etc.



Empanelment

3. Interested Institutions will be empanelled to Experis IT

4. Experis IT will initiate the Training Process

5. Once the Training is completed, Test Dates and Test Venues for all the empanelled Institutions will be announced by Experis IT through personalized e-mails to all the Institutions after consultation with Client

1. Experis IT acquires the list of engineering colleges (city/state wise) where the companies conduct their campus recruitments (to avoid any kind of duplicity).

2. Experis IT then contacts all the remaining colleges and tries to conduct a presentation about our offerings, terms & conditions and process briefing to the prospective candidates in most of those colleges.



At the core of the test development process is the Competency Framework. The Competency Framework maps a recruiter's specific requirements into an evaluation methodology by identifying the skills, abilities and knowledge while evaluating a candidate.Some Examples :

Competency Skills/Abilities/ Knowledge Required Evaluation Methodology

Designing Technical reading comprehension/ Mental application/ Logical and analytical reasoning/ Relevant Technology Skills

Multiple Choice Test

Coding & Documenting

Logical and Analytical Reasoning/ Learnability/ Relevant Technology Skills


Coding Standards Attention to details & process orientation Multiple Choice Test

Testing Logical and analytical reasoning/ Attention to details and Conceptualization


Debugging Relevant Technology Skills/ Attention to details Multiple Choice Test

Communication Email/Business writing/ Spoken English Performance based test

Soft Skills Team skills/ Motivation/ Initiative/ Confidence/ Integrity Personal interview

TEST DEVELOPMENT: The Competency Framework



Job descriptions and discussions with recruiters are inputs to the Competency Framework. The Competency Framework translates the recruiter's requirements of skill-sets and competencies into appropriate tests. The test development process is illustrated below.

JOB DESCRIPTION&

DISCUSSIONSWITH RECRUITERS

COMPETENCYFRAMEWORK TEST OUTLINE

VALIDATION STUDY STATISTICAL INFERENCE

TESTQ ----A) --B) --C) --D) --

TEST DEVELOPMENT: The Competency Framework



Job Description & Discussions with Recruiters The job description is usually developed by conducting a job analysis, which includes examining the tasks and sequences of tasks necessary to perform the job. The analysis considers the areas of knowledge and skills needed for the job. Experis IT adheres to the guidelines laid down by the client and outlines the competency requirement accordingly.

Why a Competency FrameworkDefining which competencies are necessary for success in an organization can help do the following:

• Ensure that the prospective employees demonstrate sufficient expertise• Recruit and select new staff more effectively• Evaluate performance more effectively• Identify skill and competency gaps more efficiently• Provide more customized training and professional development• Plan sufficiently for succession• Make change management processes work more efficiently



Statistical Inference – How it helps

1. Statistical inference is drawn by studying the test result s

2. Statistical inference can be a highly credible information source on aspects of demand and supply in relation to the Engineering Graduate Talent Pool in India

3. This will help us understand the candidate demogrpahics and patterns in individual ability scores and throughput rates

These inference will help us strategize on a recruitment itinerary that broadly covers hubs that yield either sheer numbers or quality talent



Validation StudyA validation study generates evidence that the pre-employment tests Experis IT is using, are good predictors of future job performance.

When a testing program has been “validated” we have documented assurance that the information used to make hiring decisions is predictive of future job performance and is thus fair to job candidates.

1. A job analysis2. A rationale for tests used3. Information on how employees or job candidates perform on the tests4. A demonstrated relationship between test scores and some measure(s) of

success on the job --usually supervisor ratings or other objective measures

Typically, a validation study includes:



EXPERIS IT : IT Abilities Test

The IT Abilities Test will be designed to evaluate software developers and graduates with potential to be future software developers. The test has sections on Verbal Ability and Analytical Skills.

EXPERIS IT working closely with industry and based on a Competency Framework, will develop the IT Ability tests .The Competency Framework will be developed using Job Descriptions, discussions with Recruiters / Trainer / Operations Managers .

EXPERIS IT : Test Delivery Process

IT Abilities Tests can be administered using offline channels. In that case, the delivery mechanisms ensure all tests are administered under strict supervision. Candidates are authenticated to ensure fairness and credibility, maintaining the integrity of the process.



Client Generates bulk requirements with lead time of fulfillment of 2 weeks and shares the same with Experis IT

SMEs & Experis ITShortlisted candidates from preliminary evaluation is further trained on the gaps identified and then proposed to Client for final evaluation/Selection

Experis IT delivery team analyses the requirement and shares the same with SMEs

Under guidance from SMEs and Experis IT delivery team, preliminary evaluation is carried out(on the same lines as laid down by Client)

Based on Client’s inputs SMEs prepare the evaluation guideline

Pre-recruitment PhaseRequirement Analysis and GAP Identification



In Consultation with Client, Experis IT delivery team rolls out the final assessment process which includes logistics planning and venue support

Experis IT delivery teams check and certify each candidate’s original documents and identity before final evaluation starts thereby eliminating the risk of impersonation

Post final evaluation Client comes back with a list of selected candidates who need to join the projects immediately

1. Technical Ability Test2. Skill Test3. Personal & Technical

Interview

Recruitment Phase

Talent Acquisition & Recruitment Process Management



The Selected candidates before being processed for offer are once again educated by Client RCM team & Experis IT about the project expectations

Selected candidates are offered and Experis IT HR team ensures that they accept the same and join within a week’s time

Experis IT delivery team shares a detailed report with Client on the positions filled(skill -wise) and identifies the need for further recruitment drives in consultation with Client

Experis IT operations team ensures that each candidate joins Client on the respective dates and re- check candidate credentials

If Positions not filled

Post-recruitment Phase

Offer Management & On-boarding


ManpowerGroup – Humanly PossibleManpowerGroup Best Practices

Our Code of Practice has been produced to take account of significant changes that have been taking place in the worlds of higher education and employment including:

As a world leader in employment services, we ensure that our proven recruitment, assessment and selection methods identify the talent with the necessary skills and personal attributes that works to everyone’s advantage - students and graduates, recruiters and businesses, career advisers and higher education institutions.

• Expansion of and the widening participation in higher education• Expectations and aspirations of the graduates• Demands and expectations of employers• Developments in recruitment practice, such as increasing use of the internet

and external agencies.The guidance within this code, if adhered to, will ensure a balanced, fair approach to graduate recruitment for the benefit of all concerned.



At ManpowerGroup, we research the career options available via:•Institutions’ careers service•Students’ unions•Job shops•Recruitment facilities (websites, databases, careers fairs) and•Academic departments and other sources.

ManpowerGroup Best Practices (…continued)

We understand that acceptance in writing of an unconditional offer forms a contract. We encourage students who wish to qualify or defer acceptance to contact their careers service for advice first whether the offer is made in writing or verbally.

At ManpowerGroup, we define our integrity by:•Declining all other offers & withdrawing any outstanding applications when accepting an unconditional offer•Being aware of what is being signed up to•Declining an offer ASAP to enable the employer to make alternative arrangements

We encourage our recruitment team to: •Fully read the employers' information•Carefully follow employers' or their agents' application procedures•Acknowledge promptly an invitation to interview•Be professional in all dealings with employers•Seek only repayment of reasonable expenses incurred during the selection process•Be honest in making applications and accept that false claims and statements are not in anyone’s best interest.


ManpowerGroup – Humanly PossibleTraining Courses: A Snapshot



At Experis IT, we ensure low attrition rates by offering:

Flexible work arrangements to motivate the young workforce

Technical Certification sponsored by Experis IT on completion of 6 months of service

Awards & Recognition based on performance

Brand visibility on tier 1 and tier 2 companies

Committed period of deployment with Client for 18 months and above

Hefty Retention Bonus on completion of 1 yearof service



• Full time permanent employment• Competitive Salary range• Increased Employability• Effective evaluation system• Training opportunities• Option of Payroll Conversion• Better branding

Employee Benefits of Graduate Hiring through Experis IT

Overview

Experis IT provides excellent training opportunities for its employees to take control of their career.Our Training and Development Center provides:

1. Access to an extensive range of online courses covering computer, business, leadership, and technical skills sought after in today’s market.

2. A convenient way for anyone to update and increase their skills online – 24 hours a day, every day of the year.

3. Free training and development for all ManpowerGroup associates, consultants, and employees.

1. Grads fill real roles within the business

2. Designed to build leadership and technical skills

3. Strong performance result in career advancement


ManpowerGroup – Humanly PossibleRetention Policy

National Skills Registry (NSR): All technical resources are made to register in NSR with Experis IT details post joining which allows us to blacklist the resource in the database if he/she resigns without proper notice or absconds from the project.

Resources who complete 1 year of service with Experis IT are eligible for a hefty Retention Bonus.

Onsite Agreement: All deployed Experis IT resources are made to sign an onsite agreement by which the resource agrees on a continuity of services for 18 months.

1. Every Month 3 technical resources deployed with Client are selected on the basis of performance for a Monetary BRAVO AWARD of INR 3k along with a certificate . This keeps the employees motivated.

2. Employees who completes 6 months of service are pursued to go for a technical certification which is sponsored by Experis IT.

Experis IT has enforced few steps to ensure retention of resources and to control attrition:

All Experis IT employees have a 3 Month Notice Period which gives ample time to the client for proper handover/KT /find a replacement.

Awards & Recognition


ManpowerGroup – Humanly PossiblePartnerships and Clientele

Technology Partners


ManpowerGroup – Humanly PossibleExperis IT - Address Book

New DelhiNo.5-A, 5th Floor, Uppals M-6,N.H. Commercial Centre,Jasola Distt. CentreNew Delhi – 110076T +91 11 66497500

Gurgaon

Hyderabad Chennai#2nd Floor, Gowra Grand, S.P. Road, Begumpet, Hyderabad –500003Andhra Pradesh, India

Qaiser Tower, 1st Floor,No.19, Khader Nawaz Khan Rd,Nungambakkam, Chennai – 600 006Tamil Nadu, India

Mumbai

ManpowerGroup 100 Manpower PlaceMilwaukee, WI 53212 USATelephone: +1 414-961-1000

Global Headquarters

India Headquarters (Kolkata)& Development CentrePlot J3, Block GP, Sector V,Salt Lake, Kolkata – 700091West Bengal, IndiaT +91 33 3018 1111/1158 F +91 33 3018 1155

Sheil State, 1st Floor, Dani Corporate Park, 158 Kalina, C.S.T Road, Kalina, Santacruz (East), Mumbai 400 098 Maharashtra. T : +91 22 67868400

First Floor, DLF, Building No. 10-B, DLF Cyber City,Gurgoan – 122002T +91 124 6795400

Bangalore1/1 Church Street,Rayan Towers,Bangalore - 560001Karnataka, IndiaT +91 80 30586951 / 65

Pune1 & 2, 1st Floor, Amar Avinash Corporate City 11 Bund Garden Road, Pune - 411001 Maharashtra, India T +91 20 6724 5800

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