Career Mojo Consultants Who are we Career Mojo

Career Mojo Consultants

Who are we? Career. Mojo is a team of motivated and dynamic professionals, who are passionate about people growth and work in the same cadence to deliver the best of services, “in time, every time. ” Our stand alone BPO service offerings include both voice and non-voice services to mention a few – JD creation, job posting, sourcing, resume short listing, Interview line-ups, preliminary interview & assisting you till successful joining. While you focus on your core business & respond to growth opportunities we’re here to help you with your manpower needs at the right costs. You can rely on our knowledge and insights about the industry-specific challenges you face. Insights developed since our founding, through countless hours of client services provided by our stellar consultant team.

Mission We believe in long-term relationship with our clients by developing & maintaining our understanding of the needs of their business through conversation & communication & finding the most competent manpower solution which has real value in the organization. At the same time, we are focused in value addition in the professional acumen of the profession. Vision To become the most respected Customer-Centric Company that is best managed in terms of eminence, reliability and deliverance. We aim to be the best employer by setting benchmarks in Employee Care, Corporate Ascendancy and Community Services. Values Our corporate values guide us to have a positive outlook to offer rich services to our valued clients. Our delivery methodology and supporting tools ensure to offer effective service for each of the client.

Career. Mojo Consultants Career. Mojo can be integrated into the recruitment process and HR initiatives to drive performance and align with the companies objectives. Succession Planning EVP & Surveys Individual Assesment Career. Mojo Assessment & Development Centres Leadership Development & Coaching Graduate Recruitment Performance Management Competency Modeling

Transforming Business Performance

Labor Market Who’s Got The Power? Employers? Employees?

Our Services q HR Recruitment/ Staffing/ Placement Solutions. (Temporary, Contractual & Permanent) q Campus Recruitment q Corporate Training, Institutional Training, Professional Training. q Corporate Assistance.

Our Process in Recruitment Services Defining the requirement JDs and CTQ Resume Sourcing Job Portals Internal Database Head Hunting Referral Scheme Classification & Pre-screening Classification Tele - Screening Sourced Resumes Ranking Interview Co-ordination & Management Short List & Offer Management Final shortlisting Offer Generation & shipment

Our USP • A large database of candidates meeting your requirement. • Trust, confidentiality and dependability are our key values. • Consultative approach with Clients. • Outstanding and trained Recruitment Consultants committed to delivering the best. • Trustworthy and dependable association with candidates. • Consistency in meticulous selection process. • Recruitment at all levels in a Client organization. • Just-in-time Recruitment. • Temporary to Permanent Recruitment.

Managing The Talent War The war for talent exists, organizations need to address the workforce gaps and their future potential to remain competitive. Issues that need to be addressed include: • • • How do I find and grow my knowledge workers and leaders? How large is the gap between my needs and reality? Buying talent will not be sufficient as a solution to meet my business needs. Growing talent internally is key, but how? We must retain talent, but how?

Identifying & Developing Top Talent 185 150 100 Average Performe r 100 Top Performer 225 Average Perform er 100 Top Performe r Average Perform er Top Perform er Productivity Low Complexity Jobs Medium Complexity Jobs High Complexity Jobs

Increasing “Fit” To Drive Performance & Retention “Can Do” “Could Do” (Or has already done ) (With training & experience) Abilities & Aptitudes Personality & Work Style “How They’ll Do It” (How they approach work) Knowledge & Skills Preferences & Values “Want To Do” (Has interest or motivation to do)

Assessment Benchmarking Identify incumbent sample Define performance standards Identify appropriate assessments Gather performance data for each employee Statistically analyze data to determine which assessment(s) scale(s) predict on-the-job performance Each employee completes assessment(s) Match employees performance data with their assessment data Develop recommendations and plans regarding future assessment and selection

Summary • • • Identifying talent is going to become more vital with the predicted skills shortage and therefore more science must be added to the selection process. Although it may look like an additional cost, adding science to selection can save thousands in the future. It is important to identify the right solution for your organization and the types of roles you hire. Whatever you do, always start with the right competencies for each role and build from there. Always remember, high potential is developed through a solid understanding of competency and behavior.

Contact Us Please email us for any communications at hr@careermojo. in Or, visit our website - www. careermojo. in Career. Mojo Consultants. Regd. Office : - A-89, Sector 19, Noida Mob : : 7838 -89 -15 -53/ 9899 -42 -92 -94 Follow us on Facebook http: //www. facebook. com/Career. Mojo