Success Stories
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Success Stories

AUTO – SR. CONSULTANT

I recently closed one of the
niche senior level positions in IT vertical with one of our prestigious Auto manufacturing client.

While sharing the position we were told not to screen profiles from the portals as they have already exhausted. They were not ready to compromise on education (even marks), job switches, industry, role & level etc. Also the technology was niche in the industry. We certainly started with portal & social networking sites but in vain since it was difficult to map any IT organization with hundreds of project managers, leads etc.

Therefore we thought of few social networking tactics. We had made our search open to beyond social networking sites like checked blogs, various forums, speakers in the groups, attendee list in related technology seminar, various summits which happened recently & posted opening on Facebook (being from an IT background..have few IT jerks in the list )

It is very important for a recruiter to reach out to the best candidate via any source. Above all tactics helped & the client appreciated the innovation & efforts

 

AUTO – RECRUITER

Hiring the right talent can be easy, but hiring the correct talent at correct time is called The Perfect Skill.

Initially I started working on a mandate which required professionals having complete international exposure with amalgamation of domestic market experience for the Technical R & D Segment. The hunting started with specific companies which the client had asked us to look for. I mapped the available talent pool and provided the market insight related to thisposition. But client couldn’t find the right matches due to lack of required skills to justify the job. I strategized my work and started looking for persons carrying hardcore internationally exposure crossing the fitment criteria to a certain extent. I started focusing on candidates whocould understand the cultural sensitivity while dealing with international people and could also have the expertise to deal locally. I found few good people with the right kind of skills. They got interviewed and finally the Head Person could sense the “Right Fit” for the given role. Position Closed!! But yes it took immense amount of self belief, patience and support from the management. Above all we had provided service which was differentiated from our competitors.

We assured our best service for this position as always!

 

AUTO – RECRUITER

To close the position at senior level is always a challenge. We had received DGM level position from one of the leading commercial vehicles manufacturing industry. This position was for their R&D segment. As we knew it was not easy to find a suitable candidate at senior level in R&D because of less availability of talent pull, we did research about the industry, competitors & market situation. After getting the sufficient information we found few suitable candidates for this position. For these candidates we used different tools of recruitment like job portal, professional site, referencing, mapping, headhunting & evening calls. After putting a lot of efforts finally a candidate got selected for DGM Level. But work did not end after selection of candidate, it was just half way. We had to ensure that the candidate and the company will reach at same page. After having long discussion the candidate accepted the offer. But for the resignation we hadto follow up for nearly a month and a half as the candidate was an excellent performer in his existing company & his senior wanted to retain him at any cost.Continuous detailed discussionsfollow ups, patience & persuasion changed the scenario and finally the candidate joined.

 

BFSI – SR. CONSULTANT

Position Closed: Head Legal

Although this position was of a leadership level but was existing in the market since one year. Many interviews were done in the past and no one was selected. Company was new so challenge was to sell the position to left out people.I had to focus on Head Hunting and Referencing since the portal was exhausted.

I got one profile from Naukri but that was not updated one. I tried his contact no. but that was out of service.I tried the board line many times but could not connect.

Then one day I got his landline number on his junior’s resume as a reference soI intimated his wife about the same but she denied giving his mobile number.Then finally on weekend,I got a response from him through mail which I shared with him few days back. He was impressed by my continuous follow up and persuasion. So I asked him to explore this opportunity. While discussion I got to know he was looking for a job change.He shared his updated CV with me and his CV got shortlisted. They interviewed him and he was selected.

Finally, the long awaited position closed with his joining.

 

BFSI – SR. CONSULTANT

Headhunting is essential in today’s recruitment process especially for closing the senior level positions. It needs a lot of innovative and structured approach to identify the right candidates.

Now, I would like to share my successful Headhunting Story.

I was hiring for Business Head – Corporate Finance profile for one of the new emerging NBFC. During the process when I was approaching candidates company wise,I came in contact with a candidate who was ideal for the role.

I got hisdetails through social networking site.Before making a call there were many questions coming in my mind. As a typical recruiter I was thinking that the candidate ultimately will say “NO” for the similar role and same salary budget andwill not be interested in leaving a reputed organization that had the brand name in the market and would not like to join an emerging player.

Still I called the candidate and discussed the position in detail and he as expected he said “NO”. He summarized the discussion in one single statement that his compensation will not be in fitment.I still pursued and requested him to have a look at theoffer, the JD and the company profile. For almost a week time I followed him to read the JD and even after going through the JD his response was not much positive.

Finally, in the process of head hunting, I posted the opening onsocial networking sitealmost a month after I had a discussion with the above candidate. Within a few minutes of the posting the above candidate replies over the message “Ok it’s the same one. Am surprised the position is still open”.

I tried reaching him again for the same position and he replied “You are trying to persuade me for the position which I have already declined.” He agreed to have a discussion with me once again since the salary package was revised by that time.

After an hour long discussion,he agreed to share his resume for the initial meeting. He went for the discussion ahead for the role. Finally I was able to close the position successfully. In the entire process I learned never accept a“NO”. This position turned to be one of the highest closures of my career.

 






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