The important elements of this
projects are:
Mass Recruitment of 700-900
persons
-
Never done by us
before / nor anyone else.
Very tight Time – Frame
-
Just 10/12 weeks from green signal
(zero date)
-
(i.e- Receipt of
Commercially clear Purchase order accompanied by retainer )
Scope of Work
-
Drafting of Advt
-
Receiving & rating
2 lakh applications
-
Tele interviewing of
40,000 candidates
Resource – Mobilization
·
Space / HW / S W /
Tele. Lines & Instruments
·
11 raters
·
22 Tele-Interviewers
·
8/10 Help-Desk
operator
·
10/15 online D/E
operators
·
4/5 Telephone
operators
·
Recruitguru Platform
Quite possibly RPL will give us no
more than max. of 4 weeks (from zero date) to mobilize our resources. Any
over-run here will eat into overall project-time. There is every possibility
that RPL may attach a PENALTY – CLAUSE / RISK – PURCHASE CLAUSE / LIQUIDATED
DAMAGES CLAUSES, for time overrun.
For us, resource mobilization
means finding / selecting / appointing 60 persons & putting them into a
large enough / furnished office. All within 3 weeks ! This is going to be
tough.
One possible Solution could be :
Ø Group A
® 11 raters +
® 22 Interviewers
These people shall be asked to
work from their homes.
At home, each will be given a PC
& Internet connection (Phone Line)
Raters will get ONE phone
connection to log into Recruitguru & Carry-out their rating (A/B/C/R)
online.
Interviewers will get TWO
phone connections
®
One for log-into
Recruitguru online & make “Interview Evalution” entries on resumes.
®
Second for dialing-up
the earlier shortlisted candidates (as per daily schedule / program available
online on Recruitguru)
This means, we do not need Tele
Operators. Interviewers to do their own dialing. Each phone no. dialled / &
duration of phone call will be recorded by phone- service provider (Reliance
Infocom 3).
We can take 2 wireless Landline /
mobile phones of Reliance Infocom for each interviewer. These phone-lines can
connect to internet also.
(Nirmit got one for his residence)
Thru log we will know that a
particular candidate did actually get called up & did get interviewed and
by whom.
So interviewer (be cause he is operating from his home ) cannot simply
fill-up the Interview Evaluation sheet, WITHOUT even phoning the
candidate concerned.
We can even consider, asking the
candidates to send an email, saying he was interviewed by so-and-so, on such-&-such date.
What are the advantages of getting
rates & interviewer to operate from their own residences ?
Ø No limit on. of persons that can be pressed into this
services. Everybody has a home (-most likely with a PC / a Phone-line / a
study-room / a wife to serve tea / an A/C if it gets warm etc.
Ø The raters &
experts could be in any city
(as long as they can log in)
Ø We don’t have to hire /rent an office-space. So we save
this mobilization time & cost.
Ø We don’t need tele – operators to dial the candidates.
Interviewer will dial themselves.
Ø Even though raters & interviewers are spred-out all
over, our central monitor their minute-to-minute performance directly from
Recruitguru console.
Ø Interviewers can “pace” their interviewers on their own,
taking more or less time, depending upon the candidate.
Ø We need not indicate to the candidates precise date &
time, at which to remain present near his “phone-instrument.”
Now we can just tell the
candidates only the “ Date” on which he should
keep himself free.
Although interviewer will see, on
his “Interviewer’s console” the day’s “Interview-schedule and will
generally follow the sequence in which
the candidate names appear, he can always skip-one & go to the next ,if he
finds line is busy or the candidate is in the toilet ! he can always dial
again, a little later or leave a message.
By only giving the “Date”, we can
have some interviewer start, as early as 8 a.m & go on till 10 p.m ! They
don’t waste 3 hours on the road.
And they will be free to take
their tea-break / Lunch-break etc at their personal convenience ( and their own
cost !)
We don’t need to control / monitor
that they are
1.
Available in our
office
2.
Using their time most/
productivity.
And,
We can pay them by “Nos interviewed” rather than by “ Hours
put-In”. This will be a powerful incentive for recruiters to earn more by
working longer !
Of Course, to ensure that in a
mad-rush to earn more money, quality must not suffer, we will stipulate
Ø Base Load (No. of Daily Interviews)
Ø Maxm Permissible Daily Interviews
Ø Mines No. of minutes / interview etc.
In our Contract / agreement with
the Interviewers, we will also stress that whether they will get from us, “
repeat” assignments. or not, will depend upon
·
Not only their QUANTITATIVE
output
But
·
Their QUALITATIVE
output
As well.
We will cheek their QUALITY (of
interviewing / judgment ) by plotting the percentage of candidates shortlisted
by him, who finally got selected / appointed by RPL / So, if he has done a good
job, a higher % age will get appointed. We can fix a Quality-bonus based on
this % age.
Same logic will apply to “Raters”
as well.
Of Course, as far as raters are
concerned, & do not envisage any difficulty for them to work from their
homes.
When each morning, as they log in,
they will find a list of resumes to be rated & start their work and
continue as long as they like (with or without breaks).
But here again, we must specify in
their contract
·
Base Load / day
·
Max Load / day etc.
And same type of QUALITY – CONTROL
stipulations.
Ø Group B
® 8/10 Help Desk Operators
® 10/15 D/E Operators
Although, theoretically, these
persons can also operate from home,- and get paid on “per piece” basis – I
feel, in their case the, best solution would be to hire, so many “seats” in an
existing call-centre, because these people will require “joint training”
right in the beginning. By working next to each other, they will also learn
from each other, when they face a problem. On top of that, a supervisor should
be available to guide them.
We should negotiate / coutrated with the call-centre
concerned for availability of these persons from 8 a.m to 8 p.m. These timing
should be boldly printed in Job-advt of RPL, so that candidates do not call-up
at odd hours.
One thing is quite obvious.
If the entire exercise is about
“remake” of the “employer-Brand” of Reliance, then RPL’s name has to appear in
bold in the job-advts released all over the country.
If not for benefit of themselves,
why should RPL spend lakhs of rupees to provide a WOW experience to candidates?
Afterall, why do we / RPL want to give to 2 lakh jobseekers, this WOW
experience?
(For whom the bell tolls?)
Despite this, if RPL has their own
internal compelling reasons, not to put their name on the job-advt., then, at
least, let us ensure that our / 3 P & Recruitguru / names do appear
– and not inconspicuously in a corner ! If our name is on this “historical”
job-advt., it will form part of all our future proposals for Mass-Recruitments,
to national / Multinational companies, coming into India in a big way, in RETAINING.
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