STAFFING in TPT

Presented by
Rishikesh Shinde
 Staffing Life Cycle (SLC)
• Vacancy Alert – From HQ
• Requirement Alert – To Consultants
• Resume Screening / Shortlistings
• Communication – To Consultants (for shortlistings)
• 1st Communication To Profile – Interview Slots Communicated To The Prospective Profile
• Communication For 1st Technical Review – To Internal Interviewers For The Interview Slots
/ Resume / Contact Details / Preliminary HR Intel (If Any)
• HR – Interview - (Behavioral / Stability / Pervious Company Info / Compensation Negotiation /
Job Description / Career Opportunity / Sharing TPT – Info. etc)
• 2nd Communication To Profile – Interview Slots Communicated For 2nd Technical Review
• Communication For 2nd Technical Review – To Interviewer For Interview Slots / Expected
Compensation Of The Profile / Stability Factor etc
• Hire Decision
• Communication To Profile – Issuance Of Offer Letter / Negotiating Joining Dates / Handling
Primary Joining Difficulties (Notice Pay / Relocation / Legal Help / Initial Accommodation)
• Profile Becomes Employee – Resolve All Secondary’s (Getting Him Acquainted With The
Team / Organization / Various Functions) Helping In General Daily Activities Till The Profile
Settles In The Organization)
 Staffing Statistics - I
Resume
Process Time Taken
Funnel
Received 80 4.0 hrs to go through all 80 resumes @ 4 mins each
RESUME Screened 10 0.66 hrs to communicate - Consultants @ 4 mins each

Communication to Profile 10 0.83 hrs - 2.5Hrs @ 5 mins - 15 mins each

1st Technical Review
REVIEWS HR Interview
2nd Technical Review
Approval
OFFERING PROCESS
Communcation to Candidate
WAIT PERIOD Candidate Joining Time
10 7.5 hrs to review 10 profiles @ 45 mins each
4 2.0 hrs to conduct HR @ 30 mins each
1 1.0 hrs to 2.0 hrs
12.0 hrs for Karan Renjen to react (usually its evening
1 time in India when offer approval is sent)
Immediately on reciept of approval from Karan Renjen
1 30 days - 45 days

Time Taken -
31.9 hrs / 1.59 days
Screening to Offer
Total Time Taken To
Complete Staffing 31.59 days - 46.59 days
Cycle

Contd…
 Staffing Statistics - II
Non-Engg Staffing Issues Reason
Tech-Support Nil -
Client Care Nil -
Sales (Analyst) Nil -
Deliver Services
(Buss. Analyst) Difficult Domain Specific

Engineering Staffing Issues Reasons

Core Java
Java Difficult (collections)
Profiles are getting
Delphi Average converted to .Net
 Staffing Statistics - III
Open Positions
# Total
Open Expected

Java * 7 0 7

Delphi ^^ 2 0 2

BA ** 2 0 2

Pre-Sales 1 0 1

Tech Support 0 0 0

Dev QA 1 0 1

QA (IS) 1 0 1

TOTAL 14 0 14
 Dec
Dec
Staffing Statistics - IV

Nov
Nov
Oct
Performance Appraisal Cycle

Oct
Sep
Sep
INDIA

Aug
Aug

Values
Jul
Jul
TPT

Jun
Jun
May
May
Apr
Apr
Mar
Mar
Feb
Feb
Jan
Jan
Peak
 TPT – Strength’s
• Freedom of work
• Good work culture
• Recognition for good work
• Learning
• Flexibility of timings
• Challenges and responsibilities
• Job Security

Etc…
 TPT – Weakness’s
• Less Brand Awareness in Indian Software Market
• Less personal or career development opportunities
• Tough Interview Process
• Higher dependency on 2nd level interview panel (Engg)
• Absence of buffer resources (bench)
• No inclination to get fresh talent from colleges and/or premier institutes and train them over our
domain.
• Less market intelligence over trends in Indian software industry (staffing)

Etc…
 Concern Area’s – Solution’s
• Indian Technology Market (ITM) vis-à-vis Compensation
Mercer Consulting has communicated that South – APAC s/w industries have hiked compensation’s by 15% in
April – 06’ and is expected to grow even further in April – 07’. Profiles are aware of their value and thus we see a
surge in compensation, with players wanting to retain & attract talent by paying a premium. Talent management is
the buzz word.
Solution: We should benchmark our compensation and Study trends that affect a profile to take a
decision. The idea is to be there in the ITM space and let our presence known.

• TPT Branding in ITM

There is a need of reaching out to a prospective profile. At present we handle it internally by interacting with the
would-be-offered profiles (but they are few).
Solution: We should scheduled media releases that target Core Java / IT segment in India We need to
communicated our expectations to prospective profiles & The ITM using media (online & offline).

• No Planned Recruitment Activity

Vacancy Alerts are instantaneous and unplanned from a recruitment perspective. I am ideally asked to fill in a
position as soon as it opens.
Solution: Forecasting about future requirements are necessary to chalk out a detailed recruitment plan.

Contd…
 Concern Area’s – Solution’s
• Selection Criterion
We have had constant influx of information which states that our interview process are tougher to clear. At times
profiles from IIT & REC’s (India's leading premier technical institutes) are rejected at our end.
Solution: I don’t know how to address this.

• Consultants
Consultants are increasingly feeling that we have a tough job requirements and so the business would be
negligible. Consultants think from a business perspective, if they are not making business at our end, they have
better opportunity with other organizations.
Solution: We need to assure consultants that the requirement is not that tough and they can expect good
business from us. We need to hand hold them to places where we can actually find good resources.

• Sourcing Right Fit

- Core Java (collections) is a niche expertise. Normally we would find a profile who is good in Core Java skills, but
finding a profile with Core Java - collections is difficult (but not impossible).
Solution: We should recruit and train profiles who are good in Core Java, but lack collections skills). We
can recruit talent at an early stages and train them to be more functional (advantages – we save
recruitment costs and get long term commitments from the hired profiles)

Contd…
 Concern Area’s – Solution’s
• Offer Declines
Offers are declined for various reasons like – compensation, location, personal issues, company retaining the
employee, lack of awareness about TPT in Indian s/w market, profile running after bigger players offering better
packages, benefits, designations, career & personal development opportunity, more soft benefits in competitor
organization etc.
Solution: Communication with the offered profile at regular intervals. Creating a buffer vacancy to take
care of declines at the last minute.
QUESTIONS ???
Thank You For Your PATIENCE!!!