In 
Prerna Rawat had been staring at her laptop screen for the last 15 minutes and yet her mind drew a complete blank. She was expected to draft a detailed recruitment plan in view of an IT outsourcing project the company had landed with a new Fortune 500 client.
She sat immobile, confounded by stark contradictions between organisations recruitment policies and the ground realities in the wake of a recessionary environment.
Contradictions galore
Despite a global economic meltdown and layoffs, finding the right talent has remained one of the biggest issues faced by organisations. Even in times of uncertainty, employees have remained far less loyal to their organisations than in previous years.
And yet, One of the biggest faith-shattering news (for employees) has been the mass layoffs by many IT majors across the globe, say HR experts like Ashish Chhillar, director at Job Connect. This totally contradicts the people are assets philosophy that most companies try to espouse these days, he adds.
Such prevailing contradictions had made Prerna indecisive about the recruitment line to be towed.
But with the customer delivery beginning soon, she was required to hire fast. She did not have the luxury of waiting for a couple of months to get the best talent on board. And she could ill afford a hiring decision that she would regret later. What if a new employee failed to deliver? That could cost her organisation far more, both in terms of time, money and delivery issues.
This set Prerna thinking. She felt the need to go far beyond the recruitment plan she was asked to present. She wanted to contribute strategically towards the achievement of overall business objectives of her organisation rather just serving as a recruiter.
End-to-end ownership
Prerna set out to develop an integrated staffing plan instead of just a recruitment plan for the project.
While on one hand the plan enlisted the steps to be taken, on the other hand it also listed out the deliverables and milestones to be achieved corresponding to each step of the process.
The approach adopted by Prerna is something that most professional recruiters follow. We help companies develop a staffing plan that standardises recruitment practices and ensures that the recruitment that happens is consistent and mitigates any risk and uncertainty, says Sankalp Popli, director,
Absolute Recruitments, which is a niche recruitment company active in the BPO, KPO and IT areas.
Adopt best practices
A key objective for Prerna now was to implement the best practices to get a strategic plan that delivered value, in line with the objectives spelt out by the client.
Add new comment