Select Recruitment Case Insights

Large Corporate’s

Case Study: Churchill Insurance, UK ( aka Royal Bank of Scotland IDC)

At A Glance:

Temporary & Contract Recruitment

Permanent Recruitment

Executive Search

Eight Year Tenure

90% direct hiring ratio

Background In 1995 Churchill Insurance UK, part of the Swiss Winterthur group decided to set up its India development centre. Recruitment in the Financial services Industry is particularly competitive, as are the markets in which they operate. Being in a highly competitive business segment the ability of Churchill India to execute its business strategy hinged around its ability to attract and retain key talent

Solution The implemented solution, utilized a combination of VOP staff capabilities, robust processes and technology, and operated from the headquarters in Delhi. Managed as a RPO engagement the primary scope of services included permanent recruitment in India, from entry-level (‘volume’) roles to specialist IT, Insurance & Actuarial services hiring and the core senior management-level staff. Recruitment and resourcing support in the following areas was also part of the service offering : •Temporary/contractor recruitment (including payroll services) in India •Executive search support in India •Training support to rollout ‘Hiring Essentials’ training program in India •Providing support to conduct exit surveys, delivering continuous improvement projects, technology optimization and psychometric testing, as needed

Result Delivered significant results over nearly eight years. To accommodate peaks and troughs in hiring demand the team size was increased and decreased as needed. This scalable solution ensured cost efficiencies remained consistent despite fluctuating business demand. Aggregate time-to-hire and cost of hire was reduced, translating into significant cost savings over the lifetime of the solution. In 2001, Churchill introduced an industry-leading Contingent Workforce program. We supported the execution of the program and provided ongoing support for resourcing initiatives, upgrades and re-engineering of processes Buying Professional Services is rarely a comfortable experience. Unfortunately there seem to be very few professional firms who can "hit the ground running" and provide the kind of professional support you need. We did not buy into a service, we bought ourselves a relationship - a top drawer Professional Services provider who had the right skills and urgency in recruiting the right person for our organization. The key is - the right kind of attitude & desire to help meet the unique manpower challenges of a rapidly growing organization. As a client they earned my trust and confidence. "” July 13, 2007, Amit Gupta, Managing Director, Royal bank of Scotland India development centre

Case Study: Etisalat UAE

At a Glance

Sourcing, Assessment &

Selection

Strengthened Employment

Brand

Time Efficiencies

Improved Candidate Experience

ROI

Specialist, strategic expertise

Background Etisalat corporation, the largest Telecom operator out of UAE and the tenth largest telecom carrier globally, approached Datamatics to help attract & acquire best of the breed talent as it found itself operating in an increasingly Globalized context

The Challenge Each year Etisalat recruits hundreds of overseas staff in the IT, Telecom, Entertainment, media space. These roles attracted thousands of applicants and were previously all screened manually, which required significant resources and therefore cost. There was a limited ability to sift candidates based on skills and experience as such fitment was a issue

Solution Etisalat asked Datamatics to help them hire the ‘right talent’ by improving the efficiency and effectiveness of their recruitment process and ensure those put forward to assessment centre had a better fit to the key success criteria of the roles to improve the offer ratio at this stage. The assessment team at Datamatics designed a unique Situational Tests to be used online as an integrated part of the initial screening process. This presented candidates with realistic scenarios based on the key challenges they’re likely to encounter in the roles. Not only did this technique enable Etisalat to assess each candidate’s suitability against common situations, but it also helped candidates to ‘self-select’ in or out of the process as they learned more about what the job would really involve. Furthermore Candidates found the assessment to be more engaging and informative, as it provides a true insight into the realities and demands of the job. It also gives successful candidates realistic expectations, which in turn tends to boost retention. In summary, assessments proved to be a highly effective pre-screening tool which lowered costs at the same

time as it improved:

Offer/ Acceptance Ratio

Candidate Experience

Overall Recruitment

Campaign

Case Study: Ramky Group

At a Glance

Created a seamless shared service centre

model Re-

engineered fragmented recruiting processes

Reduced Agency

Recruitment from 90% to

30%

Background

Among India’s largest integrated infrastructure and waste management organizations, the group has notched up an impressive growth rate in recent years and has laid down an ambitious roadmap to be a USD 5 billion group by 2015. The key enabler : Did it have the right talent , it’s only critical business asset to compete in the marketplace?

The Challenge A ground up view on key recruiting areas : sourcing , recruiting operations, technology, recruitment strategy , and metrics revealed an environment drawn between the forward thinking and the status quo

Solution Brand, strategy, structure and technology represented an effective framework for assessing Ramky’ talent operations at a high level. The issues that challenged Ramky’s talent operations also presented it with opportunities for improvement. Ramky’ brand, strategy, structure and technology work together to create a complete talent picture, and so their workings are highly interconnected. Applying a holistic perspective won’t solve the challenge, but it can help make sure that we were asking questions that consider the complete workings of our organization’s talent operations. The solution to this problem proposed at Ramky, in the background of its context was the creation and utilization of a Centralized Shared Service Centre (CSSC) as part of a Recruitment Process Outsourcing (RPO) model to deliver recruiting services.

Result •Improved services by providing a single point of contact for policy interpretation, consistency in decision-making, advice and guidance as well as the administration of recruiting to common standards, SLA’s & processes •Resource flexibility, scalability and knowledge sharing enabling recruiting best practices and expertise to be shared throughout the business units •Reduced duplication and inconsistency through the standardization of core processes and automation of manual tasks •Created a single information source will improve quality, consistency and quick access to information • Improved Talent Acquisition delivery through the freeing up of recruiting staff to focus more strategically focused business partners to all Ramky Group companies.