1. RECRUITMENT STRATEGY BY : PRAMITA SINGH

2. Completely align the Recruitment Strategy with the business plan, so as to stay head of the curve with the leaders in recruiting Top Talent from the industry. MOTTO

3. FLOW Recruitment Strategy Recruitment Strategy Process Process Technology Technology Team Team Approach to Continuous Improvement. Approach to Continuous Improvement.

4. RECRUITMENT STRATEGY Recruitment Strategy for Top Level Recruitment Strategy for Top Level Recruitment Strategy for Managerial Level Recruitment Strategy for Managerial Level Recruitment Strategy for Store Level Recruitment Strategy for Store Level

5. TALENT SOURCE

6. RECRUITMENT ACTION PLAN

7. EXPAT RECRUITMENT PROCESS

8. CORPORATE /GROUP LEADERS, TOP & SENIOR LEADERS RECRUITMENT PROCESS

9. MIDDLE & NEW LEADERS RECRUITMENT PROCESS

11. DELIVERY MODEL Defining the Recruitment Position Requirement Planning Defining the process Setting the Time frames Tapping the Target Group Job Sites Direct Internal Reference EOBT E Recruitment System Campus Selection Process Screening RPAT Predictive Index Preliminary Interview Final Step Final Interview Reference Check Offer Medical Check up Facilitating the On boarding Process Joining Technology

12. TECHNOLOGY E Recruitment system to facilitate the recruitment process E Recruitment system to facilitate the recruitment process Link between the E recruitment system and SAP so as to further smoothen out the process Link between the E recruitment system and SAP so as to further smoothen out the process

13. CONTINUOUS IMPROVEMENT Obtain feedback from the Users Obtain feedback from the Users Review the process. Review the process. Modify the processes to make them more user friendly and efficient. Modify the processes to make them more user friendly and efficient.

14. Excite people with opportunity of learning, growth and wealth creation through equity compensation. Excite people with opportunity of learning, growth and wealth creation through equity compensation. Tactics: Go for “Leg-down” strategy in compensation and designation i.e. to attract people pay them higher than the market and over 2- 3 years give moderate salary increases so that the average cost is better managed. Tactics: Go for “Leg-down” strategy in compensation and designation i.e. to attract people pay them higher than the market and over 2- 3 years give moderate salary increases so that the average cost is better managed. Keep an eye on average employee cost – build the staffing pyramid with the focus on creating the most cost efficient people organization in the world. Keep an eye on average employee cost – build the staffing pyramid with the focus on creating the most cost efficient people organization in the world.

15. TALENT SOURCE