Mahesh Patwardhan 1032 Hemant Lanjekar 1018

Vision:

1. Achieve market leadership in 3G infrastructure 2. Introduce rural solutions based on WiMax and other emerging technologies 3. Become the direct supplier of mobile network infrastructure for all private and public operators
Mission: 1. On the basis of our forward-looking technology and solutions we respond to the most challenging questions of our time in the Industry, Energy and Healthcare sectors. 2. Our wide range of products and solutions are designed with the environment in mind and engage with the subject of climate change.

Recruitment at Siemens Navi Mumbai is handled by team and operates from various locations i.e. Mumbai, Chennai, Banglore, Delhi etc.
1. Requisition:Recruitment process at Siemens generates a req which is made visible to recruitment team across geographies. Req has to be filled with other details as in number of manpower required, desired joining date, job description, roles and responsibilities, compensation offered.

2. Allocation:Once recruitment team receives requirement from various centres and departments, allocation is done i.e. job positions are allocated to members of the team as per its skills, knowledge, expertise and experience. 3. Sourcing/ Searching:Once requirements are allocated, members of Siemens team source candidates from various job portals. Some of the most used job portals are naukri and monster. After searching a pool of candidates, member of team needs to find a relevant candidate which matches the job criteria.

4.Aptitude test:Once candidates are selected they have to appear for aptitude test online. Candidates are sent link and candidates who score above 70 out of 100 are only selected. Candidates who score in range of 60-70 requires a approval to process further.
5.Screening:Once sourcing of candidates is done, interested and selected candidates are processed further to screening round. Resume of candidates are updated and then coordinating with screener, candidates are processed for screening round. In screening round a preliminary interview is taken.

6.Post -Screening round:Once screening of candidates is done. Candidates are processed further for further round of interviews. Depending on level of job, interview sessions are planned in particular. Higher the level in terms of job, the more rounds of interview and finally being recruited in the organisation.

Sourcing of candidates from popular job portals of India for recruitment for multiple locations in India

Call the appropriate candidates and discussing the job opportunity and explain the responsibilities to be performed on the job with professional telephonic proficiency
Branding the company by discussing the details of the company and its current and future operations around the world and India Gather their interest level of candidates for job opening. Also note down other important information. Like their current compensation, years of experience, current company, key responsibilities on the current or previous job, verify information as mentioned by the candidates thus conducting primary interview

Send mails to candidates as and when required with professional look on behalf of the company Follow up with candidates as when required Send daily reports to Reporting Manager and taking feedback of candidates forwarded to Hiring Manager of multiple locations Upload candidate resume and their details Follow up with candidate and screener for suitable time for HR Screening round Making soft copy of Joining Booklet for automation of process Soft copy shared for India operations