How We work!
The most important question for any business is to identify the business process that can be outsourced without putting any strain on the critical functions of the business. This exercise is carried out by conducting a series of interviews that helps us determine Value & Risk Analysis of Business Processes inherent in the subject business model. Once the business is sliced into critical and low value business processes, we start by simulating the Minimum Value Processes that can help the business in reduction of costs, relief in time and energy spent by the business in managing those minimum value Business Processes.
Step 1 - Initial Consultation and Needs Assessment
- Client Contact: Establish initial contact with the client through various channels (email, phone, or in-person meetings).
- Needs Assessment: Conduct a detailed assessment to understand the client's specific HR requirements, including:
- Job roles and responsibilities
- Desired skills and experience
- Budget constraints
- Timelines
- Preferred hiring methods (direct hiring, contract hiring, or a hybrid approach)
- Service Level Agreement (SLA): Draft an SLA outlining the scope of work, deliverables, timelines, and performance metrics.
Step 2 - Recruitment and Selection Process
- Candidate Sourcing: Utilize a combination of strategies, including:
- Job postings on job boards and social media platforms
- Referrals from our network of contacts
- Headhunting and talent acquisition
- AI-powered recruitment tools
- Screening and Shortlisting: Screen resumes and cover letters to identify qualified candidates. Conduct initial phone or video interviews to assess basic qualifications and fit.
- In-Depth Interviews: Conduct in-depth interviews with shortlisted candidates to evaluate their skills, experience, and cultural fit.
- Background Checks: Conduct thorough background checks, including reference checks, to verify the candidate's credentials and work history.
Step 3 - Onboarding and Integration
- Offer Letter and Contract: Prepare and send offer letters and employment contracts to selected candidates.
- Onboarding Process: Develop a comprehensive onboarding plan, including:
- Welcoming the new hire
- Providing necessary documentation and paperwork
- Assigning a mentor or buddy
- Conducting orientation sessions
- Setting up workstations and providing required tools and equipment
- Integration: Facilitate the smooth integration of the new hire into the team and company culture.
Step 4 - Ongoing Support and Evaluation
- Performance Management: Implement performance management systems to track employee performance and provide regular feedback.
- Employee Relations: Foster a positive work environment and address any employee concerns or issues.
- Training and Development: Identify training needs and provide opportunities for professional development.
- Exit Interviews: Conduct exit interviews with departing employees to gather feedback and identify areas for improvement.
- Client Communication: Maintain regular communication with the client, providing updates on the recruitment process, candidate progress, and any relevant information.