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Talent Management
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Talent Management
These are areas, where you can tell us what to do…and we take care of rest……
1) Talent Acquisition:-
Talent Acquisition Process Mapping (TAPM). It is an in-depth ,best practice,which is the most important step you can take towards building a better organization. Implementing this process organization allows you to lay the foundation for building a better organization.

This process involves 5 customizable modules or “phases”.
    Job Benchmarking
    Success Profile Documentation
    Talent Acquisition Strategy
    Interviewing & Selection
    Training & On-boarding

2) Executive Search & Selection :-
Executive Search & Selection Before you choose a recruitment partner, you should be comfortable with its search and selection process. If your recruitment partner relies exclusively on the Internet or an outdated database, it is probable that you will not be able to secure the best talent available. We utilise the following in-depth and comprehensive process to conduct each search:

3) Contingency Recruitment:-
Our contingent recruitment model is aimed for the clients who have one or more requirements and are looking for the best talent from within the region.

We have a large database of candidates to draw from but historically have found that the best candidates are passive and often referred to us by our network. We have cultivated this network and have built up extensive knowledge in the areas we work in. This combines with the senior managements industry knowledge and experience. Therefore we are able to find, filter and present the best candidates for the role.

We believe in quality and not quantity, and our role is to make our partners life easier by providing qualified candidates who exactly fit their requirements.

4) Employment Test & Assessments
Hiring mistakes can cost substantial time and money. We can help you make the best possible hiring decisions by deploying Systematic tools and techiques for a better fit.

The Process :
    Job Profile. We provide you with a simple survey form consisting of questions about the position. Following a data analysis, a custom job profile is generated that defines the traits of the ideal candidate.
    Candidate Profile. After candidates complete the profile form, a data analysis determines their personality profiles.
    Profile Comparison Chart. We, then matche the two profiles to show how closely candidates' profiles match the ideal job profile. A quick, accurate compatibility assessment is obtained for each candidate.
    Behaviour-based Interviews. To increase the accuracy of the results, we provide you with behaviour-based questions to be asked during the interview process. Based on the premise that past behaviour is the best predictor of future performance, these questions focus on a candidate's specific, work-related job experiences, offering an accurate indication of the candidate's future behaviour and likelihood of success.
   On-going Feedback. After candidates are hired, we continues to provide feedback about their interaction with co-workers. We also measures the results of entire teams to improve their interaction, communication and productivity.

Benefits of this process :
    Fair assessment of candidate skills
    Lower interviewer bias
   Candidates' positive feelings about the interview
   Legally defensible
    Better hiring decisions
    More predictable employee performance
    Better evaluation of candidate comparisons
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