Saikat Maity

Team Size -8

Hiring Domain - Telecom, Infrastructure, Automation & Software Services.

• Managed and organized all hiring processes from start-to-finish - recruiting candidates, assessing resumes, interviewing, hiring, and on-boarding all new employees.
• Engage with BU Heads to understand the demand forecasting and initiate proactive hiring for the same.
• Set and conveyed recruitment goals to downstream staff.
• Met with managers to discuss vacancies, applicant qualifications and characteristics of top candidates.
• Achieved staffing objectives through strategic and tactical planning, program management expertise and knowledge of effective recruitment, interviewing and training procedures.
• Managed recruitment team and trained and mentored new advisors.
• Designed, developed and implemented successful recruitment process to fill more than 500 plus vacancies each year.
• Collaborated with HR leadership regarding candidate salary determinations.
• Customized wording of job profiles, social media techniques and website subscriptions.
• Worked with recruiting teams and human resources representatives to accomplish hiring objectives.
• Represent BU's capability in terms of achieves and forecasted hiring plans. Effective showcasing of market challenges and TA proposals to mitigate the same by providing alternative solutions.
• Effectively monitored ATS usage and process adherence by TA team.
• Showcase effective usage of Linked Recruiter and ROI of usage and progressive improvement of hiring mix.
• Collaborated with internal teams to continuously improve recruitment processes and execute as efficiently as possible.
• Liaised between multiple business divisions to improve communications.
• Utilized compliance tools, corrective actions and identification of deficiencies to mitigate audit risks.
• Developed comprehensive process for new hires and reviewed new hire productivity, optimizing onboarding effectiveness.
• Defined clear KRA's and KPI and communicated to other team members.
• Leveraged data and analytics to make informed decisions and drive business improvements. Presented Weekly, Quarterly and Annual TA achievement and progress data. Convey Hiring managers about the candidate pipeline data and effective TA efforts and its throughput.
• Evaluated employee performance and conveyed constructive feedback to improve skills.
• Established team priorities, maintained schedules and monitored performance.
• Communicated clearly with employees, suppliers and stakeholders to keep everyone on same page and working toward established business goals.

• Team Size: 6
• Hiring Domain: Software Services (IT), Data Analytics
• Responsible for day-to-day management of direct reports for work supervision & direction
• Highest weightage of KRA lies in Demand fulfillment within Deadline, hence plan sourcing strategies with team
• Initiate buffer hiring niche opportunities to minimize any loss of business
• Developed Employer branding strategies to build future pipeline of talent and establish strong presence as a market preferred employer
• Managed and organized all hiring processes from start-to-finish - recruiting candidates, assessing resumes, interviewing, hiring, and on-boarding all new employees
• Engage with BU Heads to understand the demand forecasting and initiate proactive hiring for the same
• Coordinating with different project stakeholders to understand quarter-to-quarter need and manage the overall project Margin while hiring high cost resource
• Share monthly demand status with Business Heads and put forward hiring challenges with alternate solutions and channels
• Get annual projection of Campus hires for different BU heads & Principle stakeholders and map it to Campus team to initiate hiring, Intern conversion basis cross training & skill development scores from L&D
• Responsible for coordinating, promoting and tracking company Talent Referral Program
• Track vendor usage for fulfillment
• Innovate different Candidate engagement processes during drives so that the maximum footfall utilization happens
• Perform as functional bridge among external vendors as well as internal stakeholders
• Coordinate all vendor management tasks inclusive of working with external vendors and internal employees
• Ensure to track, measure, report and evaluate vendor performance
• Segregate vendors based on their capabilities on Strategic or Lateral or Volume hiring

• Team Size: 8
• Domain: Cyber Security, Hi-Tech (Cisco & Apple)
• Responsibilities:
• Understand the current responsibility of the resource deployed and replace him/her with equivalent skilled native resource at in US
• Manage the entire Security Business Unit hiring at Pan India Level
• Redeploying the existing resource to other projects in offshore by effective remapping and engage candidates for cross-skilling wherever required and improve internal resource utilization rather than external hiring
• Conduct hiring drives across LTI locations for increasing our proactive hiring pool
• Engage with BU Heads to understand the demand forecasting and initiate proactive hiring for the same
• Coordinating with different project stakeholders to understand quarter-to-quarter need and manage the overall project Margin while hiring high cost resource
• Coordinate with Client engagement managers to understand the need and make them aware of the real time market scenario of the required skill and existing market salary range for such resources
• Set up weekly call with vertical counterparts to update on the progress in each customer area
• Manage and monitor the Direct and indirect search job portals (Dice/Monster/LinkedIn) usage
• Prepare market scope for niche resources and map them with internal stakeholders for future fulfillment
• Oversee the vendor utilization in fulfillment and track the hiring mix maintained across the different LOB’s
• The current hiring mix is 35% vendor, 50% through internal recruitment team (job boards and LinkedIn), and 15% through employee referrals
• Manage the entire candidate workflow through ATS (Oracle Taleo)
• Analyze the demands and frequency of the needed skill and accordingly perform competency mapping for such skill across organization
• Involved in testing of ATS called SAP Success-factor (SF) to replace Oracle Taleo (Current ATS) for Onsite process before going LIVE.

• Size: 10
• Responsibilities:
• Managed both basic Operations and offshore recruitment function (internal and external hiring)
• Identify and source appropriate talent for current open roles within the organization
• Identify future talent needs and proactively recruiting and sourcing; develop talent pool or social engagements
• Counsel the candidate on corporate benefits, salary, and corporate environment
• Used sophisticated applicant tracking systems- ATS (Bullhorn) to track applicants through the selection phase through to on-boarding
• Define recruitment channel and recruitment source for hiring
• Explore the Industry best practices in staffing and implement relevant strategies within the organization
• Stakeholder Management:
• Maintained a steady functional relationship with Sales and Technical Delivery as well as the Customer
• Act as the first point of contact and escalation for the recruitment team
• Responsible for covering Quality of Hire, Turnaround time (TAT), Recruitment channel efficacy, Diversity Hiring, Onboarding efficacy and compliance to the recruitment policies and fair employment practices
• Set prior expectation of quality of profiles as per the pre-set budget standards
• Set right expectation on the time of hire (TAT) needed for fulfillment
• Track requisition trend and frequency and accordingly assign a team for proactive hiring for such skills and technology.

• Recruitment
• Team Size: 12
• Domain: Consumer Services (ecommerce), BFS -IT
• Talent Branding
• Social Media recruitment, Direct & Passive recruitment
• Responsibilities:
• Partner with the business leaders and the HR Managers in articulating the staffing strategy for the business in line with the HR Strategy and the hiring needs of the various businesses domains
• To institutionalize the best in class recruitment metrics
• Develop and maintain data mining approaches using advanced search techniques
• Own the overall recruitment cycle from workforce planning to Candidate On boarding with special focus on the vitality of the recruitment metrics covering Quality of Hire, Turnaround time, Recruitment channel efficacy, Diversity Hiring, On-boarding efficacy and compliance to the recruitment policies and fair employment practices
• Used different sourcing channels and maintain sourcing mix by using Job portals (Dice/Monster/HCL Career Page/LinkedIn) and other passive resume mining tools
• Conduct the Telephonic Interviews/Screening of Candidates to collect information as per the protocol and shortlisting suitable candidates
• Look into the details for Hiring Plans, calculate the stage losses in recruitment cycle, look into the Renege and take corrective measures to streamline process
• Responsible to lead the Staffing function partnering with the various HCL businesses in developing and executing the Staffing strategy for the various clients based out of the technology centers in USA while developing the recruitment team and continuously enhancing the capability of the team
• Managed both Contractual as well as Full-time hiring needs of the projects assigned
• Respond to client/Internal escalations regarding any project deliverables or delayed TAT for servicing of critical requirements
• Understanding business requirements at key levels, mapping potential talent through various sources, collaborating with the business to ensure closures
• Ensure proper initiation of Background verification process of every consultant, track report and provide proper feedback to the management on day-to-day basis
• Provide proper consultation to candidates regarding any aid with respect to relocation or any advance payment or any lodging formalities
• Conduct review meetings with preferred staffing vendors, to gather input about change in staffing strategies, review report of vendor supply data provided by service partners, review performance of the staffing partner for every quarter and provide it to the higher management, which in turns helps in decision making and making necessary changes in VMS
• Effective vendor mapping as per performance and skill
• Involved in end-to-end implementation and testing of ATS called IBM Kanexa (Brassring) for Offshore and Onsite process before going LIVE
• Involved an active core member of the IBM Kanexa (Brassring) in HCL.