Executive Search
This is focused on recruiting board and top-level management for organisations. We look to see every customer’s vital objectives, the particular influential positions and skills expected to meet organisational objectives, and the way of life that new officials need to epitomize. We represent you to companies and allow you to recruit top-level management for your company, this whole process is kept confidential and ensures efficiency and cost viability.
Senior-level and Middle-level Hiring
Top-level alone cannot sustain the organisation, they need middle-level management for any change to be implemented in the organisation. As middle-level management is the sandwich layer between top-level and lower-level management so they have access to both, thus somewhere success of an organisation depends upon middle-level management. We allow you to find good and effective middle-level management. Afflatus HR ensures, you no need to weeding through and spend time only with the candidates who are a strong fit for your job.
IT Hiring
IT Staffing is one of the re-appropriating methodologies where the administration supporter gives talented staff to the customer and helps the customer in accomplishing business targets. IT Staffing is an effective method to get exceptionally qualified and concentrated Personnel at a significantly minimal effort. We offer IT Hiring services to customers, empowering them to stretch out their staff to our offshore improvement focus in India exploiting our certified and experienced faculty. Our services give customers a practical answer for increment and grow their staff and help associations to achieve their extraordinary or regular projects.
Start-up Hiring
It is very important for any start-up to find the right team of employees that help build a strong base for a start-up. Finding effective and passionate employees is very important for start-up especially as you have minimal market resources. We at Afflatus Hiring let you find effective, passionate, hard-working and loyal employees to build a strong foundation for your business. This is done after proper hiring steps and processes as employees are the backbone for any start-up to build.
Employee Branding
Innovation has caused a fantastic move-in impact. In the present economy, companies have gone to employee branding to help construct consumer trust and bring home top ability. Employee branding is another turn in representative commitment and personality. It shapes the conduct of the staff so they anticipate the brand personality in their everyday exercises. The centre thought is to change your employees into brand envoys. So, they can show your image in the most ideal light. Any association with extraordinary employee branding transforms your representatives into brand diplomats as well as expands efficiency. What’s more, image reliability, inspiration and notoriety likewise improve. We help you build employee branding so that you can increase your customer loyalty towards your company and construct consumer trust.
Our Approaches to Methodology and Filtration Process
Job screening, scheduling interviews, background check are simply several of the many words and phrases which everyone talks about, indeed these are important steps for recruitment. But for us as a consultant, Research and Relationship management is most important for any successful Recruitment. In the end, our aim is to hire great people for great companies and this starts with creating an engaging relationship with every client & candidate to make sure they are fully invested in the recruitment process.
Research and Relationship management, allows you to have successful recruitment with quick quality reference, lesser chances for drop-out, increases output and makes the recruitment process effective and stress-free.
Our Methodology includes the following:
Pre-Sourcing:
Position Analysis
It is most important in our profession to understand what our client seeks in the position that it lends out to the recruiter. Here we try to develop our consciousness in tune with the client.
Client Analysis
Recruiting in this competitive market is more than looking for just technical and functional expertise. Hence as an outward spiral, we have evolved to take in consideration individual’s behaviour, aspirations, culture, performance and interest level. Hence, we put in unparallel labour to create brand value so that it excites the potential candidate in very first narration.
Target Analysis
Lot of work stands done if we just pinpoint on the bull’s eye. Hence a lot of our research goes in zeroing on the corresponding designation, companies and the vertical in which our client operates. This enables us to approach the right kind of candidates for disclosing the job information.
Strategy
Every client is unique and so are their requirements. Hence, we operate in an agile framework to come up with distinctive and innovative strategies for our clients to offer then the right kind of candidates.
Sourcing:
Availability
Now niche and top-level hiring require a multidimensional approach. Hence moving ahead, we have revitalized our core business process to make use of multiple sources such as social media footprints, industry mapping, web search, referrals etc to frame a list for all possible candidates.
Fitment
With the list in our hand, here we start to mine on the list. We examine the worth of each candidate by looking at their technical & functional expertise, current company, CTC, experience, academic pedigrees etc and eliminate those who do not match our expectations.
First Level short-listing
We call the identified people and speak to them. At this level of our communicative procedure. We try to eliminate the paper tigers from the real candidates. Our list begins to shorten from here and our work begins to materialize.
Expert-Level short-listing
To ensure that our client gets a red-carpet treatment, we employ our experts to examine the technical, performance-based and psychological aspects of the candidates. We work on minute details using our earned expertise and share only “The Best” to save our client’s time and cost.
Post-Sourcing:
Interview
We manage end to end interview coordination and ensure that the candidates appear for the interview with utmost punctuality. Our short-listing procedure and engagement with the candidate ensure the presence of motivated candidates and minimal candidate drop out ratio.
Negotiation
Being cognitive of the fact that salary is one of the most motivating factors to work, we engage in salary. mind, the idea of career progress, existing economic and industry conditions to settle on a fair salary mind, the idea of career progress, existing economic and industry conditions to settle on a fair salary structure.
Verification
We make sure you hire with confidence, for the same we provide at least two telephonic background verification report apart from the reference provided by the candidate.
Follow-Up
Nothing is more frustrating in recruitment than candidates dropping off after an offer has been made. Hence right shortlisting, ability to discover red flag at an early stage, friendly relationship, proper communication has always been our key strength to maintain our higher offer to joining ratio.
Our Approaches to Methodology and Filtration Process
Job screening, scheduling interviews, background check are simply several of the many words and phrases which everyone talks about, indeed these are important steps for recruitment. But for us as a consultant, Research and Relationship management is most important for any successful Recruitment. In the end, our aim is to hire great people for great companies and this starts with creating an engaging relationship with every client & candidate to make sure they are fully invested in the recruitment process.
Research and Relationship management, allows you to have successful recruitment with quick quality reference, lesser chances for drop-out, increases output and makes the recruitment process effective and stress-free.
Our Methodology includes the following:
Pre-Sourcing:
Position Analysis
It is most important in our profession to understand what our client seeks in the position that it lends out to the recruiter. Here we try to develop our consciousness in tune with the client.
Client Analysis
Recruiting in this competitive market is more than looking for just technical and functional expertise. Hence as an outward spiral, we have evolved to take in consideration individual’s behaviour, aspirations, culture, performance and interest level. Hence, we put in unparallel labour to create brand value so that it excites the potential candidate in very first narration.
Target Analysis
Lot of work stands done if we just pinpoint on the bull’s eye. Hence a lot of our research goes in zeroing on the corresponding designation, companies and the vertical in which our client operates. This enables us to approach the right kind of candidates for disclosing the job information.
Strategy
Every client is unique and so are their requirements. Hence, we operate in an agile framework to come up with distinctive and innovative strategies for our clients to offer then the right kind of candidates.
Sourcing:
Availability
Now niche and top-level hiring require a multidimensional approach. Hence moving ahead, we have revitalized our core business process to make use of multiple sources such as social media footprints, industry mapping, web search, referrals etc to frame a list for all possible candidates.
Fitment
With the list in our hand, here we start to mine on the list. We examine the worth of each candidate by looking at their technical & functional expertise, current company, CTC, experience, academic pedigrees etc and eliminate those who do not match our expectations.
First Level short-listing
We call the identified people and speak to them. At this level of our communicative procedure. We try to eliminate the paper tigers from the real candidates. Our list begins to shorten from here and our work begins to materialize.
Expert-Level short-listing
To ensure that our client gets a red-carpet treatment, we employ our experts to examine the technical, performance-based and psychological aspects of the candidates. We work on minute details using our earned expertise and share only “The Best” to save our client’s time and cost.
Post-Sourcing:
Interview
We manage end to end interview coordination and ensure that the candidates appear for the interview with utmost punctuality. Our short-listing procedure and engagement with the candidate ensure the presence of motivated candidates and minimal candidate drop out ratio.
Negotiation
Being cognitive of the fact that salary is one of the most motivating factors to work, we engage in salary. mind, the idea of career progress, existing economic and industry conditions to settle on a fair salary mind, the idea of career progress, existing economic and industry conditions to settle on a fair salary structure.
Verification
We make sure you hire with confidence, for the same we provide at least two telephonic background verification report apart from the reference provided by the candidate.
Follow-Up
Nothing is more frustrating in recruitment than candidates dropping off after an offer has been made. Hence right shortlisting, ability to discover red flag at an early stage, friendly relationship, proper communication has always been our key strength to maintain our higher offer to joining ratio.
Pre-Sourcing:
- Position Analysis: It is most important in our profession to understand what our client seeks in the position that it lends out to the recruiter. Here we try to develop our consciousness in tune with the client.
- Client Analysis: Recruiting in this competitive market is more than looking for just technical and functional expertise. Hence as an outward spiral, we have evolved to take in consideration individual’s behaviour, aspirations, culture, performance and interest level. Hence, we put in unparallel labour to create brand value so that it excites the potential candidate in very first narration.
- Target Analysis: Lot of work stands done if we just pinpoint on the bull’s eye. Hence a lot of our research goes in zeroing on the corresponding designation, companies and the vertical in which our client operates. This enables us to approach the right kind of candidates for disclosing the job information.
- Strategy: Every client is unique and so are their requirements. Hence, we operate in an agile framework to come up with distinctive and innovative strategies for our clients to offer then the right kind of candidates.
Sourcing:
- Availability: Now niche and top-level hiring require a multidimensional approach. Hence moving ahead, we have revitalized our core business process to make use of multiple sources such as social media footprints, industry mapping, web search, referrals etc to frame a list for all possible candidates.
- Fitment: With the list in our hand, here we start to mine on the list. We examine the worth of each candidate by looking at their technical & functional expertise, current company, CTC, experience, academic pedigrees etc and eliminate those who do not match our expectations.
- First Level short-listing: We call the identified people and speak to them. At this level of our communicative procedure. We try to eliminate the paper tigers from the real candidates. Our list begins to shorten from here and our work begins to materialize.
- Expert-Level short-listing: To ensure that our client gets a red-carpet treatment, we employ our experts to examine the technical, performance-based and psychological aspects of the candidates. We work on minute details using our earned expertise and share only “The Best” to save our client’s time and cost.
Post-Sourcing:
- Interview: We manage end to end interview coordination and ensure that the candidates appear for the interview with utmost punctuality. Our short-listing procedure and engagement with the candidate ensure the presence of motivated candidates and minimal candidate drop out ratio.
- Negotiation: Being cognitive of the fact that salary is one of the most motivating factors to work, we engage in salary. mind, the idea of career progress, existing economic and industry conditions to settle on a fair salary mind, the idea of career progress, existing economic and industry conditions to settle on a fair salary structure.
- Verification: We make sure you hire with confidence, for the same we provide at least two telephonic background verification report apart from the reference provided by the candidate.
- Follow-Up: Nothing is more frustrating in recruitment than candidates dropping off after an offer has been made. Hence right shortlisting, ability to discover red flag at an early stage, friendly relationship, proper communication has always been our key strength to maintain our higher offer to joining ratio.