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					RECRUITMENT
 STRATEGY
                     MOTTO

 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.
                      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
    Cadre                                 Source
Corporate /Group
                              International Retail Organizations
      Leaders

                     Competitor Organizations in Retail, FMCG, Consumer
   Expats
                                   Durables, Service Industry

                     Competitor Organizations in Retail, FMCG, Consumer
Top & Sr. Leaders
                                   Durables, Service Industry


                    Competitor Organizations in Retail, FMCG, Consumer
 Middle & New
                    Durables, Service/Hospitality Industry
     Leaders


                      Competitor Organizations in Retail, FMCG, Consumer
                      Durables, Service/Hospitality Industry, Management
    Officers
                      Campus
            RECRUITMENT ACTION PLAN

                                 Formulating Campus strategy
Filling the Top Level Position       2007 to attract talented
       on a priority basis        students and groom them to
                                     be the future managers




  Closely working with the
                                   Working with Category /
respective leaders to fill the
                                 Business HR heads to fill key
first level positions through
                                      positions through
  the Top Down approach
      EXPAT RECRUITMENT PROCESS



                                      Short-listing
• Map the International                                     • Interview & Assessment
  Retail Organizations                                        by the CEO & CLT
                               • Telephonic interview by
• Take references from the       HR & respective Business   • Release offer
  expats who are onboard         leader to assess the
                                 suitability
• Use International Jobsites
  on need basis                • Call the prospective
                                 candidate to meet CLT
           Sourcing                                                      Hiring
CORPORATE /GROUP LEADERS , TOP &
  SENIOR LEADERS RECRUITMENT
            PROCESS

                                 Short-listing
• Map the International                                • Interview & Assessment
  Retail Organizations                                   by the CEO & CLT
                          • Telephonic interview by
                            HR & respective Business   • Release offer
• Take references           leader to assess the
                            suitability

                          • Call the prospective
                            candidate to meet HR
           Sourcing                                                 Hiring
                     MIDDLE & NEW LEADERS
                     RECRUITMENT PROCESS



                                  Short-listing
• Map the International                               • Interview & Assessment
  Retail Organizations                                  by the Business Head

• Identify the potential   • HR to Conduct Personal   • Release offer
  talent                     meeting and assess the
                             suitability
• Take references


            Sourcing                                               Hiring
                                   Concerns
                                   • Many MNCs entering Market
                                   • RR Talent pool - poaching ground




Strengths
•   Strong Brand – Proven track record
•   Scale of Business
•   Sunrise sector
•   Talent Migration
•   Strong Leadership – Brand
    Ambassadors
                                  DELIVERY MODEL
                                            Technology


                                        Tapping the Target Group
                                        •Job Sites
                                        •Direct
             Defining the Recruitment
                                        •Internal Reference EOBT     Facilitating the
             •Position                  •E Recruitment System      On boarding Process
             •Requirement               •Campus
Technology




                                            Selection Process
                                        •Screening
                    Planning            •RPAT
                                        •Predictive Index
                                                                       Joining
             •Defining the process
             •Setting the Time frames   •Preliminary Interview



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




  Cadre        Career Band               Source
                             Competitor Organizations in
                             Retail, FMCG, Consumer
Middle & New     C1 to D2
                             Durables, Service/Hospitality
    Leaders
                             Industry
   RECRUITMENT STRATEGY FOR
         JUNIOR LEVEL



           Competitor Organizations in Retail, FMCG,
           Consumer Durables, Service/Hospitality Industry,
Officers
           Management Campus

				
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