Rahul Khot

As a Seasoned Strategic Recruitment Consultant and Talent Acquisition Management. I work for Business to increase the Recruitment Productive and Streamline the Talent Acquisition process. Well-organized Innovative and Creative in Recruitment Techniques

• Design Job description
• Knowledge of Sourcing tools
• CV Sourcing Techniques
• Hands on Candidate Screening and Candidate Development
• Supervise Candidate’s line-ups to avoid dropouts
• Applicant Tracking System to make recruitment streamline
• Scrutinize Feedback to understand panel requirements
• Experience in Vendor selection and Vendor management
• Design Talent Acquisition process and strategy as per company requirements
• Recruiter’s Training for Junior, Mid and senior level
• Recruitment Management Mechanism to monitor entire hiring process

• End to End Talent Acquisition Setup to increase internal or external (Staffing) delivery
• Designing of Job Description to understand open position hiring clarity
• Reducing of sourcing TAT as per position type
• Enhancing profile sourcing quality
• Defining candidate screening and candidate development process to low down the interview and joining back outs
• Identification of interview rounds system and process Ratification of each phase error in the recruitment process
• Reducing the position closing TAT as per skills type
• Calculating and decreasing the recruitment cost per hire
• Calculating Recruitment Cost per Quarter / Half Yearly/ Annually
• Recruiters Training for Junior, Mid and Senior level to enhance hiring productive
• Technical Panel Training if needed

• Nice Software Solutions, Lead Consultant Talent Acquisition, Worked as Talent Acquisition process consultant also Handling niche department mapping.
• Tek Analytix, Manager Accounts and Delivery, Responsible for End-to-End Talent Acquisition management including POC, Reports and Strategic. Bulk hiring and Campus Drives.
• Infocepts, Consultant – Lead Talent Acquisition and Vendor Management, End to End Talent Acquisition management including POC, Reports and Strategic. End to End Vendor Management and delivery for contract positions.
• Info vision labs, Account Manager, Working closely with technical panel for requirement and taking care of daily profiles submission, interview line-ups, Feedback, and candidate joining for Sub-Con positions.
• Amdocs, Account Manager, Working closely with technical panel for requirement and taking care of daily profiles submission, interview line-ups, Feedback, and candidate joining for Sub-Con positions.

• Tech Mahindra, Java, .NET, Application Support, Administrator
• Amdocs, Java Front End, Java Back End, Java Full Stack
• ZS Associate, IT Help Desk, .NET Developer, Graphic Designer
• Bristlecone, SAP PP, SAP QM, SAP PS, SAP EHS, SAP CO
• Robert Bosch, Exchange Admin, AX Technical Consultant, SCCM
• Polaris, Oracle DBA
• Tieto, Java Developer, .NET Developer, UI Developer
• Wipro Technologies, Oracle DBA, Core Java, SAS BI
• Hi-Tech e Soft, Core Java, Embedded Software Testing
• Intelliswit, Manual Tester
• Godrej InfoTech, Java Developer
• Infocepts, BI technology

• Polaris, Oracle DBA
• Xoriant, Java Programmer, .NET Developer
• Cognizant, Production Support, L1/L2 support
• Hi-Tech eSoft, Embedded Software Testing, CAD Design
• Honeywell, Hardware Testing
• Evolutionary Systems, Oracle Web Centre, Oracle Middleware
• Quintiles, Statistical Programmer
• Infosys, Java Technology Lead

• Analysis of Current Talent Acquisition and Hiring process
• Time to fill open position
• Time in process of interview steps
• Sourcing channel efficiency
• Number of qualified candidates
• Interview to offer ratio
• Offer Acceptance Rate
• Hiring manager satisfaction
• Quality of hire
• Cost per hire

• Creating Job Descriptions That Attract the Right Profiles
• Sourcing for the Right Candidates
• Identifying Sources of Qualified Candidates
• Utilizing Referrals and Building Relationships with External Sources
• Recruiting and Workforce Planning
• Evaluating the Current Workforce for Potential Gaps in Skills or Knowledge
• Building Strategies to Recruit and Retain the Right Employees for Future Successes
• Implementing Policies to Ensure Diversity and Inclusion in Hiring Practices
• Leveraging Technology to Streamline Recruiting Processes

• Candidate Sourcing
• Candidate Screening
• Candidate Development
• Profile Submission Turn Around Time

• Improved workforce planning
• Reduces Time to Hire
• Increased productivity
• Better employee retention
• Enhanced employer branding
• Offer management
• Onboarding support
• Cost savings

• Longer time-to-hire
• Higher recruitment costs
• Lower quality of hires
• Increased workload on other departments

• Where is the organization going
• What is the current candidates pipeline looking like
• How does hiring fit in with the overall organization growth plans
• What is organization staff turnover been like in the last 12 months
• What is organization hiring plan over the next 9 – 12 months
• Creating a Talent Acquisition strategy
• What is organization looking for in a recruitment partner