Maxonic Consulting - Close your Difficult to hire roles/ Get Impactful Leaders/ Heads/Mid Managers

HIRING FOR A CLIENT FOR - Position Name: Associate Vice President _ HR, BPO Operations Report in to: CHRO/HR Head of the Business Organization – Start up in the space of BPO & IT Location: Noida.   Work Week : 6 days /week for first year Industry :: Domestic BPO Job Description: Associate Vice President - HR, BPO Operations   Position Overview: Embark on an exhilarating journey as the Associate Vice President of HR for our cutting-edge startup in the BPO & IT space, backed by industry giants InterGlobe and another prominent IT player. Based in the vibrant city of Delhi NCR, this role reports directly to the CHRO/HR Head of the Business and offers a unique opportunity to shape the HR landscape of a dynamic organization. Experience: With a distinguished 16-18 years of experience, we seek an HR maven with a proven track record specifically in BPO operations. Key Areas of Work: Elevated Employee Life Cycle Management: Spearhead initiatives to enhance Learning and Performance Management, ensuring our employees thrive and grow. Innovative Technology Implementation: Drive the implementation and effectiveness of cutting-edge technology platforms within the HR domain, setting the stage for a seamless and futuristic employee experience. Policy and SOP Maestro: Craft and design company policies and SOPs that resonate with our innovative ethos, fostering an environment of efficiency and compliance. Engagement Alchemist: Measure the pulse of our organization by evaluating the impact of employee engagement programs and communication plans, ensuring a workplace that thrives on positive energy. Employer Branding Virtuoso: Weave a compelling narrative to design a strong employer brand that leaves a lasting impression, positively impacting talent retention. Talent Acquisition Virtuosity: Showcase your prowess in Talent Acquisition, ensuring a robust pipeline of exceptional talent that aligns with our ambitious growth trajectory.   Key Responsibilities:   Unleash high-quality leadership, establishing HR credibility, and leading an effective HR function. Sculpt and implement HR policies, practices, and processes in harmony with business strategies and values. Innovate programs, processes, and policies for talent attraction, recruitment, induction, and onboarding. Take the helm of end-to-end Talent Acquisition, shaping the workforce of tomorrow. Orchestrate optimal staffing through strategic manpower planning and review mechanisms. Cultivate capability building, learning and development, career planning, and performance management initiatives.   Qualifications: Bachelor’s/Master’s degree in Human Resources or a related field. A sterling track record in BPO operations with 16-18 years of progressive HR experience. Leadership prowess coupled with exceptional communication and negotiation skills. Deep understanding of HR policies, processes, and best practices, talent acquisition, employee engagement, and performance management. Send resume to - careers@maxonic.in

We're #hiring a new Marketing Manager in Delhi. Apply today or share this post with your network.

We're #hiring a new Business Development Specialist in Delhi. Apply today or share this post with your network.

Looking for a Channel Sales Head to head Channel Sales function for a small but fast growing Logistics company which operates in B2B space. CHANNEL SALES HEAD ( DGM / Sr Manager level) Must have 8 to 15 years of experience, must be from Logistics / Courier / Transportation domain (others please do not apply, it will go nowhere) Must have done Sales team management, Must have setup channel partners and achieved desired sales results from them Location - Gurugram Budget - Competitive, appropriate hike will be given, however the max limit not to exceed , in the ballpark of 45. Rush your resumes to : jobs@maxonic.in

Looking for a DGM/ Sr Manager Marketing to head marketing function for a small but fast growing Logistics company which operates in B2B space. Must have 8 to 15 years of experience, must have done B2B Pricing / Bids / Proposals/ RFPs/ RFIs as one expertise ; must have done Branding and establishing a new brand preferably in B2B ; and thirdly must have done PR Communication and Strategy as a third expertise. Location - Gurugram Budget - Competitive, appropriate hike will be given, however the max limit not to exceed, which would be in ballpark of 45 or so. Rush your resumes to : jobs@maxonic.in

We're #hiring a new Business Development Specialist in Delhi. Apply today or share this post with your network.

We're #hiring a new Head of Quality ; Transitions ; Training ; Solutions in Noida, Uttar Pradesh. Apply today or share this post with your network.

https://lnkd.in/g6XKbWCv

"There would be atleast 1 candidate like this, we just need 1. Go Get Him " MOST hiring managers will be focussed on detailing their ideal hire. They are not wrong. Yet, they could be guided. The real value of TA is in asking the right questions and guiding the strategy. A more effective strategy could be to be candidate focussed. Yes, its a candidate driven market. Moreover, the top performers need a strong reason to leave what they do and join you. 1. Design a target candidate profile such that for that candidate there is reason beyond more money to come and work in this role. Why would someone from a competitor, already doing the same role as you have, successful in what they do, leave their current job and join you ? 2. Use Skill based target candidate descriptions rather than education/years of experience to increase candidate pool without compromising quality of hire 3. Reality is, even if sourcers find the super detailed target candidate, he will have zero motivation to come and work for you, making him a non motivated hire. WILL is more important than SKILL. 4. Screen all candidates based on phone conversations, not based on resumes. The best performers rarely have made a great resume.

https://lnkd.in/g-cdXyqU LinkedIN's peep into the future indicates the Quality of Hire as the most important metric to track for a successful recruitment program. For Mid and Small size companies, it is all the more important to track this as the single most important metric of success of their recruitment efforts. And, its easy to define for them. An easy equation to measure could be :: Quality of Hire Score =(Performance of the new hire in first 12 months X 0.5) X   (improvement in capabilities of new hire's team  X 0.015)  X (Alignment of values with Co OR Cultural Fit  X 0.25)  X ( How long is the hire likely to stay   X 0.2) A It is alarming that most Mid/Small firms settle for a 'reasonable' quality hire, rather than push the envelope to hire the top 25%. To hire the top 25% quality candidates, one needs to change the way one recruits. Growth trajectory and business outcomes of Smaller firms are so very dependent on the quality of new hire, a 'reasonable' hire has far reaching negative impact, that goes unnoticed. Some ways to hire from the top 25% pool are : 1. First know how the top 25% would work differently in the job role that you have 2. In the outreach, Describe the Job , NOT what the CANDIDATE should have 3. Increase your catchment area, increase the target talent pool 4. Understand the needs of prospect candidates, not describe the job 5. Source candidates through networks and email campaigns only. No job postings. 6. Involve the hiring manager in the entire cycle. They must do this if they want a hire from the top 25% .....if you need to know further more on this, leave a message, and we could connect back with you........