1. Demonstrating the potential of hiring
top performing individuals that can
yield maximum returns for your
company.

2. Headhunting/Recruitment:
 Top Management
 Mid level Management
 Entry level Management
Payroll Management:
 Contractual
 Part Time
 Semi Skill
Process Outsourcing:
 RPO
 Screening
 Rating System
 Assessment and Evaluation
 Online Test
 Interviews
 E-Recruit
 Joining Management
Before commencing
any assignment we
ensure that we fully
understand our
client ‘ business
and needs Access to
quality
candidates
through
network of
professionals
Maintain strong database
of a good number of
candidates
Fastest Service
Accurate and timely
execution
Facilitating Your TalentResourcingServices

3. Headhunting-TopManagement
Client Requirement
Profile Searching from
Talent Centric Database
Social Networking site
LinkedIn, Blogs, Facebook,
Job portals
Professional Networking
from top level corporate

4. CandidateSearchingProcedure:
• Talent Centric Database
• Corporate networking (BSHRM, Brand Forum)
• LinkedIn
• Facebook
• Blog
• Job portals(Bd-jobs, Prothomalo jobs, Loosemonkies)
• Foreign job portals(Indeed,Antel etc)

5. KeyWordFilter

6. CVDatabase

7. CVRatingSystem

8. CVRatingSystem

9. Our Assessment Centers helps us distinguish top talents from our screening
process. As a result, is provided a comprehensive evaluation of candidates
understanding, strengths and weaknesses. These mock
ups can be performed by two fazed- Team play or Individual
Showcase.
Key Factors that will be looked on-
 Generalized Test
 Psychometric Test
 Group Discussion
 Role Play
 Case Study and Presentation
AssessmentCenter

10. GeneralizedTest-Aptitude
• Verbal Reasoning
• Mathematical
• Critical Reasoning
• Computer Proficiency (MS Excel, MS Power point, MS
Word)
• Professional Software (SPSS, Matlab, MS Access,ERP)

11. GeneralizedTest-Psychometric
The process that we are opted to follow-
• Selecting the Test: Crafting the ‘best fit’ permutation of
psychometric tests based on job competencies
• Managing the overall process: It can easily be set up as the
fastest possible timeframe in the online
• Report Format: Focusing the key strength points which has
relevant managerial issues
• Formal Feedback: To ensure the best possible hiring decision to
be made.
• Developing test for “Cut-throat” needs: The tests can be used
to identify the benchmark set by the companies for the
Candidates.

12. GeneralizedTest-Psychometric

13. IndustrySpecificTest
• Operational Excellence
– How would you
return an array from
a function in PHP?
– What type of
programming tools
are you using?
•Technical know-how
⁻In SQL, what are the
differences between
primary, foreign, and
unique keys?
⁻What is the difference
between == and === in
PHP?

14. VerbalAssessment
• Video Presentation
– Candidate have to give 5 minute presentation based on an
instant topic.
• Industry Specific Questions
– How to delete an element from an array in php?
– In JavaScript, how would you print out the contents of an
object?

15. VerbalAssessment
• Situational Judgment
You have developed a web based integrated
production software for a FMCG company. You have
tested several time during implementation but on
the day of launching you found that IP Server is
blocked and you lost communication with service
provider.
What could be the possible alternate way to solve
the issue?

16. GroupDiscussion
 Specific Topics will be given to each
Group to debate on it
Each group has to take part on it as
both in Argumentative and Supportive
norm. (20 minutes)
 The key factors that will be noted
down are-

17. CertainTopicsare:
 Facebook decrease the level of productivity.
 Politics is run by the barrel of guns
 Journalism Should be out of the premises of Censorship
 Beauty contests degrade womanhood
 Multinational corporations: Are they devils in disguise?

18. MarkingCriteria

19. Roleplay
Role-play exercises follow a fairly standard format:
1) Candidates will be given a briefing document that outlines the
scenario and will be given 20-30 minutes to prepare.
2) They will then begin the role-play. (Usually with one of the
assessors – often this will be the line manager for one of the
roles that’s being recruited.)
3) At the end of the exercise they will be scored on their
performance and that feedback will be factored in to the
cumulative results of the interview/assessment centre.

20. Roleplay
• Example role-play exercise 1 – The Angry Customer
“You are the sales manager of a small firm. You receive a
telephone call from an angry customer who bought a home
security system from your company but is not happy with it.
They are now threatening to take their story to a consumer
watchdog and to the trading standards ombudsman. “
Your objective is to resolve the issue with
the minimum damage to the company (both financially & in
terms of our reputation).
Plan your response and prepare to call the customer.”

21. MarkingCriteria

22. CaseStudyandPresentation
• An Outline with a solid case
manual will be provided to the
prior candidates (as a team)
• Total 1 hour will be given
to prepare and present
the case in front of
the assessors
• Key Competencies that will be
judged are-
Team Work
Leadership
Innovation/
Creativity
Formal
Communicati
on
Adaptability

23. MarkingCriteria

24. AssessmentSchedule-Day1

25. AssessmentSchedule-Day2

26. ResultsPage

27. Roleprofile
Candidate Profile Of Ahmed Sajid

28. AssessmentCenter
Candidates Confirmation
Psychometric Test
Industry Specific
Video Presentation
Aptitude Tests
Final Selection
Automated Ranking
GD/ Panel Interview
Final Ranking
Situational Judgment

29. Benefits
• A significant reduction in time to hire
You save the time of reading resumes and instead of guessing
who the most suitable applicants might be, you will be able to
identify the most suitable applicants grab them quickly.
• Increase brand positioning
You can offer customised responses to applicants in real-time.
• Reduce hiring cost by ensuring that the right applicants are
hired. You also won’t need to allocate personnel specifically
for resume-reading and will eliminate costs related to bad
hire.
• Increase retention
You will ensure that the applicants hired are satisfied and
remain within your company for longer.

30. TrainingPrograms
Together with our consultants we are developing industry
specific material that can assist in the strategic development
motives of your company. Our Concerns are:
 RMG
 Telecommunication
 FMCG
 Power, Oil & Gas
 Real Estate
 Bank & NGO
 Pharmaceutical
 IT firms
 Construction & Engineering

31. TrainingPrograms
•Communication Skill Program
•Public Speaking and Presentation Skill Program
•Team Building Program
•Trained the Trainer
•Women Empowerment
•Leadership Skills Development Program
•Negotiating Skills
•Training and consulting in how to comply with Employment
Laws

32. ClientList
Local Multinational
Acme Group
Beximco
Viyalaratex
Olympic Group
Classis International
Rahimafrooz
NOV (National Oil-well
varco)
Chevron
Berger
Newscred
ACI Godrej
Grameen Phone

33. • CFO
• Supply Chain Manager
• HR Director/Head of HR
• Head of Legal
• Financial Controller
• IT Manager
• HR Manager
• Brand Manager
• Merchandiser
• Corporate Sales Manager
• NOC Engineering
Manager
• Production Manager
• CTO
• Scrum Master
• Head of Sales
• Merchandising Manager
• Pharmacist
Wehavesuccessfullyplacedin leading multinationals and large
local conglomerates of our country
OurAccomplishments

34. Thank You
• www.tcentric.com
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• linkedin.com/talentcentricFollow us: