Recruiter

Role Purpose

The purpose of the role is to source and hire the right talent against the requirements shared by the business and ensuring a positive employer brand experience for the candidate throughout the hiring process.

Do

1. Hire the required talent from the different sourcing channels
2. Understand business projections and urgency of talent requirements across order and cadre demands, skill type (type A/B/C), volume vs. niche etc.
3. As per the talent requirements shared by the business, Create sourcing plan as per hiring channel mix and cost considerations
4. Utilize job portals, consultants, employee referral to find the right fit from the industry/ within Wipro
5. For the shortlisted candidates, facilitate the selection process with the technical panel
6. As per the requirement by the business, facilitate different selection tests like technical programming language skills
7. Conduct HR evaluation round and negotiate with the candidate(s) on the salary, position etc
8. Take necessary approval from the tower lead/ head ensuring, hiring is strictly as per Wipros salary range, minimizing exceptions to meet average cost per candidate target
9. Formally roll out the job offer to the selected candidate(s) and coordinate with him/ her for offer acceptance
10. Motivate, engage and maintain relationship with the selected candidate(s) from time to time till their joining
11. Coordinate with the HRSS team for background verification of the selected candidate
12. Communicate with Business Teams and Managers to from time to time on the status of joining etc

1. Manage Candidate Experience throughout the recruitment process
2. Conduct candidate connect and pre-hiring candidate engagement activities to ensure healthy joining ratio
3. Adherence to Wipro guidelines, processes and protocols with respect to responsiveness, clarity, compensation structure, SLAs, quality and auditability in all candidate communication, and deliver Zero valid escalation on hiring process
4. Resolve candidate concerns and manage candidate escalations, turnaround slightest negative experience
5. Daily maintain the data on the recruitment tool (Synergy) and upload all the candidate documents from time to time
6. Ensure the weekly/ monthly/quarterly dashboards are updated and readily available for the management review
7. Conduct meetings with WMG teams to update on the progress, risk and issues involved in hiring for a position and seek help if necessary
8. Follow checks and balances placed by the recruitment team and conduct regular reviews with the management to ensure reliability, quality and integrity of recruitment data in the system

Stakeholder Interaction

Stakeholder Type

Stakeholder Identification

Purpose of Interaction

Internal

Delivery and Account teams

To understand the talent requirements and provide updates/ status

WMG teams

TA fulfilment requirements, plan and negotiate, progress updates

External

Candidates

End to end recruitment process

Recruitment consultants

For sourcing

Display

Lists the competencies required to perform this role effectively:

• Functional Competencies/ Skill

• Domain/Industry Knowledge - Awareness and knowledge of broad economic, demographic, technological and global trends in the IT industry - Foundation
• Systems Thinking - Understanding of the Wipro system (interrelatedness, interdependencies and boundaries) and perform problem solving in this complex system - Competent
• Leveraging Technology - Knowledge of current and upcoming technology (automation, tools and systems) to build efficiencies and effectiveness in own function/ client organization - Foundation
• Resourcing Intelligence - Understanding of competition, various geographies requirements from a hiring perspective- Expert
• Technical Knowledge - Knowledge of best practices in TA as a function - systems, processes, channels, governance, certifications, - across the industry - Competent
• Contract Staffing Norms - Awareness of legal and compliance requirements related to contract staffing across the various Wipro geographies - Competent

Competency Levels

Foundation

Knowledgeable about the competency requirements. Demonstrates (in parts) frequently with minimal support and guidance.

Competent

Consistently demonstrates the full range of the competency without guidance. Extends the competency to difficult and unknown situations as well.

Expert

Applies the competency in all situations and is serves as a guide to others as well.

Master

Coaches others and builds organizational capability in the competency area. Serves as a key resource for that competency and is recognised within the entire organization.

• Behavioral Competencies
  • Stakeholder management
  • Strategic perspective
  • Execution Excellence
  • Managing Complexity
  • Client Centricity
  • Collaborative working
  • Executive Presence

Deliver

No.

Performance Parameter

Measure

1. Fulfilment Targets

Numbers per quarter as per plan (Fulfilment ratio, net add)

Timeliness (Recruitment cycle time, Met Expected Date etc.) - as per plan

Hire - to - Join ratio as defined

2.Average Recruitment Cost Per Person

Deviation from Wipro salary range - Numbers as per plan

3. Customer Satisfaction

Candidate Experience - Zero escalations

Hiring Manager satisfaction score - As per plan

4.Cost of hiring (Cost incurred on portals, vendors etc)

Deviation from Channel Mix and Budget - as per plan

5.Compliance

% Deviation from Source-to-Hire policies - Zero

Online / Tool data reliability - 100%