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Business Plan

The document discusses strategies for improving sales and increasing new consultants, including maintaining a common database for transparency, offering guesthouse stays, providing training programs, supporting consultants on the job, addressing issues with the mailing server, managing existing consultants, maintaining relationships with clients/vendors, finding projects for existing consultants, introducing recruiter chatbots, using a company website for postings and training, implementing mobile recruitment including social media, and using an employee referral program.

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TANUJA GOTTUMUKKALA
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21 views3 pages

Business Plan

The document discusses strategies for improving sales and increasing new consultants, including maintaining a common database for transparency, offering guesthouse stays, providing training programs, supporting consultants on the job, addressing issues with the mailing server, managing existing consultants, maintaining relationships with clients/vendors, finding projects for existing consultants, introducing recruiter chatbots, using a company website for postings and training, implementing mobile recruitment including social media, and using an employee referral program.

Uploaded by

TANUJA GOTTUMUKKALA
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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My primary projections for this 2021 forecast for sales improvement and subsequent increase in no: of

new consultants on bench and the closures are as follows:

COMMON DATABASE
Universal access to entire sales team on a common database for transparency of communication. There
is a need to maintain common database which give access to all our recruiters and sales team to access
the candidates we submit or the bench list . Using that list sales team may reach out and ask for
references or get them on our payroll. Some companies are using applications like Bull Horn to give
common access but which is not user friendly and many features are not useful for us. Instead we need
to get our own designed application to be more user friendly kind of Ceipal which directs us to portals
(dice, CB, Monster , Indeed etc), In the same way using our official ID and pwd we have to go to
common database divided skill wise with basic details.

GUESTHOUSE STAY
We need to offer guest hour stay with minimum basic needs supply like rice, atta, vegetables like
Potato, Onions so that more and more of OPT,CPT consultants would be interested in our training
programs if boarding and lodging are provided

TRAININGS
We need to check with our available resources and contacts as to who are available to handle training
needs of our company and on what technologies we can provide traning

SUPPORT ON THE JOB


Not just hiring, but we need to make the consultants understand that we also provide support on the
job with any of our senior resources in our bench who can be available on calls to help newly joined
consultants with on-job support as and when required. The senior consultants must be willing to help
these new folks and we need to finalize on this list as to who are available on what technologies in
what available timing.

MAILING SERVER PROBLEM


We have issues with the mailing server on periodic basis. Mails sent to Gmail accounts are okay but
mails sent to yahoo accounts are not reaching the candidates. Also most of the emails end-up in spam
folders of many companies, where sometime email is the only communication (White vendors prefer
only emails, they never take calls) Also, sometimes there is a huge delay in delivery of the email. And.
We request to help with smooth functioning on the email server and probably have access to send
multiple emails in thousands in one go which helps with mass emailing of the recruiters and sales
teams. There are companies which are right now taking server with cloud attachments so that any
number of emails can be sent with no issues of SPAM

MANAGING EXISTING CONSULTANTS


We need to manage existing consultants with “I am there always for you” Motto. Consultants shouldn’t
be felt that they are left alone. Regular communication, occasional seasons greetings, birthday
greetings and probably small gift (amazon gift voucher, etc) can help them be motivate to be with us
for a long run.

DATA OF EXISTING CLIENTS / PARTNERS / VENDORS THROUGH WHOM WE GOT PLACEMENTS:


We need to maintain good relations with all the vendors / partners and clients of our closures and
always monitor their openings to act fast to submit our consultants.

DATA OF EXISTING CONSULTANTS


We need to be active in finding out which consultants are coming out of projects soon and start
marketing them rigorously. We can also request him to give references from his current team who are
looking for change in his company beforehand which will help us with more relevant data.
AI-POWERED RECRUITER CHATBOTS (ONLINE HELP)
Recruiters chatbots main aim is to provide real-time interactions with the candidates by asking online
help in clearing their doubts, build confidence, creates interest to work with Intellyk. 67% of job
seekers build a positive impression of a company if they get regular updates throughout the application
process. We can introduce this to any of our job postings on our company website or to acquire new
candidates or to create new bench list which makes interactions realtime and candidates appear to be
more interested in our company

COMPANY WEBSITE
We need to have access to company website to make job postings also social media like twitter,
facebook, LinkedIn. This may be useful a lot if we need to introduce online training classes for OPT/H4
EAD consultants. We can generate a link for this ad posting and put it in our signature so that people
can have direct access to the same from our email signatures. This is important as dice/monster have
restrictions on job postings seeking for “Training”

MOBILE RECRUITMENT
 Over 90% of the candidates use their mobile devices to look for their dream job. 
 45% of those does so daily  
According to this trend, the recruiters need to create job listings and ensure that they are mobile-
friendly. For Ex: applications like Telegram we can use to create job list and people may join and
access it from their mobiles.. An easy to use mobile experience helps the candidates to search and
apply for jobs. 

Mobile recruitment also helps you to get maximum out of social channels. 79% of job seekers use social
media when they search for a job. Mobile and social media go hand in hand so, it is necessary to make
social media a part of our recruitment strategy. The possibilities here are endless and go beyond the
same old social media platforms like Facebook, Twitter & Linkedin. Hence our social network must be
active on dailybasis.
New and innovative forms of social networks are starting to pop up. Look at Bumble for example,
initially the platform for making love and friendship connections. Now they have launched Bumble Bizz,
which offers networking for users and finding your next professional connections is simple with the
app’s geolocation feature. 

THIS WE HAVE IMPLENTED AND USING SUCCESSFULLY- IDEA WAS AT THE TIME OF OUR MEETING BY NOW
IMPLEMENTED.
USE AN EMPLOYEE REFERRAL PROGRAM

“75% of companies prefer to use employee referral program systems allowing  automated or semi-
automated processes.” 
A common problem for every hiring manager is finding the right talent. 
Many recruiters are using their current employees in their hiring process.
By implementing an employee referral program. It helps to find a better workforce & your current
employee knows the requirement.

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