Why BMC?
"Delivery is our MOTTO" "Performance is our Goal"
"An employee organization - 24 hours delivery - 24/7 availabilty"
- Sap Practice Head placed from MNC tier one Co. fm US Indian nationality acquired H1b status &green card holder also oracle apps& DBA professionals. Still handling ongoing reqs
- Placed 12 candidates on request for H1b Status Indian nationalities from US.j2ee/unix shell scripting/ mainframe, Siebel. worked on a German project -the requirements - Indian nationalities residing in Europe and know German languages Mainframe, javaj2ee,.net,C++,Unix
- Project Manager from Core Banking fm Singapore. Placed in Mumbai top MNC IT Gaint
- On going enormous assignments handling. Across BMC
- Most trusted committed and dedicated resources.
- We shall volunteer to inform any kind of mishaps/malpractice found which shall hamper the image or internal/external function of our client shall be brought to the notice of the concern dept or individual irrespectively. We are very passionate towards each one of our Clients.
- We shall not entertain any kind of irrelevancy cropping with respect to our clients.
- We also help our clients updating as to compensation evaluation try framing and providing the same in a module. We have done and executed for one of our TOP Clients) as a value addition on request.
- Also provide information on market competency with respect to technologies or hiring competencies Eg: SAP req. which other companies are hiring SAP and what are the differences found as well the candidate optional mode.etc
- Analysis and Assessment projects for our clients
- Map the Market across locations (keeping in view the requisite of the client) available resource in terms of which companies work on the technology specified and which companies are compactable to source in view of brand, package, work(kind of work /client/ development /maintenance job etc) and target the companies to raid /hunt
- Target our internal database and check availabilities, also live candidates in process could be diverted, strategic networking with joined candidates/offered candidates/available candidates/ and also mail proposals entering yahoo groups (specified tech group)
- Core search of Brain Management Database (We have a huge database across technologies/functionalities) mail proposal mails.
- The strategy is applicable commonly... but on a specification as to the requirements the strategy shall differ but point no1 is applicable irrespectively
- Internal resource allocation in view of individual capability to extract maximum out put too shall make a difference.
- 24hrs is our turn around period for every requirement maximum, is our policy and commitment.
- Delivery- Every requirement to be addressed in short span(24hrs turn around Max)
- Accuracy- Accuracy should be in prime towards the specifications of the requirements.
- Quality- Quality by default must be attained in every process.
- Reliability -Assured reliability of the resource.
- Stability- Assured stability as to the time period of the resource.
- Check his satisfactory level towards the offer; if any dissatisfaction shall try to solve with effective communication from either.
- Continuous follow up with the candidate till he is on board with the client.
- Maintain the communication relationship with the candidates by mailing them birthday greetings, anniversary greetings, continuity in communication which in return shall generate references, networking
- Maintain communication with the clients tailoring various mode of operandy in sustenance.
Number of employees, split by number of permanent recruiters/freelance etc.
Foresighted - to scale up to 300-500+ employees across locations
What type of people do we employ-in-house skills and type of resources?
Basic Graduates, Professional graduates MBA , BE technical graduates, Experienced professionals, possess capabilities of deliverables,
competive to the market scenarios, source - Campus recruit, employee referral, network, addWhat is the Quality standard for our employees : profile of recruiters, background, experience?
Educational back ground, individual capabilities in terms of deliverables, innovativeness, have knowledge of the market developments in terms of IT, ITES, BPO.., We recruit from campus - BE, MBAHow is their performance/success measured?
On their dedication, deliverables, value addition, innovation, consistency and sustenance, end result in totality, We have a quarterly performance evaluation and annual appraisal.Our geographic representation i.e. Global, National, Regional, Local
We can represent -Global, National, Regional, LocalGlobal in CA /Sanjose, Nationally - corporate in Bangalore, Hyderabad Jubleehills, Mumbai -Seepz, Chennai -Arumbakam/ Guindy , Delhi -Noida/Gurgaon
How do we operate from an International point of view? (Process, Network)
We do have a reach in US else other locations we network vigorously, wide range of network process strategic network keeping in view the resource modes of network with innovative ideas...Does our company have an industry specialty?
We have a core competent in core IT and ITES Recruitment across technology /domain platform. We are good in taking care of one day drives, events, and large voluminous numbers in specified time duration. Executive Search Services.Which other business/industries are we currently covering within our business?
We cover Consumer Goods - FMCG / - FMCD, Garments and apparels, Banking, Automobiles, Hospitality and Manufacturing Industries too. What are the profiles we recruit most regularly e.g. professional specialties, junior, experts, managers?
We are constantly recruiting professionals, Executive profiles, management with respect to IT and ITES supportAcross technologies, PM, SE, SSE, TL, PL, Service Delivery Heads, Program Managers, lab heads, Technology Directors, VP, Account Managers, technical specific managers like Voip Manager, SAN Managers, OSS/BSS Managers, j2ee Solution Architects, Tech Architects, Practice Heads- SAP/Apps11i/UX, and Seibel Anything and every thing under the sky there is no word impossible.
EXPERT IN RECRUITING ACROSS TECHNOLOGIES/FUNCTIONALITIES.
Are we able to recruit international candidates?
We shall be able to recruit International candidates- our Experience (Client name cannot be disclosed)
How do we handle diversity when searching and selecting candidates?
We have specialized professionals in specific technologies based on which our recruitment team is verticalised to Application team, Telecom/Embedded team ,ERP team, BPO Team, and the event team ,sourcing team and head huntersDiversity is taken care off in ease as there would be continuity in process therefore accommodation at any point of time would not be a constrain at all
What is our policy for recruiting candidates from current and recent clients?
We will not volunteer to recruit any of the candidates from our current
and recent clients. We follow Ethics on high value.
No pouch policy.What are our value-added services if our client selects us as preferred Supplier?
How would we handle volume variations, within a
short time frame: from hiring freeze to high volume recruiting or vice
versa?
We internally have a team called Event team - the primary job is to handle volumes and drives /events across clients/technologies, basically
weekend drives. There fore there would be continuity in handling bulk projects with multiple clients and events in multiple locations as the
team is well equipped and trained for the same; shall not face any kind of hassles. The variation in cliental requirements shall not hamper or
differ in our consistent deliverables.What are our sourcing / communications strategies?
Computers with 24hrs internet provision, Telephone Facilities every
individual are provided with a phone with zero dialing, also direct
lines; All the recruitment staffs are provided with mobile phones
reachable 24x7, the office functions 24x7. All the locations have an
excellent interactive exchange in communication .Board lines - 15 lines,
3hunting lines in corpBlr. Centralized route facilitation with BMC
database.Head Hunting Team - direct lines with only out going calls facility with each individual a mobile and computer with E-ID facilitation.
This facilitation prevails across location.
Description of our hunt strategies:
Given a skill
How many candidates do we suggest to commit per
assignment?
The commitment purely is based on the demand or number of positions open
or the assignment specification.Eg: No.of position required 10 - Keeping in view all the factors and loops - strategically 30cvs sent 25shortlist 10 offers 5 joined. This would ideally be the work out plan looking at the market and candidate's outlook commonly. But shall always strive for 100% convertion eventually doubling the resources and also convertion. QUALITY AND ACCURACY WOULD BE INFOCUS IN ALL THE EXECUTION OF THE ASSIGNMENTS.
We shall commit 5closures as per the above e.g. practically.
STANDARD BMC RECRUITMENT METHODOLOGY:
Recruitment in Brain Management is defined as -
synchronizing the requirement of the client and the candidate.
Providing our client End to End recruitment solution keeping in view the
Brain Management Consultant QUOTES OF SUCCESS-"Delivery is our MOTTO" "Performance is our Goal"
"We recruit people not profile"
5 points in focus
We will make every effort to screen, assess the skills and conduct reference checks on each candidate. Those applicants short-listed will be assessed for their communications skills, personality and suitability to the position offered.
We will then prepare a profile of each candidate called "CANDIDATE INTERVIEW ASSESSMENT SHEET (CIAS)" outlining essential facts about the candidates' background and basic information as to his passport/current and expected CTC, joining period, locational preference...
These profiles will be presented to the client for further short listing. Arrangements will then be made for the client to interview the candidates they wish to see as a result of reading the profiles.
Post selection Process
Once the candidate is selected by the client/offered.
Relationship management
Once on board our Relationship Management team shall greet the individuals with an ecard.
The core KRAs of this team would be
Innovation is the core methodology to sustain the relationship with the either client and candidates and internal staff