Process Models

Continued competitiveness in the service business comes out of superior processes coupled with relentless execution. Our process models, reflecting various aspects and phases of the fulfillment business, provide us long term competitive advantage. This world view of the fulfillment business is at the root of our growth, success and customer endorsements.

Engagement Model - XFO (eXtended Fulfillment Organization)
XFO (eXtended Fulfillment Organization) Services is a shared risk, shared goals, engagement model which is based on mutual commitment and enables Career One to deploy the best recruiters to address the fulfillment needs of the customer. A % of the total cost is charged as a retainer and the rest along with business profit are earnable based on accomplishment of mutually agreed fulfillment goals. This is a tunable, scalable and SLA-driven engagement model which gets the best out of the relationship. It is trackeable, metrics-driven and can be tied to topline, bottomline or speed goals of the customer.
Sourcing Model - FIT Assessment Model /Fit Assessment Sheet

This model involving Career One IP, has 2 parts. Selectability and “Joinability”. Selectability focuses on what the candidate brings to the table, viz. academics, primary skills, secondary skills, domain knowledge, quality of experience, prior selection processes of previous employers, communication skills and other aspects which have a direct bearing on selection for the position in question. A 3.5 rating on 5 against all these parameters would be needed for selection to be highly probable. The 3.5 rating could be based on objective assessments or candidate’s self assessment, normalized over the other details furnished by the candidate.

Joinability" on the other hand depends on circumstances extraneous to the selection process, but which have a direct bearing on fulfillment. While selectability focuses on the candidate, joinability- the actual probability or likelihood of joining/deployment focuses on the candidature. This draws heavily from the circumstances controlling the candidate. Some of the aspects which control joining are

House-Spouse criterion
  • Whether the candidate lives with parents, pays EMI in the current location and the daily distance of commute to take up the new assignment.
  • Whether and where spouse works and the daily distance of commute to continue his/her current assignment
  • Whether and where spouse works and the daily distance of commute to continue his/her current assignment
Other offers
Candidate’s natural interests vis-à-vis your offer
  • Technology
  • Domain
  • Project Life cycle
  • Brand Name, Company image, etc.

The FIT Assessment model evaluates candidate across the 2 main factors- selectability and joinability and offers tremendous insight into prospects of selection and deployment.

Delivery Model - Process/ Milestone-based delivery control

Once the person gets selected and is ready for deployment, a milestone-based tracking system which looks for signals and creates action points is in place to evaluate candidate behavior and congruence to our deployment process. Candidates are asked to perform specific tasks at defined points to check for interest, alignment and probability of joining. If any of the milestones is missed, a trigger to build a back-up goes off, so that there is one viable candidate at the immediate next stage for further process. This delivery model is proven and is behavior-based. Career One has created a high percentage process to determine delivery which increases predictability and aids in planning and execution of large project staffing.

Risk Mitigation - Multiple redundancy-based execution model

From a recruitment perspective, once the FIT assessment and Delivery processes are in place, risk mitigation in execution is primarily done by dividing work between locations, teams, recruiters, events, screening process, panels and even scheduling staff, sourcing methodology and sources. These help in avoiding the “ Bad day syndrome” which hurts recruitment credibility. By mixing all the elements which go into the recruiting mix and closely monitoring results, Career One quickly arrives at 2 viable and high strike rate option sets in fulfillment. These are executed meticulously and areas of improvement identified for further induction into the process.

This risk mitigation model helps Career One consistently deliver on clients’ expectations while keeping surprises to a very minimum.