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Recruitment Strategy

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Swati Rathod

The document outlines a recruitment strategy with the following key points: 1. The recruitment strategy aims to align with the business plan to recruit top talent and stay ahead of industry leaders. 2. It defines recruitment strategies and processes for different levels from top to managerial to store levels. 3. The strategy focuses on using different talent sources and implementing a recruitment action plan along with expats recruitment. 4. It emphasizes using technology throughout the recruitment process from applications to onboarding.

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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
油
DELIVERY MODEL 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 Technology Defining the Recruitment Position Requirement Planning Defining the process Setting the Time frames
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

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Recruitment Strategy

  • 2. 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
  • 3. FLOW Recruitment Strategy Process Technology Team Approach to Continuous Improvement .
  • 4. RECRUITMENT STRATEGY Recruitment Strategy for Top Level Recruitment Strategy for Managerial Level Recruitment Strategy for Store Level
  • 8. CORPORATE /GROUP LEADERS , TOP & SENIOR LEADERS RECRUITMENT PROCESS
  • 9. MIDDLE & NEW LEADERS RECRUITMENT PROCESS
  • 10. 油
  • 11. DELIVERY MODEL 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 Technology Defining the Recruitment Position Requirement Planning Defining the process Setting the Time frames
  • 12. 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
  • 13. TEAM
  • 14. CONTINUOUS IMPROVEMENT Obtain feedback from the Users Review the process. Modify the processes to make them more user friendly and efficient.
  • 15. 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.
  • 17. RECRUITMENT STRATEGY FOR JUNIOR LEVEL