A very good understanding of customer’s resource requirements is fundamental to being successful in filling the position with the appropriate candidate. Our research in this area shows that clarity in requirements is not penned down comprehensively during requirement gathering stage and in many cases clarity is visible only after the first interviews with prospective candidates.

Right at the start, SBM’s client managers quiz customers on every minute detail to capture their preferences including but not limited to just technical and domain skills but also gain a good understanding on work culture and ethics, HR practices and reward policies.

SBM’s delivery organization truly functions as an extended arm of its client’s HR organization and takes a pro-client-brand ambassador approach with prospective candidates to generate adequate enthusiasm to work for the client. A very detailed presentation and representation of the client is given even before getting into the role details.

SBM’s candidate interface managers take the role of Life Work counselors than limiting to just tangible technical screeners. SBM’s candidate interface managers emphasize on adequately analyzing prospective candidates on their rationality to apply/ need to change, in the process try to take control of their commitment across the delivery life cycle, i.e., application stage to interview stage to joining.

In some occasions, SBM’s Life Work counselors trust their “gut feels” when assessing a technically fit prospective candidate on intangibles like interest and commitment levels to precipitate “drop outs” at an early stage.

SBM’s Life Work counselors put themselves in the shoes of prospective candidates and critically review their application for the opportunity presented and in some cases they also take a stand of communicating to candidates “not to apply”, if reasons for change are not compelling enough.

Reward management continues to be the key driver in applying decisions and plays a even more critical role in sustaining to relationships.

SBM’s delivery team monitors industry reward trends closely and review along with client’s HR managers in arriving at the perfect reward figure for every new position to get the basics right in attraction and retention!

Post Joining, SBM’s managers continue to interact with their delivered products, human resources to get insights into areas like Satisfaction with their Organization, Role and feedback the same to reporting managers to enable proactive action towards retention.