When HR people talk about talent management, they are really just talking about making sure that they recruit, train, manage, develop and retain the best people. Sometimes talent management programs don't include everyone in the organization, but only the high potential employees and current leaders. Both management and HR departments are involved in developing and implementing a talent management system.

Corporate culture refers to the beliefs and behaviors that determine how a company's employees and management interact and handle outside business transactions. Often, corporate culture is implied, not expressly defined, and develops organically over time from the cumulative traits of the people the company hires. A company's culture will be reflected in its dress code, business hours, office setup, employee benefits, turnover, hiring decisions, and treatment of clients, client satisfaction and every other aspect of operations.

Every company has its own culture. Cultures can develop naturally without any effort, but often the HR department will attempt to build a specific culture. You'll see mission statements and team building activities and a number of other activities that are designed to create a specific culture within the organization.

The typical steps of a recruitment process vary depending on the role and company. But, most hiring teams will likely go through these steps:

  1. Identify the need for a new job.

  2. Decide whether to hire externally or internally.

  3. Review the position’s duties and requirements and write a job ad to post online.

  4. Get approval to advertise the job.

  5. Solicit referrals from employees.

  6. Select appropriate sources (external or internal) to post job openings.

  7. Decide on hiring stages and possible timeframes.

  8. Review resumes in company database/ATS.

  9. Source passive candidates.

  10. Shortlist applicants.

  11. Screen and interview candidates.

  12. Run background checks and check references.

  13. Select the most suitable candidate.

  14. Make an official offer.

Each step might have several sub-steps. For example, step 10, which addresses screening and interviewing candidates, may involve pre-employment testing, work samples and multiple interviews.

The words “recruitment” and “selection” describe two distinct phases of your hiring process. Recruitment refers to attracting, finding and engaging candidates. Selection refers to evaluating candidates and ultimately hiring the best among them.

The phrase “recruitment and selection” is used to describe the entire hiring process. Often, the word “recruitment” appears as a general term and includes “selection.”

Recruiting agencies help make you’re hiring more efficient by undertaking the initial phases of your hiring process (including resume screening, phone screens and first interviews.) Recruitment agencies are especially useful when you need:

To meet short-term hiring needs. A recruiting firm finds employees fast, since they have a network of candidates with whom they have built relationships. Staffing firms, which hire candidates as employees and then assign them to clients on a temporary basis, may be useful in this case.

To enhance your pipeline for a role. A recruiting agency helps you fill your pipeline with qualified candidates, allowing hiring managers to make more informed decisions. You could also hire a recruitment agency to help you attract and build long-term relationships with passive candidates.

To hire for a specialized or executive role. Recruiting agencies bring in knowledge of specialized skills, niche job boards and unique sourcing methods.

Headhunters search for talented people who meet hiring managers’ requirements. Headhunters are mostly responsible for locating candidates, online or offline, and engaging them. Here are some headhunter responsibilities:

Coordinate with hiring managers to define necessary requirements for open roles.

Send recruiting emails to passive candidates.

Join social media groups and professional networks to interact with potential candidates.

The term assessment center is a process that is being increasingly used by organizations to assess staff, either as part of the recruitment process or for internal development and promotion.

Types of exercises:

What is an In-Tray Exercise?

The in-tray exercise forms the back-bone of any assessment center and this is because of the diversity of behaviors as well as, Knowledge, Skills and Attitudes (KSA’s) that can be tested as part of this exercise.


What is a Presentation Exercise?



What are Group Exercises?



What are Role Play Exercises?

This type of exercise also allows the assessors to actually test how you respond when put on the spot or dealing with conflict. The key purpose of the exercise is to again see what competencies you display and how your behavior matches those of the required role.


What is a Media Interview Exercise?

This specialized exercise is unlikely to be in the majority of assessment centers, but if you are seeking a senior management position or directorship then you must familiarize yourself with this exercise. You can view it as a unique role-play exercise designed to assess how well you perform with the press.

Some competencies cannot easily be demonstrated in exercises and the only opportunity to ‘demonstrate’ them will be with reference to your qualifications, employment history or personal achievements. The assessors are aware of this and almost all assessment centers retain some sort of interview component, usually a competency-based interview.


Every company has an Employer Brand, whether they like it or not. If employer branding is the process, the employer brand is the identity of a company as an employer of choice. For effective employer brand promotion, however, the company can only attract current and future employees if it has an identity that is true, credible, relevant, distinctive and aspirational. To achieve this, extensive research needs to be conducted, so as to ensure that the employer’s identity addresses not only Top Talent’s but also Top Management’s demands.

Because we believe in Human Resources and we also believe that “Human” comes before “Resources”.

Because  we bring a human touch in each project.

Because we are a young company but with experienced people inside and we are highly motivated to have long term successful partnerships with our clients.

Recruitment is what we do – so we do it well, and we do it fast. Our consultants have a real passion for what they do and they know how to do the best possible job in the quickest possible time.

And the last but not the least, we want to contribute to people development because, even it sounds idealistic, we want our country a better place to leave.