New Age Workforce Practices

flexi
HIRING PRACTICES

Lateral Hire – Institutionalized

Fresh Talent Hiring- Shaping up


Opportunity ?

Short term/contractual and
Gig / Flexi employees

Leverage and monetize
trained manpower



workforce

Conclusion

Establish a structured career gateway

Institutionalized Outplacement

Flexibility
Of
Employment

group























Outplacement Model

PHILOSOPHY

Institutionalize the 2nd innings for the Trained Manpower available in the job market Engage ahead of the curve, ensuring job continuity Ally redundancy at one job site with opportunity / demand elsewhere.

INPUT




ENGAGEMENT




OUTPUT





Activity Timelines and Chronology



D-30

D-20

D-15

D-10

D-7

D-3

Outplacement Data from MSIL

Skill Maping

Get jobs role on the horizon

Assessment for available roles

Psychometric Assessment

Issuance of Joining letter



D-0

D+1


Joining

OnboardingTransition and relocation

DAY
ZERO

Program Components

PersonalBranding Assistance

Resume and application building
Enhance, rewrite resume and cover letter as per targeted job role
Creating Social media representation
Help candidate build profile on various portals with right content and keywords

Jobs Funnel
Open market

Creating target list of potential employers
Build a list of employers with probability of placement.
Take candidates interest for preferred industries

Jobs Funnel VISPL’s client network

Checking for live open opportunities from VISPL’s mandates
Look for open position with VISPL’s current client base
Proactively approach clients with the profiles of candidates

Aggregating jobs posted on portals

VISPL proactive communication approach of jobs from job portals
VISPL to send job links to candidates by aggregation from job portals
VISPL to approach these employers and request for priority placement of candidates