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 Process Technology Team Approach

Strategy

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
Technology

Tapping the Target Group

Job Sites Direct Internal Reference EOBT E Recruitment System Campus

Defining the Recruitment Position Requirement

Facilitating the On boarding Process

Technology

Planning Defining the process Setting the Time frames

Selection Process Screening RPAT Predictive Index Preliminary Interview

Joining

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 neversay-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