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Clarity

Balasubramaniam M

Bangalore

Expertise in Recruitment - Engineering & Technology, Excellent Track Record in Hiring in the Indian Geography, Talent Strategist, High Volume Hiring, Talent Acquisition Systems and Hiring Team Composition, Talent Acquisition Analytics across multiple decision layers

$2.00/min

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Recruiting Lean Thinking Thought Leadership Strategic Leadership Talent Acquisition Process Optimization Technical Recruiting Vendor Management Executive Search Onboarding

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Recruitment / Talent Acquisition

• Talent Acquisition Strategy Formulation & Implementation of plans to not just reach Company Staffing goals but enable expansion that is critical for Business Growth
• Managing Complete Recruitment Life Cycle Across all types of Hires viz. Leadership, Lateral, Specialist and Campus
• Manage Recruitment Projects & Events to implement Corporate Initiatives and drive fulfillment
• Leading and Managing Large, Distributed and Diversified Teams through the Direct and the Virtual Mode. Largest Team Managed was around 110
• Exposure to Multiple Online Hiring / Resource Management Systems like Synergy (Wipro), Taleo (Hewlett Packard) and PeopleSoft (Mahindra Satyam) and Overall Recruitment Process Automation
• Talent Acquisition Process Design, Development, Implementation and subsequent evolution to ensure a good Quality of Hire
• Recruitment Policy Enunciation and Evolution
• High Volume Hiring – 600 to 800 per month to High Value Hiring – Enterprise Architects, Business Leaders etc.
• Talent Sourcing using Conventional, Offline and Social Media Channels. Development of internal Sourcing Engine to ensure steady candidate pipeline for current and future demands
• Definition and Evolution of Critical Recruitment Metrics / Key Result Areas (KRAs) across Different Decision Layers in the Organizational and Recruitment Hierarchy, for various Types of Hires
• Marketing of Talent Acquisition to enable Talent Attraction and promote Corporate Identity as a great place to work. Internal marketing to promote Employee Referral
• Campus Hiring across all levels - Graduate Engineers, Non-Engineering Graduates and MBAs
• Executive Search & Recruiting – Hiring “C” Level Talent
• Technology in Recruitment by way of ensuring online, User-friendly Hiring and Candidate Experience
• Risk Management in Talent Acquisition
• Vendor Management for Various activities ranging from Process-outsourcing, Background Verification to Resume Sourcing across a variety of Hires. Vendor Acquisition and Management across Multiple Geographies.
• Recruiter Training and Development
• Industries covered include inter-alia IT Software and Hardware, Engineering, CAD / CAM, Capital Equipment, Machine Tools, Agrochemicals, Pharma and Bulk Drugs, Banking & Financial Services, Communication Services, Diagnostic Services, Consumer Products and Functional Hiring like Finance/HR/Marketing
• Managed Hiring for Greenfield, Brownfield, Start-up and Expansion engagements
• Managed Private and Public Sector Hiring & Diversity Hiring
• Grooming Recruitment Leaders and Mentoring Recruiters
• Application of Lean Management techniques in a high volume hiring environment
• Background Verification, Talent Quality, Requisition Management, Internal & External Stakeholder Management

Job Scenario and Hiring in India

Inputs on Job Market in India.
What a potential Employer looks for in a potential for a Leadership Position
Technology LEadership
Individual Contributors and People Managers

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Answers

Balasubramaniam M answered

What are the pain points felt by external recruiters? How do they deal with these pain points?

My Answer would be the Indian Context...

By external Recruiters, I would presume that to be Recruiters in a Search Firm / Agency.

The following would be the main pain areas

1. Foreclosure of a position - wherein the position flagged off to the external recruiter has been filled through another source viz. job boards, Employee Referrals, Direct Applicants and such closures are not intimated by the Client on a timely basis – Lack of feedback from the Client
2. Similarly…absence of feedback on the resumes submitted against an open position, on a timely basis. Effort put in sourcing the candidate could go waste as delayed / absence of feedback could result in lack of candidate interest and affect recruiter motivation
3. The candidate referred by the Recruiter for an open Client opportunity, is no longer available, as he/she might have got another job offer..thus resulting in a wasted effort from the Recruiter.
4. Replacement Clause..the candidate successfully placed for an open opportunity, leaves within the time-period of free-replacement (normally a replacement guarantee of 3 to 6 months is offered by the Recruiting Agency for all candidates placed by them), thus resulting in refunding the placement fee collected or adjusting it against future receipts.
5. Non-receipt / delay in receipt of Professional Fees for the services rendered..delaying recruiter incentive and affecting Recruiter motivation.

The above constitutes only an illustrative list and is not exhaustive.
I am open for a call to discuss this further.

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Member since November 2013