Ramkumar Gopalan

A seasoned recruitment professional with 14+ years of experience in key leadership position responsible for driving the recruitment strategy and processes within an organization. This role involves overseeing a team of recruiters, developing sourcing strategies, and ensuring the attraction and retention of top talent. Key responsibilities include strategic planning, team leadership, candidate sourcing, employer branding, process optimization, and compliance. By effectively managing the talent acquisition function

• Diversity & Inclusion - 2019, The business wanted to bring in Diverse associates & the Skill hired Posed a new Obstacle., LinkedIn Insight & Naukri Insight for Diversity Hiring & Set Expectations for Diversity Hiring., Diversity Hired in FY 19 - 23 % & FY 21 - 42% for Lateral Hiring (7-18 Years' Experience for ECommerce & Supply Chain org) - got my Diversity Champion Award. This Best practice was implemented across the team to improve Diversity Hiring.
• Bring your Buddy: Building Pipeline - 2018, Attracting Referral profiles were all-time low FY19 - 20%., We built the BRING YOUR BUDDY program & used the internal tool to generate Daily & weekly Dashboard., Continuous Engagement with New Hires and encouraging referrals resulted in 40% Hiring in FY21.
• Social media Hiring (LinkedIn) - Hiring Talent -2022, The RPO contract getting over with Nike and they were looking to hire candidates through Direct Hiring to save costs and build a Technology hiring team., Online Hiring Played a critical role in Hiring Tech Skill: Java Full stack, Citrix Engineer with Cloud Experience, Mac & Mobility, Technical Product Owner., Hired - Dev & Product owners for Consumer Market (which include 45% Diversity)
• Social Media Hiring (Git Hub & Stack Overflow) - 2023, Most of the Hiring came from Naukri & LinkedIn & TA Management wanted to understand Github & Stack overflow Hiring, I took time to do self-study on Git Hub & Stack overflow and came up with Coaching for the Team in India & China, The Insights provided by GitHub & Stackover flow helped us to understand the new Technology and get to know the top paid technology. This helped us to sell the role better.
• Online Hiring (LinkedIn) - Hiring Talent - 2016, We had Hired many associates through the Vendor and the Business had huge expenditures, Hence wanted to bring down the hiring cost., Online Hiring Played a critical role in Hiring Tech Skills: Salesforce, .net Full Stack, Java Full stack, workday, SDET, Performance Engineering, Technology Leaders, and Product owners., Hired - 15% in Fy 18 & 19, 26% in Fy 20. Candidates sourced through this stream had better retention nearly 50% Still working after 3 years compared to other sources.
• Post-offer Engagement: Channel to Track candidates until they join - 2017, The Offer Dropout were more in the business & hence business wanted to have a better process Fy 18 - 25%, Fy 19 - 20%., Created an engagement program with multiple touchpoints from recruiters, hiring managers, and business leaders during the pre-joining state., The Decline Associates drastically dropped Fy20 - 10%, it also helped us to understand the top 10 reasons for associates declining the initial offer.

• LinkedIn - Top Recruiter - 2017 & 2018.
• Diversity Champion - 2019 - Q1, Q2 & Q3 (Overall - 42%) & 2021 - Q1(52%)
• Business Award - 2016 to 2019 - Services Org - 21k $, Digital Supply Chain - 25$ US Cost Saved.