Our Manpower Services
At sahasra advisory Agency, we focus on delivering competent and Quality HR Solutions to our clients which will minimize risk and will enhance healthy relations with Employees. We are specialised in catering to the IT as well as non-IT sectors. We have also started getting involved in to Management cadre recruitment like junior level and mid level recruitment. We are concentrating on serving mainly IT Industry, Finance Sector, Healthcare Industry etc.
Our talented recruitment team emphasizes upon choosing the pool of competent candidates which enhances Business value of the Human resource Department of Clients. We are sound advisors for our applicants opening doors to the next best opportunities for them. Our team has clear understanding of the modern day manpower needs and works according to the needle of the clock to provide the Business Competency to our clients in the dynamic market place. Our Services comprise of:
In dynamic marketplace, having the highly skilled and competent manpower is differentiating factor. Business competency is dependent upon the qualified, highly skilled and competent people. We do recruitment through end-to-end recruitment and Campus Drive. We offer three-fold-approach in today’s competitive and dynamic market place where quality and competency matters the most.
Step-1: We filter out the most suitable candidate according to the specific corporate needs and aspirations of the clients. According to the client’s requirements our team set specific criteria for the prospective candidates like skills, education, telephonic interviews, relevant experience and top keywords of candidate’s profile which gives clear idea about the candidates’ communication skills and suitability for the job profile. We emphasize upon the different parameters provided by our clients and based on that we provide tailor-made solutions.
Step-2: We emphasize upon filtering out the best talent among the pool of candidates whether it’s through Campus Drive or off-campus recruitment. Candidates who get shortlisted through off campus recruitment are given attention and they are trained upon different perspectives of client’s requirements to turn them into the complete package.
Step-3:After pruning the selected candidates our team emphasize upon making the candidate aware with the company culture, policy, work environment, work profile and other domains, so they can module themselves effectively in to the company’s culture from the first day of the joining.
As a recruiter we don’t think so, if we have finished the recruitment for the clients and we are done. We focus on hiring the right candidate for the right client.
Campus placements are mad rush for colleges and companies, and a logistical nightmare for those who have to plan and organize it. This is a golden opportunity for companies to find that one diamond in the rough.
In India alone, around 3,934 students from VIT University were given job offers by three leading IT companies Accenture, Wipro and Cognizant, in 2013. Other major campus recruiters include Microsoft, Zoho, Intel, VmWare, Alcatel Lucent, Mahindra, ComViva, Broadcom, Netapp, Cisco, Capital IQ, Texas Instruments, Trimble, Google and Honeywell.
Going by these figures, on an average a multinational company assess around 7,000-10,000 campus hires annually. This is a huge figure considering the number of hires to be assessed through pen and paper tests. Companies rely majorly on on-site testing and group discussion exercises to assess the calibre of students. Although the process is effective, it is also time-consuming. Not to forget the cost attached with taking managers out of their key performance areas and the possibility of bad hires.
Why conventional methods of campus placements have become burdensome
Conventional methods of campus recruitment have become burdensome because
a) They are unnecessarily long, and they do not follow a scientific approach that will ensure hiring of better candidates.
b) The current campus interview process does not identify if there is a cultural and job fit with the company, to avoid attrition rates.
c) It is still majorly a rejection process than an objective selection process.
A typical campus recruitment process involves presentations, written tests, group discussions, and technical rounds. This process takes an entire day of recruitment efforts. Apart from the direct cost associated with campus recruitment, indirect cost are also incurred, like your time (a major contributor), additional personnel cost, travel, accommodation, logistics of conducting test, group discussion etc.
A typical engineering college with a student strength of approximately 2500 (for all streams) is visited by 50 companies to conduct campus placements. If we go by average campus placement figure for top engineering colleges, around 90% students are placed. So on an average a company places only 45 students from a campus (figures will increase or decrease as per the number of companies visiting the campus). But to score this, how much does the company end up spending?
Lets assume that an IT company has to hold campus placements to fill multiple vacant positions in its various global centres. Essentially a team comprising of an HR manager, a campus recruiter, and if possible operation’s manager would visit the college for conducting the recruitment drive:
Overview of cost incurred for each company representative (for outstation campus recruitments)
Role of Online Assessment Software
Since going to each campus takes a lot of time, resources and money, campus recruiters have shifted their focus to include online screening process much earlier in the recruitment process to ensure that only the best candidate make it to the later stages of the recruitment process which are often more expensive. Breaking out of the traditional and redundant methods of college placements is the first step towards better hiring.
Companies like Nestle Purina have demonstrated that remote college recruiting can produce measurably superior results in a relatively short period of time compared to campus visits. So, instead of following long hours of traditional recruitment processes, recruiters can view their candidate queue from the comfort of their offices virtually with any device with an internet connection.
We already know that online assessment solutions provide improved return on investment. Online assessment tools help to hire better performers, reduce turnover and increase staffing efficiency by predicting job talent and employee attitude. To give an example, for 100 hires with an average tenure of 2 years and average salary of $40,000, the return on investment comes out to be 37233%, assessed using online simulated assessments (Calculate yourself- Measuring RoI of Online Assessment Systems in Recruitment).
In simple words, use of online assessment tools significantly reduce the recruitment time and improves the quality of hire, providing a good and stable resource.
If we have to find out how online assessments help campus recruitment, we can start by looking at some of the benefits of this system:
Benefits of Online Assessment Systems vis-à-vis Traditional Recruitment Methods
Online assessment system provide full control to the recruiters over the test creation, distribution, invigilation, evaluation and report generation. Recruiters can easily create and administer a test. The traditional model requires recruiters to create a test paper manually, often something that they are not qualified to do (Technical tests).
Companies can reach out to a large number of colleges previously left unexplored because of resource limitations (time/personnel unavailability). This system gives flexibility to companies to reach out to international campuses as well.
Apart from enhanced reach, one of the biggest challenge of conducting thousands of test at one go is fulfilled by this system. Imagine all the administrative cost and time you will spend visiting each campus and holding hundreds of tests.
Flexibility to add layers of tests into a single defined assessment. For example, apart from general MCQs and essay type questions, add code snippet evaluator with case study simulator as well as psychometric/personality tests. Under the traditional model, a candidate would be required to appear for each of these tests separately.
Minimum system requirements (a computer, browser and internet connectivity). College computer labs can be used for conducting these tests.
Auto save candidate’s answers to handle infrastructure issues (Internet, Network, Power outages; System crash, restart). Some online assessment software also come with a power resume features which resumes the test within minutes of any internet loss or any power outages.
Many online assessment software have the feature that allows test admins to virtually proctor the test using a webcam, remotely. Utilizing such a feature will help companies to curb cheating and other malpractices.
Greatest advantage of an online assessment software is the turnaround time. Since the tests are web-based, test evaluation and report generation is done in real time. So as soon as the candidate finishes his/her test, evaluation is also generated within minutes. This quickens the decision making process, enabling recruiters to select easily and wisely.
Superior actionable analytics allows companies to view comparison of different campuses, performance trends and get regional talent insights
Flexibility to conduct test in a contest, game or code challenge format. This will engage campuses and bring out maximum participation from students, while strengthening brand recall.
To conclude, a sophisticated online assessment software gives recruiters an option to move beyond traditional and redundant methods of recruitment. It helps to objectively screen, select and hire the best candidate. Apart from assessing critical competencies, it helps to identify right talent and hire better performers.
We understand the importance of career value for the candidates. We emphasize upon nurturing the talent and employing the right talent to the right company which should match with the candidates’ qualification, interpersonal skills, job related skills. We also make sure upon the suitability of the candidates with the organization culture which leads to the High Productivity, in turn high Business value of the organization.
Through continuous teamwork, insights, expertise we are committed toward the applicant as well as clients by getting placed on the right talent to the client which is the perfect match for the human resource needs of the client. Our recruitment team has the expertise in matching the candidate’s profile with the job profile of client’s according to the needs and demands of the both parties for ending up into the win-win situation for the both parties.
We provide an updated database of the job seekers across the different industries.
We emphasize upon understanding the clients’ job profile and requirements, so that we can provide an effective solution to the human resource needs of our clients.
We focus on providing effective, cost-effective and timely solutions to our clients’ requirements.
Our recruitment team work closely with the clients to have continuous insights related to job profile and specific requirements of the clients.
We focus upon the culmination of the prospective candidates and the right job profile which suits them.
We have rich database comprising of Business Giants, small-scale and medium scale companies.
We respond quickly to the potential job seekers through our job alerts regarding job openings related to candidates’ profile.
We are not just responsible for providing you the suitable job but we also take care of your remuneration at our best level.
Training and Development is the pillar of the Human Resource Development. Human resources are the most prominent assets of the organization, training and development of the employees acts as a competitive advantage in the competitive market place.Training and development is conducted to enhance the employee performance and career growth by nurturing employees’ skill and knowledge.
- Single Window Contact.
- Labour law Compliances.
- Implementation of minimum wages.
- Minimizing long term liabilities.
- Manpower availability at all times.
- Nill / minimum union involvement.
Benefits to Associates :
- Induction Program.
- Company Manual, Policy, Guidelines, Appointment Letters.
- Single Window Contact for all Associates deputed at a location.
- Local ESI sub-codes and ESI cards ensuring full benefits.
- Personal records for individual associates.
- Loans & Advance - Emergency.
- Insurance coverage - Mediclaim / Personal Accident.
- Zero Balance Salary Accounts, ID Cards for all associates.
Today’s Business environment has become dynamic and agile. According to changing Dynamic business environment, we focus upon to be responsive to our clients’ needs, supporting short term and contract to hire requirements, project based contract to hire, selecting the permanent talent for our clients.
We focus on providing quality employee as per our clients’ business requirements, maintaining quality relationship with our clients by assuring whether our employees are meeting clients’ expectation or not, Building strategic partnership to provide workforce consultation and making the staffing process more effective for our clients.
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