Corporate Bridge | Recruitment Solution - Corporate

Recruitment of Skilled Professional for Corporate

A) Requirement Generation -

We have a dedicated team who are into constant research to find the recruitment verticals of different industries. We have a very systematic lead follow up system to make a error less follow up to different corporate as per their feedback and requirement throughout the year. Once a requirement is getting generated, respective team leader assigns it to a specific recruiter(s) having recruitment experience into that segment. Till the end of the process, that specific recruiter makes end to end communication with corporate with the guidance of the team leader

B) Encoding Client’s Requirement with up to 14 Layers Keywords -

We use a unique encoding system to encode our client’s requirement with up to 14 layers keywords as per the requirement and specification. Every layer is defined by a degree having its unique weight. The lower the degree number is, the higher the weight is. Weight measures the importance of that keyword. The degree of resourcing accuracy is proportional to the number of encoded layers a requirement is having

C) Setting Layer Cut-off and Screening Accordingly -

After encoding the requirement, we set a layer cut-off as per the nature of the requirement and start resourcing

D) Layer to Layer Mapping - Requirement vs Resource -

We count the number of layers matching each side, requirements and resource. We use exactly same encoding system to encode a resource. Finally we shortlist those resources only where number of matched layers are equal to or above layer cut-off

E) End to End Resources Tracking for Each Corporate -

Every time we update the resource tracker by keeping the previous data and send it to the Corporate along with the new CV of resources. That tracker is lives throughout the life span of the requirement. It helps Corporate to go through the details of the resource quickly and giving the feedback accordingly. Our recruiters coordinate with the Corporate and the resource till the joining date and even after that as per requirement

Campus Analytic Solution

Campus coordination is quite similar with Talent selling process. According to the Talent in the educational zone, we make a assessment through our Campus Analytic model. Through this model we benchmark the talent as per the category. Through that marking, we treat them as our product and market them in the corporate through the corporate interaction method Like On Campus, Off Campus, Pool Campus. We invite different corporate in different institutional campus by presenting our Educational clients as product, and making students as our brand. In case of coordination, we always give the emphasis on win–win situation. The hospitality, travel exposure in the city and local culture combination are the part of our client satisfaction model. We hope this coordination will make the mark for the young budding talents.

The Campus Placements activity doesn’t involve any commercial to the Companies and is intended to reduce the lead time for hire from Campus as they can concentrate more on core activity while we take care of the following on their behalf:

Identifying Colleges/ Training Institutes as per requirements
Arranging dates/ venues for Campus drives
Doing initial screening of candidates as per requirement
Confirmation to companies & colleges
Co ordination required for recruitment process on the day of campus drive
Informing to colleges/candidates on short listing/selection

We also organise POOL drives if required and we can invite multiple colleges at one place to save time & cost in hiring. We can also provide our team to assist companies in recruitment process as to support them and reduce their workload.

Walk In Interview

We follow a 10 STEP following search process to identify and locate the talent, which ensure that our client achieves competitive advantage by attracting & retaining capable people and employing them more effectively:

Analysis of Job Function > Analysis of Personality Skill Profile > Preparation of Position & Candidate Specification > Sourcing of Right Candidate > Competence based Interview > 2nd Opinion > Negotiation > Reference Checks > Hand holding > Feedback from Client