GE Scalene

RPO Review

Key Highlights 2015

Transition
Assimilation of recruiters from erstwhile partners to
Scalene
Stabilization of the team
Addition of new team members & Leads
Attrition Control measures & risk mitigation

Stabilization
Setup dedicated backend sourcing team to support
volume hiring
Took up delivery and planned fulfillment along with GE
Leads
Orientation for New Joiners scheduled on Saturdays to
ensure weekday deliverables are not interrupted
Periodical ER visit to GE for one on one session with
employees

Initiatives & Process Improvement

Challenges

Performance metrics (KRAs & KPIs) Implemented in

line with SLA
Initiated Team Review Meetings
Created & Published HireSystem SOP
Recruiters sensitized on NPS, process flow
Tracking on Offer & Onboarding compliance
Implemented Incentive Program (Reward & Recognition)
based on performance
Separate recruiters identified for internal hiring fulfilment

Limitations/ underutilization of HireSystem tool,

hampers extracting recruiter productivity reports
Requirement assigned date not effectively captured
in HireSystem
TAT for recruiters cant be calculated for positions
which initially opened as internal and then moved
to external
Lag in response on profiles from business affects
the TAT

GE India Performance Metrics

APB+ : 3736 positions filled in 2015 as
compared to 3609 positions in 2014
PB+: 2480 positions filled in 2015
Agency usage at 4% as compared to
5% in 2014
Utilization of Social media 6% in PB+
in 2015
Diversity at 28% PB+ & 35% ABP+ in
2015 as compare to 24% PB+ & 29%
APB+
TAT Open to Offer Accepted: 53 Days
APB+ & 60 Days PB+
NPS overall satisfaction score at 95%
and response at 16%

Source Mix

Social Media; 6% Agency; 4%

Referral; 25%

Low Cost Source; 65%

Overall Satisfaction Score

60.65%

33.94%

4.33%
Very Satisfied

Satisfied

Unsatisfied

1.08%
Very Unsatisfied

Initiatives for 2016

Improvise on Existing process

Initiate post offer follow up process for all candidates

Revisit challenges in HireSystems and work on reducing discrepancies
Monthly review on numbers, performance and productivity
Reuse of profiles across business
Track and monitor fulfilment of ageing positions

Planned Initiatives
Periodical validation of recruiter productivity and upscaling them with required
trainings
Work on reducing TAT for fulfilment of positions
Regular team level meetings
Quarterly meetings with GE leads
Joint sessions on training needs
GE Leads to spend time with backend team
Plan HR initiated events for team building and motivational activities
Working along with Arief to setup US recruiting team in India

Challenges & Recommendations

Challenges

Recommendations

Cannot predict month on month

Pipeline/Offered data as it doesnt
capture start date of candidates

Raised a request to include

assignment effective start date to
analyze joiners pipeline

Candidates in pipeline data doesnt

move to hired data

Initiated discussion with Nate to

address the issue

Recruiter names are not captured

in the reports
TAT cant be calculated for
positions which initially opened for
internal and then moved to external

Approval required to mandate some

fields in HireSystem at India level to
ensure recruiter names and position
assign dates are captured in reports

No data available to analyze delay in

scheduling interviews & releasing
offers and the cause of delay

Inform & educate interview panel to

provide feedback and schedule
interviews through portal

Major changes in requirement

specifications affects in higher TAT

Request business to close the existing

COS and open a fresh COS with
changed specifications

Thank You