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Q1. What are the typical steps in the PMC’s resourcing process?

The recruitment process begins when PMC receives the approved communication for contractual assignments from its clients or customers. The steps for the subsequent recruitment and selection process typically varies depending on the several project specific factors like skills, experience level, location etc.Broadly, our resourcing process revolves around these four steps:

  • 1. Planning: Getting a suitable job description
  • 2. Attracting candidates: Placing the requirements in our job portals, making them visible to our recruiting partners and social media accounts such as https://www.prozia.co.in/Blog/contact
  • 3. Screening &selection: Screening received profiles, making screening calls, job application reviews, scheduling interviews, pre-employment tests to ensure the resourcing team proposes the best candidates.
  • 4. Offering the job: Drafting and sending a job offer email to theselected candidate, who gets an option to accepts it. Keeping follows ups on negotiations and offer rejections are also undertaken.
Q2. What is the PMC’sresourcing process workflow?

PMC deploys project management tools to keep the resourcing process and related database updated, transparent and visible as much as possible. We deploythe resourcing workflow as a series of steps and assign tasks to theresourcing team members depending on the nature and complexities involved.

Q3. What is the PMC’s resourcing process flow chart?

PMC follows a resourcingflowchart as an effective means to communicate PMC’s recruitment policy. Here’s a brief snapshot from the PMC’s resourcing process:

PMC’s resourcing flowcharts varies with add on actions, decisions and activity tasks.

Q4. How do PMC customize the resourcing process for specific roles?

Different roles and positions require different recruitment processes. Candidates for senior consulting positions are more likely to face multiple tests and interviews, while entry-level applicantsgets hired with a much simpler recruitment processes.

  • PMC uses template process flowcharts that have general and specific process steps. These are tested processes and we do not askresourcing teams to create new processes for specific needs.
  • We seek consistency in our recruitment processes.
  • Resourcing for SAP skills need experienced resource managers to propose the right candidates.

A recruitment policy andresourcing process flowcharts are useful resources and provides a framework.

Q5. What are the steps in the job offer process?

Selection in interview process is followed by an offer of job. The candidate will want to accept or review. To extend a job offer:

  • 1. PMC Calls the candidate to extend a verbal job offer : to initiate discussion on further processes. This step savesthe time on crafting an offer letter and further eliminates the likelihood if theyreject the offer.This is then followed with the formal offer letter through email.
  • 2. Building a job offer letter: The job offer letter include the comprehensive details for salary and benefits, and other position and role specific details such as official title, start date and reporting person.
  • 3. Addressing the candidate concerns and negotiation: If needed face to face calls with HR and resourcing managers are planned to address the queries and concerns.
  • 4. Initiate the post-offer process: Documentation needs to be submitted, checked and verified. This is followed by a comprehensive onboarding plan in coordination with client’s project managers. A welcome letter with firm starts date and terms & conditions is rolled out. An acceptance is obtained, and appointment letter is duly issued.
  • 5. Background verification: Each candidate profile and their submitted documents are verified using several verification methods. PMC also partners with background verification agencies. Background verification process may take several weeks.

Q6. How many candidates do we keep in the pipeline?

Resource related project risks are major concerns for the delivery teams. PMC maintains a pool of contingency resources for different skills. Periodic reviews and assessments of contracting projects is carried out. A resource skills Vs demand matrix is kept updated. Pipelines are mainly driven by the criticality, skill availability, training programs apart from other factors. Resource related risk register can provide a useful insight for any pre-conceived steps to be undertaken. PMC maintains the benchmark metric(s)against critical skills that keeps on changing with demand and availability criteria. PMC also makes use of industry’s benchmarks to determine the adequacy of the candidates and risk assessment processes.

For further information on Recruitment benchmark data on qualified candidates, contact our resourcing team.

Q7. What is the average time to recruit at PMC?

This is an important benchmark metricand PMC has aggressive targets to hire. Society of Human Resource Management (SHRM) reports an average time to fill (the time it takes to make a hire after a position opens) at 42 days across industries and the average global time to fill in Engineering is 59 days.

There are several factors that influences the resourcing processes and generally having a higher time to fill than other companies doesn’t necessarily always mean that their recruiting process is more effective. PMC tracks time to fill internally and comparison is made over time for better benchmarking.

Q8. Does PMC track the length of its resourcing process?

According to the Society of Human Resource Management (SHRM), the average recruitment process takes 42 days long. Several other research groups report an average of 27 working days. PMC maintains benchmark for its resourcing process timeline. If we take less time to fill a position than our competition, it means that we reach the best candidates first. Also, it has helped us in building trust, confidence and vendor scores with our partners. We go to lengths to make PMC’sresourcing process more efficient. Non-value-added work steps are often eliminated to reduce the resourcing process timeline.

Q9. How long are candidates typically on the market?

In competitive business markets, the most qualified candidates are usually off the market in 10 days. The major portion of job seeking candidates are those who are already employed typically in the SAP consulting skills. The channels of information feeds, reaching out to them and building relationships, are some of the ways that PMC uses to fill critical skill positions faster.

Q10. Who is involved in the resourcing process?

The process is handled by PMC experienced resource managers and recruiting partners. They make most decisions and maintainsgood working relationship. The other key stakeholders are:

  • Team members. The resource manager’s team participates in various phases of recruitment process such as serving members of an interviewing panel.Team members evaluate candidates for culture fit and communication skills and usually performs an initial screening of job applications.
  • PMC recruiting coordinators. They help make the resourcing process more efficient. These are SAP professionals and serves as bridges in building relationships with candidates and communicating with resource managers.
  • External recruitment partners. In some cases, PMC approaches recruitment agency to seek profiles and information on database access.
  • Senior management. Senior executives talk to candidates during the final interview.

Q11. Who manages the resourcing process?

Resource managers leads the resourcing teams as they are the ones to:

  • Set the requirements.
  • Evaluate candidates.
  • Make the final resourcing related decision.
  • Recruiters are the coordinators of the resourcing process and undertake tasks resource managers may not have time for. They handle the process and provide inputs to the resource managers while making a recruitment decision.

Q12. What activities in the resourcing process can recruiters manage?

The basic Recruitment activities are:

  • Review each position and post job ads. (e.g. in portals and social media)
  • Search local database and source candidates(e.g. sourcing from local networks)
  • Take up administrative tasks (e.g. scheduling interviews.)
  • Conduct preliminary screenings (e.g. screening call.)
  • Close candidates (e.g. begin the job offer process.)

Further, our recruiters provide advise and inputs to resource managers andtrack the metrics to improve the resourcing process.

Q13. What steps do resource managers oversee in the resourcing process?

Resource managersoverseeeach step of recruitment process. They are responsible for the recruitment process. They may:

  • Screen resumes.Help recruiters in filling knowledge gaps to screen candidate job applications. Resource managers are SAP experienced professionals with knowledge and hand on experience in project management and recruitment processes.
  • Interview candidates.Resource managers conduct skill / technology interviews and sometimes they seek support of SMEs for job application screening and interviewing processes.
  • Prepare and review assignments.Resource managerskeeps track of performance, may assign jobs, and seek feedback from project managers. They also review and evaluate candidates’ work.

Resource managers have complete visibility into each step of the PMC’s resourcing process.

Q14. What steps in the resourcing process does HR manage?

The HR team manages the following processes:

  • Review and approve vacancies.Approving requisitions is the job of an HR executive.
  • Check and confirm job offer.Resourcing teams check with HR executives about compensation and benefits while drafting offers to new hires. HR also prepares subcontracts and keeps new employee records.
  • Background verification checks.They are responsible for the verification and validation of submitted documents.

Q15. What tools PMC use to evaluate candidates?

PMC uses the following tools to evaluate candidates:

  • Pre-employment tests.A written test is sometimes required to be conducted for specialized tests.
  • Pre-hire assessments.
  • Structured interviews.Video interviewing software is used for better results.

Q16. How does PMC ensure to make the resourcing process more efficient?

PMC resourcing process uses several tools and processes to move candidates faster through the pipeline such as the use of a software to organize and oversee resourcing process with less effort and overheads. Recruiting software also helps keep candidate database updated and organized, makes administrative tasks easier and facilitates collaboration within recruiting teams. Other software, like video interviewing or online testing platforms also helps evaluate candidates. Enough recruiters and partners are also engaged to work through the processes and volumes.

Training also builds up a professional recruiting team. Each opportunity is discussed indetail before advertising a job.

Candidate database is updated on regular basis. Before processing new applications in resourcing process,we consider candidates interviewed in the past and search them in PMC candidate database.

Q17. What tools PMC use to improve the resourcing process?

The use of technology, methods or resources helps PMC to keep the resourcing processes efficient.

  • Software.
  • Templates.
  • Checklists.
  • Surveys.
  • Feedbacks.

Q18. How PMC builds an effective resourcing process?

Some key initiatives to improve the resourcing process include:

  • Job descriptions.Understanding the project tasks requirements and drafting the Job descriptions.
  • Recruitment policy.To clarify details of PMCresourcing process and breaking the process into individual tasks helps to improve the benchmarks and customer delight.
  • Shift to structured interviews.
  • Track the right metrics.The use of technology helps in building the data and track the weaknesses.
  • Train hiring teams.
    • In-house seminars
    • Workshops
    • Educational options
    • Soft skills
    • Interviewing skills

Q19. What resourcing metrics PMC use?

We derive data to extract quantifiable insights from our recruiting process. Some of the measurable benchmarks are:

  • Time to fill
  • Candidate experience scores
  • Cost per hire
  • Cost per rejection
  • Job rejection ratio
  • Customer satisfaction index

Q20. How does the resourcing process impact candidate experience?

PMC resourcing process has following activities that we ensure compliance:

  • Communicating with candidates.To stay informed about the status of job application and the resourcing process.
  • Being consistent about the role.We take care to keep the position accurately in a job ad.
  • Treating candidates well.
  • Providing a glimpse into life atthe prospective jobWe try and addressthe elements to ensure candidates are happy with their experience while applying.