2COMS CONSULTING Kasba, Pune, Maharashtra

Organizations are looking for Talent not just manpower. The war for talent is always on, the ever changing environment it becomes extremely important to fill key positions with timely deadlines. 2COMS Recruitment solutions are structured to ensure solutions to an Organization’s needs across different levels differently. The constant need to look at Talent within and across all sectors is very important in today's diverse world. It is no more enough to just look for talent within your own network on people and people within your industry. The business environment today is complex and organizations across all industries are seeing themselves to cross boundaries beyond their respective Industries. WHAT 2COMS OFFERS: 2COMS expertise across many verticals help our clients gain from the network and knowledge available within. In depth research on the workforce is done to ensure that the client can hire the best heads for the work and make way for impact from day one. Project oriented hires are also possible in this regard. To sum it up the 2COMS advantage are as follows: In- depth competition workforce analysis Headhunting for skilled talent Ready pool of skilled resources for lateral hire Pool of 150+ recruiters to ensure holistic promotion Social recruitment and reference mechanism application Defined TAT for hires for hard to fill profiles

Turnkey projects, especially in IT, ITES, Manufacturing, Logistics, Retail organization need ready resources, often within tight deadlines ready to go and deployed. Most importantly they are needed in bulk. It is a challenge for both established and growing companies to bulk hire resources within a predefined and often narrow TAT. Bulk hires are tricky for a number of causes. Apart from the obvious number of profiles to be filled, the challenges of Bulk Hires are: Uniform and quality screening of candidates Sourcing of candidates within a strict deadline Selection process implementation on a large scale Final joining and document verification Continually rolling on bulk hires for certain skills WHAT 2COMS OFFERS: 2COMS has been successful in providing bulk hire services to a plethora of top tier clients including the likes of Wipro, Accenture, Vodafone, Reliance Jio, Myntra, Electrosteel, SIEMENS, British Telecom, Cognizant and many more. What 2COMS has been able to do consistently is provide quality resources, within stipulated time over a remarkable period of time. 2COMS ensured the following for bulk hiring services Clearly defined TAT for bulk hires Quality screening process Implementation of innovative sourcing mechanism Creating talent pool of skilled resources continually to bring down TAT Want to Recruit the Best Talent ? Shoot a mail at requirements@2coms.com

2COMS Recruitment process Outsourcing (RPO) solutions reduce employers’ recruitment costs with a flexible, pay-for-performance model that deploys recruitment budget more efficiently when undertaking volume recruitment projects. Our RPO service provides customers with a dedicated team of experienced off-site Recruitment professionals. When business requirements call for multiple hires within a tight timeframe, they get caught up in the processes. Searching for suitable talent, sifting through CVs, responding to candidates, arranging interviews and checking references are all very necessary but time-consuming and costly exercises these challenges cause increased costs and hinder your ability to meet business objectives. Our goal as a RPO partner is to continuously recognize and deliver best practices to tactically elevate YOUR’ internal processes and to promote the company as an employer of choice. Contact us for Recruitment process Outsourcing solutions.

2COMS is a staffing solutions provider company working under the Brand of TEMPFORCE offering a comprehensive range of services like IT Staffing, Payroll Services, Leadership Recruitment and much more. As the name suggests the solution is designed to service the need for Seasonal Talent, industries / roles where the influx of talent is extremely high in organizations. Opting for the staffing route for organizations becomes the best solution for organizations in order to put specialist at work on managing their workforce challenges and continue to focus on their core areas. Employees also benefit from Staffing solutions as there is high focus from our team which works on ensuring statutory benefits, resolving any workplace related issues, looking for alternate opportunity post the completion of the contract. Industries like warehouse, healthcare, business process outsourcing firms, manufacturing, logistics, aviation, BFSI, telecom companies are some industries where 2COMS has been providing staffing services. Looking for Outsourcing of workforce management – connect – requirements@2coms.com

The IT Staffing business is all about having the right person at the right time. With the dynamic environment in today’s business and the constant push on bringing the cost downwards, it becomes extremely important for an organization to reduce headcount / bench pool. Contract / Contract to Hire models are just the way to variables the manpower needs of IT Talent in the uncertain competitive environment. Product Development teams / Application development teams need specialist all of the time, but not necessarily for the entire project duration. Attracting top talent for the short duration projects become extremely difficult and pushes organization to settle for average skills impacting the product / application. IT Skills on Demand is the solution for such organizations ensuring availability of TOP Talent and at a Quick TAT. 2COMS has a strong Technology Staffing and Recruitment team. A Team of 25+ and growing Technology Recruiters with average of 4 Years + IT Recruitment experience. 2COMS does a continuous engagement level within the Tech world, which helps in managing quick TAT and availability of TOP Talent.

2COMS take the pain out of the payroll management process of diversified companies by taking care of the following pointers for firms Attendance Management-Online/Offline Leave Management – Online/Offline Salary Processing F&F Settlement Tax Computations Payroll Compliance Computation Reimbursements Audit & Approval

When it comes to leadership recruitment, the hiring become harder as the pay grades go up. It is much easier to hire a fresher to mid management level profile than the leaders. For every organization the challenge to fill up top tier positions is felt more acutely – not only due to scarcity of top level executives, but also due to the fierce competition from the competitors to hire the top heads. Generic recruitment techniques come up short when it comes to Premium Circle Hires. Continuous Headhunting and nurturing of profiles is a tedious task that is hard to accomplish by firms on their own. The main problems faced by firms in Premium Circle Hires are Attraction of Talent – The prospects need to be engaged with before taking on board the talent as in today’s world the prospective candidates have a lot of expectations from the employer beyond compensation. Transition Time- top level hires need more time to transition from one job to another Profile mapping – Mapping people is a science which needs a must deeper analysis of talent beyond just pulling out names and contact details of people across organizations and industry.

The Apprentices Act, 1961 was enacted with the objective of regulating the program of training of apprentices in the industry by utilizing the facilities available therein for imparting on-the-job training. As the 1961 law was old and with changing times needed revamping – Government of India has brought about comprehensive reforms in the Apprenticeship Act in 2014 & the Apprenticeship Rules in 2015 to make apprenticeship more industry friendly. Features of the act and key changes made are – Ministry of Skill Development and Entrepreneurship (MSDE) & Ministry of Human Resource & Development (MHRD) are responsible for implementation of the Act. Any company or establishment with headcount >6 is eligible but it is Mandatory as per law for any company or establishment with headcount >40 to engage apprentices. An apprentice is paid consolidated monthly stipend, without statutory ESI and EPF contributions and deductions. An apprentice cannot be an employee of the organization – Section 18 of the Apprentices Act, 1961 stipulates that the apprentices are trainees and not workers. The provisions of any law with respect to labour shall not apply to or in relation to such apprentice. Removal of prescriptive, quota based apprenticeship norms and the introduction of a flexible need-based band minimum 2.5% to a maximum of 10% of total headcount to be engaged. Introduction of Optional Trades under the apprenticeship programme, which shall be designed by industry. This will train the youth to become industry ready with workplace relevant skills. Including the service industry under the ambit of the act. Linking short term skill development programs and training to the apprenticeship programme. You can choose the apprentice you want – fully at liberty to follow the normal selection process.