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Controlling attrition through psychometric tests
The Background: The client was a mid-size telecom and power consulting company with pan Indian operation. The company was going through rapid growth but the growth targets were always hit hard by the attrition –specially attrition in the average to high performing talent pool. There was an urgent need to curb the attrition and hire those who are most likely to …
Managing global recruitments from a central location
The Background: The client is a Multinational FMCG company operating in more than 6 countries and employing more than 20,000 professionals across different geographical location. The company hires an average of 2000-2500 professional every year for its different offices in Asia and Africa. The hiring process was decentralized and the company wanted to bring in centralization in terms of assessment and …
Identifying Mechanical Engineering Graduates with High Potential
The Background: The client is a manufacturing concern involved in the manufacturing of sheet metal, tubes and other steel products. It is a process governed organization with high level of concern for quality. The Challenge: The client used to hire 200-500 engineering graduates every year following a three stage process of selection. It was seen that many a times a candidate turns …