Brief About Client:
With offices and projects across India, our client is leading EPC consulting firm catering to diversified industrial segments of Power, Oil & Gas, Chemical, Fertilizers, etc.
Client Business Needs & Challenges:
- To hire 50+ engineers for their Power business unit with specialized experience in Design.
- Wanted single point accountability for recruitment delivery.
- Hiring across levels with niche experience and very stringent selection standards.
- High hiring manager time spent on recruitment coordination.
- Talent pool varied drastically for each engineering stream requiring big end sourcing capability.
Solution:
- A customized Project RPO solution was designed as per client needs.
- Deployed a specialist team member onsite with relevant industry experience and ability to coordinate high end stakeholders.
- The onsite specialist was ably supported by an offsite team of Sourcing Specialists exclusively for the client creating a proactive talent pipeline continuously.
- Advertisement response management with streamlined screening process.
- Comprehensive data management for real time information of client and future use.
- Maintained a tight control on - quality of screening, timelines in each step of hiring process enforced. Continuous and transparent two way communication, feedback & review mechanism established between all stakeholders & partners involved in the hiring process.
Results:
- Improved quality of hires through a rigid screening mechanism and saved hiring manager time spent and overall time to hire.
- Significantly reduced cost per hire.
- Application received in response to advertisement streamlined and managed for future hiring needs.
Brief About Client:
Our client is a Indo-US joint venture between robust engineering leaders into manufacturing of world class radiator hose system’s supplying to Global OEM’s.
Client Business Needs & Challenges:
- Recruit senior management team across technical and support functions.
- Newly constituted joint venture remotely located required employer branding and use of candidate attraction methods.
- Target search for high performing individuals from close industry competitors.
- Hiring across levels with niche experience and very stringent selection standards.
- Heavy offer to joining drop outs affected business plans adversely.
Solution:
- A customized Selective RPO solution was designed with process component including deep qualifying/screening, industry mapping, psychometric test and Naman’s expert as panellist for final interviews.
- Deployed a dedicated team of two specialist recruiter’s offsite.
- Mapping of candidates in close competition was done followed by effective attraction methods.
- After two round of screening and short listing, candidates were deep qualified and interviewed by internal subject matter experts to deep qualify their experience.
- Hiring manager conducted Telephonic interview along with US counterpart to further shortlist.
- Face to Face interview was done with final shortlisted with Naman expert as interview panellist with company stakeholders.
- Psychometric testing (16 PF) done for final shortlisted to further select and offer.
- Post offer engagement plan designed to facilitate speedy onboarding.
Results:
- Deep qualifying of candidates improved quality of hires.
- Successful onboarding of all offered candidates.
- Strict adherence to timelines planned and reduced time to hire
- Placed management team across functions of Operations, Production, Production Planning, Quality, Supply Chain Management, Finance & Accounts and Human Resources
Brief About Client:
Our client is an Italian MNC group establishing their new Engineering and Design operation's at Mumbai, Maharashtra. Company is globally a leading supplier of seamless steel tubes and related services consumed by Energy Industry and other Industrial applications. Their principal products include casing, tubing, line pipe, and mechanical and structural pipes.
Client Business Needs & Challenges:
- Plan to hire Engineering team with specialized experience in mechanical and automation engineering.
- Sourcing niche and specialist skills + experience that had limited talent pool in the country.
- Preference on Local candidates but not other city moves and relocations.
- Candidates restrain to change to a new set up, continuous travel, etc
- Offer Drop-outs cases in two search attempts earlier by client.
Solution:
- A customized Executive Search solution was designed.
- Sourcing and candidate attraction activities were extended into both passive and active candidate audience.
- Helped client in newspaper advertisement design, response management and further screening and short listing relevant matches.
- Suitable candidates were shared with client after detail screening.
- Hiring manager conducted Telephonic interview along with Italian counterpart to further shortlist.
- Face to Face interview was done with final shortlisted candidates after technical test.
- Helped client in understanding Indian compensation structures, rules and facilitated throughout in salary discussion & negotiation process.
- Post offer engagement plan was designed to facilitate speedy onboarding.
Results:
- Placed 15 engineers in mechanical and automation team.
- 90% offer to onboarding ratio.
- 95 % Interview attendance ratio.
