The engagement is guided by a timeline for a particular no of positions or for a specific project The timeline shall vary as per the duration of the project, or number of people to be hired.
A dedicated team of consultants are assigned to each client based on the service requirement.
One member from this team will physically function from the client office while the rest support the requirements from the nearest ASPPL facility.
There is an assigned point of escalation and operations lead in-change of each client - this apart from the resource that is physically accessible to the client each day.
In this model, ASPPL shall study plan and execute the total recruitment solutions for clients on a turnkey basis;
It starts with assessment / study of the existing workforce, identify talent gaps, prepare role descriptions for each role/position that has been identified across all the levels (white collard, Junior-Mid-Senior levels) and depute a team of recruiters at clients office to handle the recruitment's end to end.
Time period shall vary from 6 months to 2 years.
When client’s has emergency hiring’s for certain duration for more than 5+ positions.
For niche skills/ challenging fulfillment.
If hiring’s managers are always under frequent travel, frequent delays in conducting interviews/shortlisting.
Positions are open for long time , unable to get filled.
Already circulated to too many consultants, either no response or ‘junk’ response.
Client has no time to do preliminary interviews OR pre-screening of profiles.
Client has enough resources(manpower & orders), but still goals are not achieved.
If the client feels manpower rationalisation to be achieved.
If the client has constant and consistent need to hire talent throughout the year, but want to do it in a cost effective manner by reducing the fixed and variable cost associated with recruitment.
If role descriptions are not clear and no proper structure in the organization.
Unbiased talent management and hiring.
Recruitment Process development and planning.
Optimizing internal resources for better use and growth.
Access to a team of professional recruiters.
Scale recruitment capacity up or down on demand.
ASPPL can assign a team of people comprising of –
Project Leader – Delivery Operations
SPOC at Client office for ‘day to day’ Delivery Support.
Additional delivery team at ASPPL office managed by the Project Leader.
Our SPOC who is deputed at Client’s office shall communicate with all stake holders with the support of HR and understand all their recruitment needs.
Our SPOC can translate the details captured from the stake holders (hiring managers) in the form of JD and discuss with the project leader and internal delivery team.
Project leader shall Identify and Establish Search priorities, he shall Determine the skills, knowledge and abilities required, offering insight and fresh perspectives on how clients can think about their needs.
The project leader shall draw a search target plan by researching into companies and sectors to find those with relevant skill-sets and qualifications.
Project leader shall design & implement master tracker, sourcing strategy and assessmentquestionnaire among the team and thereby kick start the sourcing / hunting process.
Project team shall send the prospective list of pre-screened candidate resumes to SPOC and SPOC Submits all the resumes ‘position wise’ to the hiring managers directly or route it through the HR as per the protocol defined by the client.
Hiring Manager shall further screen the profiles as per his preference and provide the shortlisted candidate names to SPOC.
SPOC in turn shall work with the internal project team to organize / schedule any type of interviews at multiple stages, and for reference checks / background verification processes.
SPOC is responsible for completing the entire recruitment process by coordinating closely with the stake holders at Client and at the consultant’s offices, and thereby ensure all interviews are completed on time, offers are issued on time and selected candidates are on-boarded on time.
SPOC is also responsible for hand holding all the candidates throughout the recruitment process and answerable to client at various stages by keeping all data in finger tips.
The Project Leader and SPOC shall keep reviews with the client once a week to ensure there is no lapse and for smooth execution of RPO.
Project team does sourcing, headhunting, networking etc approach potential candidates, conduct rigorous competency-based interviews, develop a short list of candidates with the qualifications and interest in the position and thereby arrive at prospective list of pre-screened candidates.
