Talent Acquisition Global Practices

EPHRM 03 IIM-L (NOIDA Center)

Chemistry of Talent Acquisition

Pre-Joining
1st Contact Offer to joining

Joining
1-15 Days

Post-Joining
60 Days Tenure

Offboarding
Alumni

Interview Process

Day 1

30 Days

180 Days

Separation

Align
Candidate Perspective
First Impression Know about Company Expectations

Acquire
Curiosity Assessment Know People

Accommodate
Know the Role Know the Team, Joining decision validation

Assimilate
Career, Growth Respect, Satisfaction

Accelerate
Dissatisfaction, Aspirations, Future ahead

Company Perspective

Assessment Alignment with Company Develop Interest

Care Know Org, culture etc Settle Down

Productive Gel with team

Performance, Productivity, Belongingness, Engagement

Smooth Exit, Handover, Ambassador

Ownership

Recruiter

PD member

Manager, BP-HR

Manager

Manager, BP-HR

Measures & Indicators

Joining ratio

Satisfaction Index

On boarding Survey

Retention Rate

Reflective Interview, Exit Survey, Re-joining rate

Key Points
Inclusions Ownership Stakeholders

Alignment with Company First Impression for Company Competition to hire

1st Company Connect Interview Process Pre Join Engagement Recruiter

Recruitment Manager

Success Indicator

Joining Ratio etc.

Suggested Enhancing Experience

Pre Joining
First Contact -Position Co. as a brand -Enhance Candidate Experience Interview Process -Standardization of interview process -Establishing Candidate Connect / Experience -Measure Candidate engagement / experience Offer to Joining -Warm-up/Welcome calls -Welcome note by Sr. Management -Revamping Prejoining formalities for enhancing Day 1 experience

Joining
Day 1 experience -Enhancing on-arrival experience - Orientation - Meet the Buddy 1 15 Days -Extensive orientation program - Project Orientation - Early Assimilation Feedback & group bonding

Post Joining
15 30 Days -Project Orientation & Goal Setting -KT Sessions -Assimilation Interview by HRBP 30 60 Days -On the job training & KT Regular 1X1 with PM - Regular monitoring of onboarding checklist 60 120 Days -Career Planning review ( 90 days performance review) -Onboarding survey (90 Days) 120 180 Days -Performance evaluation - Training Programs

Offboarding
Separation -Exit process automation - Revamp of exit interview process - Defining of Offboarding checklist -Laying effective communication channel Alumni -Establishing connect with Ex Globytes -Connect to converting rehiring

Thank you
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