54 PROjECT PRIDE
to maintain commitment and for their smooth cash flow
for this project.
The Talent Acquisition team was tasked to acquire the
talent required for project in a short period. The talent
acquisition team put in place a plan of action to ensure
that the objective was met within the timelines required
by the project team. The first priority was Internal Talent
identification across the Group through the internal job
posting, the Talent Acquisition team ensured that the
applications received were processed in two days and
interviews were scheduled for the shortlisted applications.
Almost 40% of the positions were filled through internal
talents of the total requirement. Floated an employee
referral scheme, which was instrumental in sourcing the
best talent from the industry. About 60% of the external
talent acquired were through the employee referral scheme.
An average of 30–40 interviews were conducted every day
for almost two months. More than 400 applications were
processed by the Talent Acquisition team for this project.
Technical interview panels consisting of the best in-house
talents from their respective departments were set up,
which also ensured a near 100% fitment and very low
attrition levels. Mission-critical positions like engineering
head and mechanical head for the central project team,
Site head, were prioritized and brought on board. More
than 85% of the required talents were on-board within 60
days of project kick-off. Talent acquisitions team worked
in close coordination with the site HR, Infrastructure and
Facilities team to ensure timely transport/relocation, as well