CareerCruise - People. Process. Profits.

Recruitment Process Management – Building Capacity for Talent Acquisition a Premium Financial Services Multinational Brand


A large multinational financial services company is setting up their back office operations in India. They want to partner with an HR service provider to manage high volume quality hiring with focus on competency based assessments.

Problem Statement

New to the business of BPO, the Client had no prior experience of mass hiring in the region.

Careercruise Solution

Careercruise designed a process to identify skill sets in a multi-process and multi skill environment to ensure that quality candidates filter in and get bucketed. Various testing tools were developed to be administered to validate the skills and competencies. A robust mechanism was designed to report and monitor the effectiveness of the process. An upskilling program for the borderline category of bucketed candidates was set up to bring them at par with the best.

A supply chain was setup on priority to manage resourcing within defined budgets & ensure continuous hiring. The supply mix constituted consultants, print media for walk-ins and campus through different colleges. Careercruise also forged strong institutional relationships to create maintain this channel. With increasing popularity of internet and databases, the e-sourcing tool was used to strengthen the sourcing.

The launch of a two tier referral program including employees and candidates brought in a significant number of CVs. An ongoing communication and special candidate management programs were leveraged to create a pull and a strong word of referrals in the candidate community. Similarly, a program to reward and recognize the best consultants was instituted for their ability to provide quality candidates within short turn-around time.

Centralized Assessment Centers were instituted to benchmark candidates based on their skill sets and experts were deployed for candidate assessment and bucketing. Competencies were identified for at three levels – job, role and organisation specific. The assessment structure was designed to map out the competencies and assign them to role possibilities. This methodology was used to select the best fitment and create a pipeline with alternate possibilities. Careercruise continued to hire and build pipeline of relevant resources to provide just in time resources.

Onsite teams were also deployed and continuous on-the-job training carried out to create internal float.


Careercruise had successfully been able to set up a strong and dedicated supply channel to handle peak and trough and consistently supply quality candidates converting 70% into hires. The source mix had the ability to supply within short turn-around time and also create a pipeline of ready to hire resource. Careercruise run and managed the process successfully for 7 continuous years and provided quality candidates based on the clients need.

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