The client approached Summit to assist them with their recruitment challenges. Summit’s team conducted a need and gap Analysis of the client’s requirements and presented it to their Global HR group. The key findings and challenges were: 

• The client has low or non existent brand recognition in India 
• They had non hire agreements with many of the outsourcing companies that were potential pools for hiring in India 
• In line with their global hiring practices, the client had rigorous expectations on educational qualifications, the alma mater of the engineers, and a critical cultural fit requirement with the organization 
• The internal interview was multi stage and involved cross border interviews between US and India mangers and teams 
• The client wanted to utilize a uniform on-boarding practice across US and India
• The client was 75th percentile pay master 
• Most of the recruitment vendors that were engaged were actively working with their competitors (in terms of talent competition) who had much longer track record in India. 

Summit created a customized process based on their award winning System for Talent Supply & Retention (STAR) and allocated a dedicated team of project manager, on site recruiters and off site sourcers. To address strategic and tactical challenges they designed and implemented various methods to source and recruit the best-fit candidates: 

• An in-depth research on companies in India in the semiconductor space 
• Extensive mapping of the relevant organizations, technology used, delivery and development responsibilities of relevant teams 
• Resource mapping - thorough research and line review to short list sources based upon client hiring criteria 
• Targeted communication with prospective candidates utilizing demographic, life event, psychographic data 
• Brand awareness and positive positioning of the client - a new entrant in India amidst the talent community 
• Regular social and professional networking in relevant communities and user forums 
• Creation of an innovative referral program 
• Active marketing to college campus and interaction with several college alumni departments to identify suitable alumni 
• Promoting client career opportunities in internet news groups & professional associations

By acting as a strategic partner rather than a tactical non aligned vendor Summit was able to provide significant competitive advantage for the client. They understood individual manager expectations, personalities and requirements which meant that they could source, find and offer suitable jobs matches to candidates in line with their aspirations and career goals.