Head - Talent Acquisition - IT

Talent Acquisition Lead

Hiring Efficiencies :

a) Establish and institutionalize the Hiring Tracker and other analytics, as needed by the stakeholders, including IJP and Referral trackers, source wise analysis, establishing cost of recruitment, recruiter wise performance analysis (indicative list)

b) Establish SLA norms for the various bands/roles and set up hiring analysis and tracking in accordance to the same

c) Build and monitor Weekly Asking Rate on offers accepted to keep the - Sales- focus of the hiring team

d) Build standard reports, pointers to analysis and presentation templates for all reviews with internal stakeholders

e) Review the efficiencies of all stages of hiring and fix gaps as observed - from sourcing CVs to shortlisting to interviews and final closures.

f) Establish Key hiring metrics and work out methods of tracking and measuring the same

g) Build and execute sourcing strategies for quicker turnaround in sourcing for all mission-critical roles expected to be hired for the next rolling 6 months

h) Intensive focus on direct sourcing thru Referrals and IJPs and creating visibility and excitement amongst existing employees

i) Reduce and contain costs of recruitment

j) Build and review assessment mechanisms for selection of domain/functional competence, generic skills, and values in practice TAC Team related

k) Build a team of high performing individuals focused on meeting the asking rate for the week and month, balancing both tasks and relationship

l) Establish a cadence of TAC Team internal reviews and meetings with specific agenda and data points expected to be reviewed and hold the team members accountable for quality and speed of hiring

m) Design and share the TAC Team Performance analysis on a fortnightly basis and establish minimum norms for performance

n) Build a culture of appreciation and recognition amongst the team to keep up high levels of motivation and engagement

Hiring Processes & SOP :

o) Understand the hiring and on-boarding policies as available under Governance, Risk and compliance and ensure 100% compliance

p) Work out mechanisms of receiving qualitative assessment from the hiring managers thru well-documented Interview feedback forms

q) Design and implement complete and comprehensive Hiring dockets for purposes of record maintenance

r) Regular evaluation of recruitment consultants and review their engagement contracts, modify, and enhance as necessary and create a SOP for recruitment vendor selection, engagement, and performance. All in line with corporate governance

Key Deliverables (S.M.A.R.T. goals) :

1) 80% of positions closed within agreed SLAs (closed=offers accepted)

2) Timeliness of all reporting to internal stakeholders

3) Timeliness of payments to vendors and employees for referrals

4) Interview Selection ratio

5) 10% reduction YOY on cost per new hire

6) A 4 out of 5 rating on a bi-annual Internal Customer survey on being a, Effective Service provider to the hiring managers and Practice Lead

7) For Recruiters: a. CVs shortlisted ratio for next round

b. Actual performance versus agreed weekly asking rate for offers accepted

c. >=70% of hiring from Direct sourcing, IJPs and Referrals