Shael Bansal

KPIs: Enhancing sourcing efficiency, Time to hire/fill, meeting offer targets, Diversity, Quality of hire, minimize vendor usage, team management, reducing offer reneges & improving the quality of hires, minimizing vendor dependency, compliance guidelines

Responsibilities:-

• Recruitment Strategy: Conducted hiring strategy meetings with BU Heads and Hiring Managers to define recruitment plans and schedules.
• Market Intelligence: Utilized various sources such as Naukri, LinkedIn Insights, and ChatGPT for market research and talent acquisition strategies.
• Market Mapping: Presented market analytics and mapping to Hiring Managers and BU leaders to identify and address hiring challenges effectively.
• Team Coaching: Mentored junior team members, supporting their professional growth and development.
• Project Involvement: Actively engaged in projects related to employer branding, recruitment drives, and mass hiring initiatives.
• Talent Sourcing: Executed targeted cold calling and competitor market studies to identify and attract top talent.

“Hiring extensively for digital roles, including Power Platform Developers, Data Scientists, Data Engineers, Power BI specialists, UI/UX Designers, AI/ML Engineers, .NET Developers, Python Developers, BIM Automation experts, QA Analysts, SAP Consultants, Business Analysts, Cybersecurity professionals, and various IT skills, at levels ranging from Junior to Senior Manager”

Highlights:

1) Hiring at senior levels across Grade E and above

2) Developed Knowledge Curator team from Scratch.

3) Introduction to Power BI dashboard

4) Developed salary matrix for Digital sector.

5) Initiated the process of team Engagement activities and SourceThon

• Diverse IT Role Recruitment: Recruited extensively for a range of IT roles including Full Stack Developers, Data Scientists, Java Developers, DevOps Engineers, Data Engineers, Information Security professionals, SAP Hana/SD specialists, Order Management experts, Power BI analysts, RPA (UiPath) developers, and various HR and functional positions.
• Stakeholder Engagement: Conducted regular reviews and meetings with stakeholders and business units to align on hiring needs, providing weekly reports on recruitment progress and outcomes.
• Data Analytics and Reporting: Managed data crunching and report extraction from Workday, Power BI, and Tableau to prepare trackers for BU monthly calls, with a focus on diversity metrics.
• Project Involvement: Participated in key projects such as Employer Branding, the Go-Hire project, and Upskilling series to enhance recruitment and employer attractiveness.
• Market Research: Conducted research on the latest hiring trends to build a robust talent pipeline aligned with VMware’s business strategy, aiming to attract top talent.
• Collaborative Approach: Worked closely with sourcing, scheduling, and events teams to achieve recruitment goals efficiently and within shorter timeframes.
• Diversity & Inclusion: Collaborated with Diversity & Inclusion, POD, and PWD project teams to create and review databases for fulfilling DEI roles and ensuring a diverse candidate pool.
• Time-to-Hire Optimization: Monitored Time to Fill (TTF) and Time to Hire (TTH) metrics, implementing strategies to shorten these timelines and improve overall recruitment efficiency

Highlights

1) Achieved 150% women hires target

2) Successfully Placed POD candidate on Senior Level

3) Maintained higher joining ratio to 91%

4) Initiated the process of organizing fun session series for team

• Strategic Recruitment: Led intake sessions with hiring managers to gather requirements and conducted live sourcing sessions to deeply understand skill set combinations, tailoring recruitment strategies for Orange Lab Services and Networks-R&D teams.
• Niche Candidate Recruitment: Designed and executed strategies to attract qualified candidates in specialized talent pools, including competitive research, networking, and innovative sourcing techniques.
• Stakeholder Communication: Managed and presented hiring challenges to stakeholders, Hiring Managers, and HR Business Partners, using market analytics to negotiate competitive benchmarks and address hiring needs effectively.
• Tracking and Reporting: Maintained a strong track record in sourcing, market mapping, negotiating offers, and influencing management decisions. Created and curated standard and ad hoc reports to track recruitment metrics, identify bottlenecks, and implement measures to enhance productivity.
• Talent Pipeline Management: Fostered a robust talent pipeline by ensuring a positive candidate experience and engagement, staying updated with market insights for future recruitment projections.
• Recruitment Drives: Expertly organized recruitment drives and walk-in events to meet hiring needs and attract top talent.
• Internal Communication: Managed Employee Referral (ER) and Internal Job Posting (IJP) communications for critical positions and effectively handled the referral pool to leverage internal talent.

Hired for technology positions across:

Backend(Java/Python/Golang/.NET)/Fullstack/Frontend/Angular/UI/QA/Devops/DBA/Network Automation/Cloud Engineers/Performance Testers/Automation Experts/Storage Experts/SAP SD/Hana, IBP, PL/SQL/Power BI/Business Ops Analyst/SAP SuccessFactors/Oracle/Openstack/Kubernetes/Ceph

Highlights-

1) Achieved 125% target in 2h 2019

2) Achieved 147%target in 1H 2020(Highest in team)

3) Achieved 150% target in 1H 2021

4) Significant decrease in Agency usage since 2019 (almost 90%)

5) Took several initiatives like Virtual job fairs, diversity hiring and team engagement activities.

Promoted to Tech Lead in Aug 2018