“FMS ac­counts for 80 Per­cent of Our Hir­ing”

DQ Channels - - Isoda InterConnect -

Jayesh Shah, Di­rec­tor, Ori­ent Tech­nolo­gies, shares his com­pany’s best prac­tices for re­cruit­ing smart

Al­most 80 per­cent of our hir­ing is for our fa­cil­ity man­age­ment ser­vices (FMS). At Ori­ent, FMS ac­counts for 800 em­ploy­ees of the to­tal 1300. We hire an av­er­age 75 em­ploy­ees per month, hence ta­lent sourc­ing is crit­i­cal for us.

We rely heav­ily on job por­tals and em­ployee re­fer­rals for hir­ing L1 and L2 en­gi­neers. Job por­tals like Naukri.com and Timesjobs.com of­fer eco­nom­i­cal pack­ages with ac­cess to huge pool of CVs and mass mail­ings at `0.25 per mail. Our ca­reer page at­tracts 100 CVs per day dur­ing April-July.

For L3 en­gi­neers, since open­ings are lim­ited, we rely on em­ployee re­fer­rals and LinkedIn. Ad­di­tion­ally, we have a huge data­base of can­di­dates which comes handy for ur­gent re­quire­ments and sales jobs.

We are im­ple­ment­ing Peo­pleS­cope HRMS which will con­sol­i­date our can­di­date data­base, which now runs into cou­ple of lakhs. Mov­ing for­ward we will fo­cus on our in-house data­base for ta­lent sourc­ing.

For se­lect­ing the right can­di­date, we have a ro­bust scru­tiny process. Our re­cruit­ment team of 10 ex­ec­u­tives rig­or­ously scru­ti­nizes the CVs. For all tech­ni­cal po­si­tions, can­di­dates have to take writ­ten tests which is then fol­lowed by 1-1 in­ter­views by re­cruiters and then by the team lead­ers. At each level of the in­ter­view, we an­a­lyze can­di­date’s job skills, at­ti­tude to­wards the job, rea­son for job change and abil­ity to ad­just to our or­ga­ni­za­tional cul­ture.

“For L3 en­gi­neers, since open­ings are lim­ited, we rely on em­ployee re­fer­rals and LinkedIn. We also have a huge data­base of can­di­dates which comes handy for ur­gent re­quire­ments”

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