1. Service Offerings

2. Solution Approach Benefits Proactive Sourcing process AEP Profiling* and Proactive Pipelining process* Governance Mechanism Our Services Professional Fee

3. Recruitment Process Outsourcing Full Scale hiring management Project based Hiring (turn key assignment) Campus based hiring Recruitment Administration Analytics with technology Recruitment Contracts in selected sectors for permanent hiring Exclusive sourcing engine and first right of refusal over sourced resumes Project based/annuity based contracts Recruitment Services STAFFING OUR SERVICES RPO

4.  Companies report 21 percent to 80 percent savings by switching their HR delivery mechanism to shared services  Companies typically save 25-30% in direct costs while indirect cost savings and process predictability are additional benefits by switching to RPO model for recruitment  Outsourcing Transactional activities enables HR professionals to focus on strategic support of the organization instead of being bogged down with routine administrative requests COST BENEFIT RATIONALE

5. CostQuality Reliability Economies of Scale Best in class Technology Industry Best Practices Service Level Agreements HR Industry Experts HR Processes BENEFITS

6. RECRUITMENT PROCESSESACTIVITIES Recruitment Process Consulting  Industry benchmarking  Staffing process re-design  Metrics assessment  Technology assessment Sourcing  Assessment of current sourcing plan  Development of resume sourcing plan  Candidate database development  Vendor management Selection Management  Requisition Management  Candidate Communications  Classification and Pre-screening  First level/Technical assessment & interviews  Final interview management Hiring Logistics Management  Short-listing  Offer management  Pre-joining engagement Retention Management  Exit interview management  Data analytics  JD re-engineering Sourced Resumes JDs and CTQ Classification Pre - Screening Final shortlisting Offer Generation & shipment Typical Process

7. Solution Approach Solution □ Recruitment metrics □ Technology configuration □ Information / Data Exchange templates □ Process Calendar / SLAs / TATs □ Defining of Scope of Project for the process □ Project Plan (Includes Team Deployment, Resource Allocation & Business Continuity planning) As is Understanding □ Project Scope & Objectives □ Understanding functional requirements & key components □ Existing functionalities & AEP’s □ Underlying technology interface □ Analyzing various sources of resume □ Data Templates Assimilating Best Practices □ Gap Analysis □ Optimum resource utilization □ Proposed Techno-Functional Requirements □ Panel metrics and implementations □ Identifying best practices within & beyond the organization □ Project Management Implementation & Roll out □ Phase-wise approach □ Sign off on Process, SLAs & Responsibility Matrix □ Gap Analysis at each step □ Risk mitigation strategies □ Integrated process maps □ Project Management & Monitoring Recruitment Solution Approach

8. Discussion with Line Manager on Job description and sign off on AEP’s (absolute essential parameters) JD Understanding & AEP Discussion Extensive industry mapping and research to generate database of matching passive candidates Industry Mapping & Research Sharing of JD and AEP’s with candidates and screening candidate on the basis of AEP. Sourcing of Active and Passive Candidates Sharing profiles only of candidates interested (confirmation sent on mail) Sending resumes of interested Candidates Getting detailed feedback at each rejection/selection stage to do any realignment if required Getting Detailed feedback Coordination and scheduling interviews – assuring minimum drop out by regular follow ups Interview scheduling & co- ordination Coordination with HR and Candidate during offer and pre joining stage Offer Keeping candidate warm and ensuring joining as per the decided timelines Joining Differentiators AEP DiscussionIndustry MappingJD Sharing with CandidatesCandidate TrackingFollow-up & Creating Back-up Advantages Low Rejection Ratio of ProfilesLow Ratio of Back-outsTime Saving in Recruitment Sourcing Process

9. Sourcing Strategy SOURCING MIX Employee Reference Database Using Domain Specific portals & Job Portals Head Hunting across identified organizations Candidate referencing and networking Tying up with ORGs Ad Campaign Database Web Marketing Alumni Databases (if any) Identifying profiles from existing Database SMS Blast

10. AEP Profiling S.NOAEP Description in Resume % Match Reason for Qualification Source 1Age Factor (21-25)22100 Resume Scanning 2 Qualification (Strictly Graduate) MBA0 Resume Scanning 3Relevant Experience Resume Scanning 4Parental Profession Validation email 5 Permenant Resident or Migrated Resume Scanning 6Relationship Index Validation email Client: XYZ Profile: Front Line Agents Location: North | NCR| Gurgaon| Location1 Source ID: Cons-xxxxx AEP: Absolute Essential Parameters

11. Talent Supply Chain Hiring StagesConversions Approx. Numbers First Contact 10000 Telephonic screening 10% 1000 CV Shortlisting by Line 40% 400 Line OK (After Interview) 30% 120 HR OK (After Interview) 75% 90 Offer 100% 90 Joinees 70% 63 Remain after 3 months 70% 48 Sourcing engine First contact to Walk-in Recruitment Operations Walk-in to Offer Candidate On Boarding Offer to On- boarding

12. Proactive Pipelining Process Active Candidate Proactive Funnel for Pipelining at each rejection stage CV Rejected Interview Rejected or Drop Outs Offer rejected or Drop outs Criticality Maintaining a proactive pipeline to be put into the funnel Candidates rejected/dropped at each rejection Stage Ensuring that required number of candidates are put into the funnel to achieved the desired closures

13. Governance Mechanism Customer Complaints Record Customer Complaint Take Corrective Action Close Customer Complaint Analysis of Customer Complaints Record Customer Complaint Take Corrective Action Close Customer Complaint Analysis of Customer Complaints Internal Reviews Review Mechanism Weekly Status Report Project Status Weekly Conference call Clarifications, Issue Resolution Monthly Reviews Over all Project Status Process Metrics Significant Achievements and problem areas Project Plan for upcoming month Quarterly Review Project Metrics Organizational Metrics Customer Satisfaction index Employee Retention index Quarterly Reviews by Steering Committee Weekly Status Report Project Status Weekly Conference call Clarifications, Issue Resolution Monthly Reviews Over all Project Status Process Metrics Significant Achievements and problem areas Project Plan for upcoming month Quarterly Review Project Metrics Organizational Metrics Customer Satisfaction index Employee Retention index Quarterly Reviews by Steering Committee Weekly Project Reviews Monthly Reviews by Delivery Manager Milestone Review Management Review Meeting Internal Quality Audits Weekly Project Reviews Monthly Reviews by Delivery Manager Milestone Review Management Review Meeting Internal Quality Audits

14. Professional Fee 8.33% 12.5% Junior & Middle Level Senior Level Grade Professional Fee

15. Thank You