Client: Part of Fortune 3 Global organization (Geographical branch)

Need:

To set up a new IT division with 6 Centers of Excellence in Hyderabad

• Oracle – Oracle Apps & SAP
• E-Commerce (EAI, Middleware)
• Infrastructure Support
• Production Support (Mainframes, J2EE…)
• Siebel & CRM (Services & Sales Workbench)
• Business Intelligence

Challenge

• To recruit more than 250 IT professionals.
• All professionals with more than 6 years of experience with additional expertise in project management, along with proven skills in quality & leadership.

Solution

Phased approach with a requirements study followed by plan implementation. Requirements study:

• Comprehensive Process definition – From sourcing and selection to closure.
• Thorough study of stakeholder requirements.
• SLAs were drafted with mutually agreed performance benchmarks.
• Detailed documentation of prerequisite candidate skills.

• A team of four consultants and one manager was created based on the requirements study, to initiate and manage the selection and hiring phase. The strength of the team was flexible to allow cyclical demand to be addressed.

Sourcing Plan & SLAs

Source Mix SLAs

• Advertisement - > 30%
• Detailed advertisement plan was drafted in conjunction with client managers.
• Employee referrals - >10%
• Payout plan and Communication interventions conceptualization.
• Internal movements
• Other consultants – 10-15%
• Ambati Source – Rest

• Per week, Per COE/ Division Interview numbers.
• Per month targets were detailed (Interviews/ Source Mix/ Offers/ Joinees etc).

Selection process SLAs

• TAT defined with all the interviewers.
• Forms & feedback mechanism instituted.
• Subsequent steps till closure & on-boarding.

• Periodic reviews – Weekly with the Onsite Manager & Monthly with Ambati lead.
• Progress measured against mutually agreed benchmarks within the SLAs.
• Corrective action taken as and when necessary.

• Requirement capture phase – gap between the need definition of business managers, hiring managers, ground level interviewers & the understanding of the recruiters, availability of target resources – Need all to arrive at one single definition.
• Correcti Action – discussion on detailed feedbacks of rejection.
• Sourcing phase – usage of wrong mode (Advertisement / Consultants?)
• Frequent changes in the requirements – Will delay delivery/ increase cost/ affect Quality.
• Corrective action – Planned hiring to the extent possible.
• Recruiter training – to embed them into the organization culture. They should wear the hat of the organization than being an external agency.
• Sourcing slackness – on the part of recruiters.
• Corrective action – weekly reviews.
• Client acceptance – Bring in a cultural change in the mindset of hiring managers, HR managers and all to have faith in ‘outsourcing’ – very important.

• Report formats attached.

• First career fair for this entity gets 68 Tech Selects out of the 112 professionals interviewed.
• Ambati delivers quality candidates –we understand your Tech panels precious time
• Ambati Team delivers in time.
• First phase of joinees in the 2nd month from the start of engagement.
• All sourcing SLAs met.
• More than 300 offers made.
• over 175 people on-board with adequate offers pending.