Shraddha Hiwale

Role and Responsibilities:

• Sourcing specialist involved in planning sourcing strategies, hiring plans .
• As a talent sourcer, working closely with varoius stakeholders like the regional recruiter,recruitment managers and hiring manager to understand and form hiring strategies.
• Sourcing talent from different regions Eg : EMEA, LATAM
• Finding and pre screening candidates based on the requirement.
• Planning Daily/weekly outreach strategy and creative messaging templates.
• Talent hunting using portals LinkedIn Recruiter, Indeed.
• Roles worked/working on- Includes both IT/Non IT i.e. Java , .NET developers, IT analyst, Data analyst, Global IT team lead, Database Engineers, Data Analytics Platform Architect , ETL developers.
• Few of NON IT Roles : Cultural Coach French, Talent Sourcer, Payroll specialist etc
• Maintaining and presenting weekly data of the pipeline built.
• Working on Market Insight data to prepare a hiring progression plan.

• Role and responsibility-
• Managed end to end IT recruitment in the domestic market
• Sourced candidates through website, Job Portals (Monster, Naukri, Indeed), Personal Network, and Employee Referrals
• Independently handled the entire Recruitment Life Cycle from Sourcing, Screening, interviewing, Selection, Hiring, Negotiation, Post Offer Follow up.
• Recruited highly specialized functional and Technical mid to senior level professionals for more involved permanent placements.
• Created and executed sourcing strategies to fill current openings and help build a healthy pipeline of qualified candidates for future openings
• Helped hiring managers to make trade-offs between quality and speed
• Stakeholder Management
• Managed and coordinated all communication with candidates. Counseled candidates on corporate benefits, salary and corporate environment
• Adapted to rapidly changing priorities and managed multiple requirements simultaneously
• Involved in NON IT demands-Content writers - This role demanded to coordinate with marketing and design teams.
• UI designers- Resources that would identify design problems, provide elegant solution, visualization of screens etc.
• Media Managers- Resources that would ensure develop content via social media, websites and other channels.Monitoring offline and online campaigns for the organization.
• Rewards and Recognition-

· Recognized by stakeholder for delivering numbers in a critical phase of pandemic.

· Highlights Roles and responsibilities-

• Demand Lifecycle planning
• Demand validation, understanding the requirement.
• Post hiring manager connect- Hiring plan setting with vendors, other profiles source.
• Understanding the category of requirement ie niche/vanilla in order to explore various hiring channels as job boards only would not suffix for nice category skills.
• Have handled demands here on different skills in network infra, oracle, SAP, Android, IOS, cloud, java,devops etc.
• Stakeholder management- Which includes the entire lifecycle from demand planning to closing candidate offer on demand.
• Weekend drive management on field and now due to WFH managing virtual drives.
• Employee referral management – As part of KPI to close ERs in SLA of 48 hrs and to be taken further for hiring activities.
• Hiring planning included ensuring there is no sourcing gap, daily update to client in order to maintain to fulfillment pace.
• Weekly project calls and date representation in terms of hiring progress and plan further. Working on hiring approvals with the project.
• Panel management for weekday and weekend interview
• Interview schedule management both in person and now virtual.
• Candidate feedback management for better experience and future references. Closing candidate queries within 48 hrs of SLA.
• Post selection, HR discussion-salary negotiations, hygiene check for documents of candidates for audit and BGC perspective.
• Taking care of offer release process.
• Post offer I have also taken initiative for candidate conversion model.
• Understanding the candidates concerns, queries, handling counter offers etc. until candidate joins and is on boarded.

Highlights: Roles and responsibilities-

• Maximum Number of sourced candidates in the hiring Mix, ensuring pre-screened candidates increasing the quality and better engagement with candidates
• 7 : 1 :: L1 : Offer (on an Average ratio)
• Youngest recruiter in the function to manage a Practice of ADM for Oracle PLSql, Mainframe hiring. Also managed recruitment for Cards & Payments Practice.
• Some of the routine activities that I perform corresponding to different functions in my role are:
• Understanding Demand/JD
• Ensuring Recruitment funnel is maintained
• Screening the Supply of profiles received from various channels on various parameters like companies, notice period, Skill set, location, relevant experience, salaries
• Managing co-ordination between the hiring manager and sourcing team to help better understand the traction
• Weekday Panel Management
• Interview scheduling, - Interview mode telephonic, video and F2F
• HR discussion, salary negotiations, understanding candidate’s current projects and skill knowledge.
• Selection and rejection supply tracker to help better understand the selection and rejection ratio against the available profiles.
• Daily calls with the hiring manager to track the fulfillment, also planning the panel slots, hiring challenges, approvals, and weekend drive planning need etc.
• Drive planning i.e. panel management, identifying sourcing channels get quantity and quality candidates, in house resource availability for drive management etc.
• Post selection candidate salary approvals to be initiated and taken from practice and account head, discussing candidate hiring margin and grid deviations.
• Post selection Candidate document verification, Pre BGV, suspect fraud check. Initiated the offer through the system against the demand.
• Working with the offer management team, help understand if the documents are insufficient or missing.
• Post offer release, initiating candidate on boarding through the system wherein the candidate is able to upload necessary documents to get his BGV initiated.
• Candidate joining date and candidate availability to checked and discussed with practice every 15 days to ensure smooth on boarding and demand fulfillment or plan back up hiring.
• Working with the conversion team to help better understand the candidate concerns and queries
• Candidate onboarding.
• Reward and recognition-
• Maximum offers in the month of February 2018, July-18- 70 offers total.
• Highest conversion ratio for the month of august-17- 70%
• Reward for maximum offers for the month of June-18.
• Projects and other work-related mentions:
• On job training to the interns of the recruitment team.
• Have trained 10+ interns till date
• Conducted Success factor tool training.
• Working with the conversion team, understanding the candidate’s queries and concerns.
• Project planning and presentation for a digital interview drive planning application (Walk-In interviews)
• Extra circular activities:
• Participated in Cap Gemini Author hunt and won the 1st prize for memoir section.
• Group quiz competitions- Representing the Pune Cap Gemini team.

• Role and responsibilities:
• Managed all phases of recruitment, including defining hiring management needs and posting available positions.
• Experience on sourcing from portals like Naukri, monster and LinkedIn.
• Responsible for sourcing, screening and scheduling candidate interviews.
• Cold calling, mass mailing and job posting.
• Includes calling to candidates coming in through marketing strategy.
• Built social networks to find qualified candidates.
• Worked on mass walk in drives in Pune, Bangalore.
• Reward recognition for best performer for a walk-in drive event.
• Highest 85% of target achievement in the organization.
• End to end recruitment.
• Handling IT recruitment for various skills like java, .net, c++, mainframe, network security, SAP.
• Non-IT recruitment for BPO voice process profiles for adobe.
• Passive hiring for NON-IT requirements.
• Yachting industry recruitment and client delivery for TIAN boat.
• NON IT Hiring- Marketing Manager- Resources with background in brand and consumer insights, analytical awareness of market trends etc.
• Graphic designers- Resources with visual ideation, software knowledge, print design etc.
• UX/UI resource hiring- This demand required designers well versed in designing,coding and visual communication etc
• Successfully managed corporate events and job fairs at different locations.