Role Purpose
The purpose of the role is to source and hire the right talent against the requirements shared by the business and ensuring a positive employer brand experience for the candidate throughout the hiring process.
Do
Hire the required talent from the different sourcing channels
Understand business projections and urgency of talent requirements across order and cadre demands, skill type (type A/B/C), volume vs. niche etc.
As per the talent requirements shared by the business, Create sourcing plan as per hiring channel mix and cost considerations
Utilize job portals, consultants, employee referral to find the right fit from the industry/ within Wipro
For the shortlisted candidates, facilitate the selection process with the technical panel
As per the requirement by the business, facilitate different selection tests like technical programming language skills
Conduct HR evaluation round and negotiate with the candidate(s) on the salary, position etc
Take necessary approval from the tower lead/ head ensuring, hiring is strictly as per Wipro’s salary range, minimizing exceptions to meet average cost per candidate target
Formally roll out the job offer to the selected candidate(s) and coordinate with him/ her for offer acceptance
Motivate, engage and maintain relationship with the selected candidate(s) from time to time till their joining
Coordinate with the HRSS team for background verification of the selected candidate
Communicate with Business Teams and Managers to from time to time on the status of joining etc
Manage Candidate Experience throughout the recruitment process
Conduct candidate connect and pre-hiring candidate engagement activities to ensure healthy joining ratio
Adherence to Wipro guidelines, processes and protocols with respect to responsiveness, clarity, compensation structure, SLAs, quality and auditability in all candidate communication, and deliver Zero valid escalation on hiring process
Resolve candidate concerns and manage candidate escalations, turnaround slightest negative experience
Daily maintain the data on the recruitment tool (Synergy) and upload all the candidate documents from time to time
Ensure the weekly/ monthly/quarterly dashboards are updated and readily available for the management review
Conduct meetings with WMG teams to update on the progress, risk and issues involved in hiring for a position and seek help if necessary
Follow checks and balances placed by the recruitment team and conduct regular reviews with the management to ensure reliability, quality and integrity of recruitment data in the system
Stakeholder Interaction
Stakeholder Type
Stakeholder Identification
Purpose of Interaction
Internal
Delivery and Account teams
To understand the talent requirements and provide updates/ status
WMG teams
TA fulfilment requirements, plan and negotiate, progress updates
External
Candidates
End to end recruitment process
Recruitment consultants
For sourcing
Display
Lists the competencies required to perform this role effectively:
Functional Competencies/ Skill
Domain/Industry Knowledge – Awareness and knowledge of broad economic, demographic, technological and global trends in the IT industry – Foundation
Systems Thinking – Understanding of the Wipro system (interrelatedness, interdependencies and boundaries) and perform problem solving in this complex system – Competent
Leveraging Technology – Knowledge of current and upcoming technology (automation, tools and systems) to build efficiencies and effectiveness in own function/ client organization – Foundation
Resourcing Intelligence – Understanding of competition, various geographies requirements from a hiring perspective- Expert
Technical Knowledge – Knowledge of best practices in TA as a function – systems, processes, channels, governance, certifications, – across the industry – Competent
Contract Staffing Norms – Awareness of legal and compliance requirements related to contract staffing across the various Wipro geographies – Competent
Competency Levels
Foundation
Knowledgeable about the competency requirements. Demonstrates (in parts) frequently with minimal support and guidance.
Competent
Consistently demonstrates the full range of the competency without guidance. Extends the competency to difficult and unknown situations as well.
Expert
Applies the competency in all situations and is serves as a guide to others as well.
Master
Coaches others and builds organizational capability in the competency area. Serves as a key resource for that competency and is recognised within the entire organization.
Behavioral Competencies
Stakeholder management
Strategic perspective
Execution Excellence
Managing Complexity
Client Centricity
Collaborative working
Executive Presence
Deliver
No.
Performance Parameter
Measure
1.
Fulfilment Targets
Numbers per quarter as per plan (Fulfilment ratio, net add)
Timeliness (Recruitment cycle time, Met Expected Date etc.) – as per plan
Hire – to – Join ratio as defined
2.
Average Recruitment Cost Per Person
Deviation from Wipro salary range – Numbers as per plan
3.
Customer Satisfaction
Candidate Experience – Zero escalations
Hiring Manager satisfaction score – As per plan
4.
Cost of hiring (Cost incurred on portals, vendors etc)
Deviation from Channel Mix and Budget – as per plan
5.
Compliance
% Deviation from Source-to-Hire policies – Zero
Online / Tool data reliability – 100%
IT Operations Management