Swami's Group
How do we work ? How do we help the Hiring Managers ?
Account Management Post our engagement, One Account Manager, shall connect with the Clients Talent Acquisition Team in order to understand the requirements in detail.
Requirement Gathering and Discussions wtih Hiring Managers Our Team shall understand the Requirements and provide a deadline to deliver to requirements. We might ask to connect with Hiring Managers ( should there be any Clarifications needed, in order to further understand the Skills, in case of Niche Roles)
Souring and Action Our Team starts sourcing a small set of Prospect Talent from database and external Boards/Social Recruiting Platforms, and refers to the Hiring Managers. Our Team confirms from the Hiring Managers if the Talent Set exactly matches the requirements. Upon confirmation, Team starts sourcing and engaging with similar Talent ( with similar expertise ), and presents their Resume to the Hiring Teams. If the Hiring Managers does not agree on the Match, our Team re-works and finds a more suitable Talent Set. The Candidates shortlisted by us shall be forwarded to the Client Talent Acquisition Teams. The Talent Acquisition Team are requested to let us know the duplicity on the Prospect within a days time.
Recruitment Coordination We act as a point of Liaison between the Scheduling and Candidates, helping Teams in coordinating and setting up Interview Invites. This involves, Checking for Candidate availability, letting Candidates know about Schedule changes, following up for Feedbacks etc.
Our Metrics -Time to Fill - We aim at keeping the Time to Fill (for General Positions ) between 3 days to 1 week.. for Niche or Senior Roles, we aim at keeping it max till 2 Weeks. -Time to Hire – We aim at the least. Our Priority is to source and engage with Talent who can promises to join (post clearing Interviews) within Max 45 Days Time. -Selection Ratio – Generally, this depends, however for General Positions involving (Software Developers, Infrastructure Engineers, SDET, QAE’s, Security Professionals), we aim at keeping it 1:3 (Meaning, 1 in 3 Candidates shall be good enough to be selected for a particular Position ). These are metrics that set us apart from Competitors
Post Selcection Process -Post a Selection and Offer, Our Team shall keep the Prospect Talent engaged and shall keep following up to check whether they are being offered from Competitors. The Current Talent Market in India, is competitive , There are chances of Offer shop, Dropouts and even, Drop out (post Joining). We plan to engage with Talent Prospects who gives us confidence that, they shall refrain from Backout. This is done post involving in a few Voice / Video Sessions with the Prospect Talent and understanding the reasons for them joining the Client (our Buyer Company) -Post Joining, we wait until the Candidate completes 40 Days Retention Period. Upon successful completion, we raise Invoice to Buyers.