Ashish Shrivastava

AREAS OF EXPERTISE

Talent Acquisition - Design, develop and maintain the recruitment process in the organization. Responsible for the end-to-end technology hiring & recruitment process for all levels within timelines defined. Making Quarter by Quarter and Annual plan for sourcing strategy & Hiring Budgets, as a whole depending upon the recruitment numbers shared by our internal Stakeholders. Responsible for direct Stakeholder Management and interaction with Business Unit Heads, Delivery Heads. to understand requisitions and share progress. Handling all the pre recruitment activities from designing the Job advertisements, Job Descriptions and Specifications as per the position required. Preliminary interviewing of perspective candidates assessing the candidate’s Skill Matrix against preferred Skill Set. Assess soft skills and co ordinate with Operations team to get a match of Technical Skills. Forecasting staffing needs based on client requirements and attrition trends. Develop Market Mapping on competition hiring - Profiling Talent pools and drive recruitment campaigns accordingly. Effective utilization of internal and external sources of recruitment like (Internal Recruiting team, job sites, IJPs, consultants, employee referrals, social media etc.) Campus Hiring, Vendor Management to ensure a continuous supply of fresh pool of candidates. Create “ready-to-recruit” database to reduce Turn Around Time and ensure a readily available pipeline to match business projections.

Team Management - Responsible for all aspects of managing a team of up to 15 members across locations including but not limited to performance management, hiring, coaching, development, & load balancing. Mentoring and Training new Team Members to comply with Best HR/ Recruitment Practices. Motivating and driving the team to ensure OTD – On Time Delivery within expected Turn Around Time, following excellent work ethics. Conduct Weekly Team reviews & Conduct “One on Ones” and Performance Appraisals for the team.

Stakeholder Engagement - Collaboration with key business leaders and HR partners to understand and help determine short and long term talent acquisition needs to meet business objectives. Develop strong and effective partnerships with business leaders, executives, HR Managers and to advance talent acquisition initiatives. Weekly calls and In person meetings with Hiring managers and business leaders to share hiring updates and best practices. Work closely and engage with stakeholders for detailed understanding of requirements and defining a recruitment plan.

Employee Referral Programs / IJPs - Has been responsible for promoting the employee referral policies/programs. Responsible for managing the database for the referrals made as well as ensuring the timely delivery of the feedback to the referee.

Vendor Management - Managing vendors, Periodic vendor evaluation and allocation, empaneling and dis-empaneling of vendors. Sourcing the requirement to the timely disbursal of payments, ensuring checks on the D.O.J to the invoicing and the updating of vendor Contracts. Calibrating the vendors; so as to smoothen the process of sourcing the potential candidates. Taking care of all the issues pertaining to Client-Vendor relationship. Acting as single point of contact for all the consultants/service providers on board. Serve as point of escalation for issues related to vendor performance Contract Management -Responsible for the negotiation, renewal and general oversight of all staffing related contracts .Assess existing contracts and contribute to maintain contract repository up to date.

Metrics & Dashboard Reporting - Presentation of Monthly recruitment dashboards to senior management on ROI of Recruitment campaigns, Requisitions status (Open vs closed), (Within or Crossed SLA), Offered Joining Month’s, Cost per hire, source mix, Background Checks, Ref Check SLA Actuals and Market Mapping of competition hiring. Presenting and analyzing key metrics to ensure recruitment effectiveness and quality. Preparing and maintaining weekly, monthly reports, dashboard to ensure that relevant data is captured and goals are achieved. Keep an eye on Offer Acceptance rate, Average time to select, Average time to deploy, Average time to join, Candidate conversion. Creating status reports like (Ageing Analysis, Joiner’s Analysis, Employee Referral Analysis, Recruitment Cycle time, Offer Analysis, SLA Analysis etc) on monthly basis. Flashing - To join and Weekly Joiner report to the business units, adhoc reports as requested by various stakeholders