In this model, ASPPL shall study, plan and execute the total recruitment solutions for clients on a turnkey basis;

It starts with assessment/study of the existing workforce, identifying talent gaps, preparing role descriptions for each role/position across all levels (white collar, Junior–Mid–Senior) and deputing a team of recruiters at the client office to handle recruitment end-to-end.

Time period shall vary from 6 months to 2 years.

When clients have emergency hiring for a certain duration for more than 5+ positions.

For niche skills / challenging fulfillment.

If hiring managers are always under frequent travel causing delays in conducting interviews/shortlisting.

Positions are open for a long time and unable to get filled.

Already circulated to too many consultants, either no response or 'junk' response.

Client has no time to do preliminary interviews or pre-screening of profiles.

Client has enough resources (manpower & orders), but still goals are not achieved.

If the client feels manpower rationalisation needs to be achieved.

If the client has constant and consistent need to hire talent throughout the year and wants to reduce fixed & variable costs associated with recruitment.

If role descriptions are not clear and there is no proper structure in the organization.

Unbiased talent management and hiring.

Recruitment process development and planning.

Optimizing internal resources for better use and growth.

Access to a team of professional recruiters.

Scale recruitment capacity up or down on demand.

ASPPL can assign a team of people comprising of –

Project Leader – Delivery Operations

SPOC at Client office for 'day to day' Delivery Support.

Additional delivery team at ASPPL office managed by the Project Leader.

Our SPOC who is deputed at Client’s office shall communicate with all stakeholders with the support of HR and understand all their recruitment needs.

Our SPOC can translate the details captured from the stakeholders (hiring managers) in the form of JD and discuss with the project leader and internal delivery team.

Project leader shall identify and establish search priorities; he shall determine the skills, knowledge and abilities required, offering insight and fresh perspectives on how clients can think about their needs.

The project leader shall draw a search target plan by researching into companies and sectors to find those with relevant skill-sets and qualifications.

Project leader shall design & implement master tracker, sourcing strategy and assessment questionnaire among the team and thereby kick start the sourcing / hunting process.

Project team shall send the prospective list of pre-screened candidate resumes to SPOC and SPOC submits all the resumes 'position wise' to the hiring managers directly or route it through HR as per the protocol defined by the client.

Hiring Manager shall further screen the profiles as per his preference and provide the shortlisted candidate names to SPOC.

SPOC in turn shall work with the internal project team to organize / schedule any type of interviews at multiple stages, and for reference checks / background verification processes.

SPOC is responsible for completing the entire recruitment process by coordinating closely with the stakeholders at Client and consultant offices to ensure interviews, offers and on-boarding happen on time.

SPOC is also responsible for hand-holding candidates throughout the recruitment process and remains answerable to client at various stages by keeping all data at their fingertips.

The Project Leader and SPOC shall keep reviews with the client once a week to ensure there is no lapse and for smooth execution of RPO.

Project team does sourcing, headhunting, networking etc., approach potential candidates, conduct rigorous competency-based interviews, and develop a short list of appropriately qualified and interested candidates to arrive at a prospective list of pre-screened candidates.