Dsspl Begumpet, Secunderabad, Telangana

It is well-evident that the talent landscape is changing world-wide, and there is increasing reliance by organizations on Specialist / Contract skills which are available “on-demand”. The government has also recently liberalized the labour market by allowing organizations to recruit Fixed-term Contractors with specialized skill sets. We provide professional / technical staffing, or Staff Augmentation or Interim Management services to a broad array of clients. Whether you are a skilled professional looking for a great short-term opportunity or you are a start-up/ MSME / Mid-tier / Large organization, and looking for qualified talent, you can count on us as your trusted business partner. We support the TA needs of our clients for white-collar skills like IT, F & A, Human Resources, Engineering, Administration, Client Services and Executive Management.

The Selection Model of recruitment works best with job positions at middle and junior levels, and in cases of bulk recruitment where speed of delivery (TAT) is of essence. Our access to multiple job-portals and our extensive database of validated resumes is explored to match the best candidate with the job opening. Preliminary level of telephonic screening is undertaken by our consultants primarily to assess / reconfirm job fitment, and to collect missing or specific inputs (as desired by client) from a prospective candidate before presenting to the client. In specific cases, we may also administer assessment tests (technical and / or psychometric) as advised by client. The selection model attempts to present the “best available candidate” for a specific job opportunity, as against Executive Search which attempts to source the “best” candidate for the role. Our team of consultants have successfully delivered client mandates for mid-management as well as for bulk recruitment in multiple sectors in India, as well as in MEA region.

Unlike the Project or Turn-key model where our team of consultants essentially complements the client’s TA team to address specific spikes in TA for a short duration, in the RPO model, the entire Recruitment function is outsourced to a RPO vendor. In its simplest form, RPO services could involve deputing consultant(s) (who are vendor employees) on-site at client location(s) for manning the TA function. At the other end of the spectrum, and in its most evolved form, the RPO vendor would run the entire TA function for a client across their multiple locations by deploying not only people (consultants) but also a standardized process & KPIs, as well as a technology backbone like an ATS. In such an arrangement, the vendor is responsible for all activities from obtaining sanctions for hiring right through to on-boarding. Needless to add, such RPO engagements are long-term in nature and could be typically multi-year engagements. Our teams of consultants have successfully delivered a few Project / Turn-key assignments, as well as some RPO engagements where our consultants have been deployed at client locations.

The decision to adopt a Project Recruitment or a Turn-key model is typically used when there is a sudden spike in TA needs due to business exigencies. In such a model, we put together a flexible team of consultants for a short duration – normally 1 to 3 months to address the spike in TA needs at the client end. The Project Recruitment Team could comprise of a mix of on-site and / or off-site consultants and an Account Manager / Project Manager depending on the mutually agreed solution. A standardized recruitment process that is scalable and which will adhere to agreed KPI’s that are reinforced via reporting and performance management, can greatly offer benefits of rapid TAT through process efficiencies.

Africa DSSL has serviced the recruitment needs of African client – particularly those from West and East Africa – for several decades now. We have been the preferred search and recruitment consultancy firm for several large and diversified business groups with multi-country presence. Our African clients cover a spectrum of industry segments from manufacturing and trading to services like telecom. Many of our African clients have grown with us over the past 30+ years. We have worked with them to plan and structure their recruitment needs. Our candidates in leadership positions have led many companies to greater growth. We have provided services to clients in Nigeria, Kenya, Uganda, Ghana, Angola, Tanzania, Democratic Republic of Congo, Malawi, Ivory Coast and Cameroon. Middle East DSSL has a strong network of clients spread across all countries in the Middle East – from bustling Dubai to beautiful Oman. In this geographical region, we have serviced the recruitment needs of various reputed organizations – from consultancy firms which are a part of the Big Four, to leading banks, Manufacturing Companies and trading houses. Again, it is our relationship management and values which ensure that our client base here has grown exponentially. We have, over a period of time, built ourselves a strong reputation for prompt service and total commitment. The DSSL consultant for the Middle East is trained to be tenacious and flexible – while maintaining our impeccable standards – in order to meet the stringent time-lines and the specific needs of the Middle Eastern clients. We provide services to clients in UAE, Saudi Arabia, Kuwait, Oman, Bahrain and Qatar in GCC, and to clients in Egypt.

This model is considered apt for the key leadership roles / niche roles, and involve a higher level of sourcing (mapping & head-hunting), screening and due diligence before a set of short-listed candidates is presented to the client interview panel for processing. In this model, our consultants develop a search strategy in consultation with our client, map industry / competition, use our referral network, and LinkedIn to reach out to “passive” candidates for the specific opportunity. Our senior consultant(s) pre-qualify potential candidates through a detailed telephonic or face-to-face meeting, and assess their interest in the specific opportunity, as well as “degree of fit” with the desired position requirements / attributes. The consultant doing this assessment would also offer a justification report for a short-listed candidate, including a possible gap analysis and key decision / motivation factors for looking at a change. Our teams have successfully completed such senior Executive Search assignments (Retained as well as Non-retained) for clients across sectors, across functions and across geographies. Our typical Executive Search Process is represented in the pictorial.