Talent Acquisition

Talent acquisition is a long-term, strategic effort to seek out qualified people, nurture relationships, and convince them to bring their unique skills to your company. A talent acquisition strategy is designed to entice the best and brightest people to work for your company—regardless of specific open positions.

People are the single most important drivers of every company's success. That makes Talent Acquisition one of the most important, if not the most important, departments of every firm.

However, the role of every talent acquisition specialist is complex, and it holds a lot of responsibility. Many TA professionals today need to know not only how to find and hire people but also how to use Recruitment Marketing strategies, provide exceptional candidate experience, encourage candidate engagement, and develop a successful candidate relationship management strategy.Talent Management

A) Performance Management

Despite being one of the most critical HR processes, the performance appraisal system is also one of the most under-utilized in many organizations. Key gaps in this workflow could include poor formal communication, goals not being objectively defined and updated in tandem with business changes, managers not providing adequate assessment insights in their appraisals, or managers not having appropriate follow-up discussions with employees after the appraisal. Managing the overall performance appraisal process, too, poses many challenges. In many cases, submissions are delayed or incomplete, and managers may not know how to write meaningful development plans for their employees.

We have capabilities to not only manage your existing appraisal workflow, but to also completely revamp it. We train managers and employees on the critical elements of the appraisal process, and ways they could leverage it for achieving their performance and reward targets. We work with you to mine the employee development insights from the appraisal system, and integrate them with your existing initiatives in Training Needs Identification and Organization Development. 

To summarize, we help you derive the best individual and organizational value from your performance appraisal process, and position it as a critical tool for managing project performance within the organization.

B) Psychometric Assessment

Psychometric tests are a standard and scientific method used to measure individuals' mental capabilities and behavioural style. Psychometric tests are designed to measure candidates' suitability for a role based on the required personality characteristics and aptitude (or cognitive abilities). They identify the extent to which candidates' personality and cognitive abilities match those required to perform the role. Employers use the information collected from the psychometric test to identify the hidden aspects of candidates that are difficult to extract from a face-to-face interview. These tests can also be administered for training need identification, promotions, development centre etc for existing employees. We have certified consultants in E- DISC, FIRO B, MBTI, Belbin psychometric assessment.

C) Competency Management And Assessment Centre

We have expertize of making Job Descriptions, mapping of competencies and making organization competent to global needs. This can be linked to you specific Human Development Plans, SW Analysis, TD (targeted development) plans etc. This primarily enables role clarity, matching of right skill set with right work role, and thereby building competent workforce.

We also have expertize in developing and monitoring Assessment centre. The assessment centre focuses on a set of varied exercises, which are designed to simulate different aspects of the work environment. These assessment centre exercises assess how closely your behaviours, that are required for the role, match. Assessment centres can be useful for screening multiple candidates, as well as in

individual interview cases. They can assist in the vital task of eliminating any unsuitable candidates, or they can be used to select the most appropriate from a group of potentials. This goes for both selection new work force and identifying high potential work force.