RECRUITMENT

STRATEGY
 MOTTO

Completely align the Recruitment Strategy with the

business plan, so as to stay head of the curve
with the leaders in recruiting Top Talent from the
industry.
 FLOW

 Recruitment Strategy
 Process

 Technology

 Team

 Approach to Continuous Improvement.

 RECRUITMENT STRATEGY

 Recruitment Strategy for Top Level

 Recruitment Strategy for Managerial Level
 Recruitment Strategy for Store Level
TALENT SOURCE
RECRUITMENT ACTION PLAN
EXPAT RECRUITMENT PROCESS
CORPORATE /GROUP LEADERS , TOP
& SENIOR LEADERS RECRUITMENT
PROCESS
MIDDLE & NEW LEADERS
RECRUITMENT PROCESS
 DELIVERY MODEL
Technology

Tapping the Target Group

•Job Sites
•Direct
Defining the Recruitment •Internal Reference EOBT Facilitating the
•Position •E Recruitment System On boarding Process
•Requirement •Campus

Technology
Technology

Selection Process
•Screening
Planning •RPAT
•Predictive Index Joining
•Defining the process
•Setting the Time frames •Preliminary Interview

Final Step
•Final Interview
•Reference Check
•Offer
•Medical Check up
 TECHNOLOGY
 E Recruitment system to facilitate the recruitment
process
 Link between the E recruitment system and SAP so as to
further smoothen out the process
TEAM
CONTINUOUS IMPROVEMENT
 Obtain feedback from the Users
 Review the process.

 Modify the processes to make them more

user friendly and efficient.
 STRATEGY FOR TALENT
ACQUISITION
 Build the best employer brand to attract the most suitable talent
 Clearly define the structure & staffing, roles and responsibilities, reporting
relationships and capabilities required for the job.
 Select the people based on Personal Qualities and Professional
capabilities keeping in mind “Job-fit” and Culture fit
 At top 2 levels just below the CEO recruit people with extraordinary
entrepreneurial qualities and tolerance to ambiguity with “can-do and never-
say-no attitude”.
 Excite people with opportunity of learning, growth and wealth creation
through equity compensation.
 Tactics: Go for “Leg-down” strategy in compensation and designation i.e. to
attract people pay them higher than the market and over 2- 3 years give
moderate salary increases so that the average cost is better managed.
 Keep an eye on average employee cost – build the staffing pyramid with the
focus on creating the most cost efficient people organization in the world.
TALENT SOURCE
RECRUITMENT STRATEGY FOR
JUNIOR LEVEL