Case Studies

Case Study 1

One of the clients based in US who is into web and desktop applications (Product) approached us with their urgent need to setup a Offshore Development Center (ODC) in India, preferably in Pune. They needed to hire highly experienced Open source programmers (LAMP), Testers and Technical Support professionals which had a very aggressive time line for setup. Positions included Software Engineers, Sr. Software Engineers, Team Leaders and Creative Director, and Quality Assurance professionals. The client initially discussed with us for different options to go with for recruiting required professionals at the shortest time possible. One of the options considered was to go with an advertising in leading newspapers. When we went with Newspaper ads, we received incredible amount of resumes, but not with much quality; it addition we were spending a lot of time in screening the resumes than interviewing and the costs associated were going beyond budget within the first week.

Objectives laid down by the clients:

To hire 20 quality professionals in cost effective fashion in 15 days.

Challenges:

• Recruit required resources in a shorter span possible with diverse skills sets as they wanted to hire people on development, quality assurance, design and administration.
• Excellent communication skills was very important as candidates were required to interact with US clients and for internal communication as there were teams already working from their US office.
• Interaction with the US team for understanding the requirement well and continuous support on fresh development and enhancements.

Recommendation:

After the short trial with advertising we used different sources like

• External references by the candidates: We could build a strong database of people through the existing pool of candidates otherwise candidates could had been not accessible through others sources like advertisements and other search engines. We could also get the inputs about candidates and also could focus on best resources without wasting time and cost.
• Search engines: We used the top most Recruitment sites.
• We built a database of candidates from other companies who were working on same technologies and domains. So the selection ratio was quite high as the focus was on hiring the best candidates in less time.

Result:

With a combination of above modes, we could end up recruiting 8-10 people in 15 days, which included Finding out the right profiles, doing the initial screening with the criteria set out by the clients, conducting interviews, conducting aptitude tests and technical test using our online testing tool, and technical interview followed HR interviews. We had to schedule interviews on Weekends as the candidates were more comfortable attending interviews on weekends. We realized 90% candidates could turn up on weekends as compared to just 50% on other working days.

Conclusion:

An analysis done at the end of first 3 months showed us the quality of hires at were very high (90% of the candidates selected by us were eventually hired by client) and at 60% of the budgeted expense as indicated by client. The client was very happy with the flexibility we offered to them through out the process and for setting up their ODC in the quickest time possible, considering the team size and the varied requirements.

 

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Case Study 2

One of the clients based in Norway who is an emerging leader in VoIP to mobile convergence and a supplier of innovative hardware and software to the fast growing market for mobile Internet telephony had expansion plans. Under their expansion plans they wanted to set up a development center in India. They wanted us to help them out in different challenges like setting up Indian operations, recruitments etc. Although they needed to hire highly experienced Programmers in dot net, hardware engineer and Operations executive but hiring a Technical Head was the top most priority for the client.

Objectives laid down by the clients:

To recruit dynamic, visionary and strategic Technical Head for Pune branch.

Challenges:

• Availability of the exact Skill set what we require: This requirement required a broad technical and behavioral skillset. They were looking for C++, VC++, XML, Dotnet, COM. OOP, GUI with experience in technical domain. Behaviorally skill set included go getter, system thinking, People person, and excellent communication skills etc.
• Timelineness In Recruitment : Inviting applications all over India, Shortlisting the right resumes, Coordination with the client, Scheduling interview, Conducting Interview ( Technical and HR), Final interview with the client ( through telephone, skype, webcam sessions ) was a long process. So recruiting in timeline was a challenging task.
• Compensation Offered: People with skill set were very expensive. So we were required to recruit within the budget given to us.
• New forte of recruitment: Ecotech took up this assignment with this diverse skill set for the first time. So 3-4 day we had to spend on research to understand the skill availability, competitors, preparing database etc.

Sources of Recruitment:

• Search engines: We used the top most Recruitment site for accessing the database.
• We built a database of candidates from other companies who were working on same technologies and domains. So the selection ratio was quite high as the focus was on hiring the best candidates in less time.
• Advertising: We posted the requirement in the leading national newspaper.
• Posting: We posted the requirement on paid and free job sites.
• Groups: We also posted the requirement in groups, where the professionals in this field could see it.

Recommendation:

• Although client wanted the local candidate but we convinced to be open for candidate all across the country, which could give access to the right candidate as this skills was not available in Pune.

Result:

With a combination of above modes, we could end up in 35 days. Inviting applications all over India, Short listing the right resumes, Coordination with the client, Scheduling interview, Conducting Interview (Technical and HR), Final interview with the client (through telephone, skype, webcam sessions) providing offer letter and appointment letter. was a long process. So recruiting in timeline was a challenging task

Conclusion:

The candidate took up all the responsibilities smoothly and helped the company in setting up technical team. The candidates proved to be efficient and effective leader. The client was happy to see our proactive approach and our recruiter was able to close the assignment, as it was the critical position for the organization. Also the recruiter was offered some incentives over and above the consultancy charges. Now after this we could build up such a confidence that the client is coming to us for any kind of recruitment support.