4Front

A well-articulated Talent sourcing strategy is the fundamental step in Frontline Talent acquisition. 4Front enables organizations to establish a Talent Pipeline over a period of time; so as to create a ready-to-deploy pool of trained talent. Identifying the right source engines for quality talent, assessing and selecting the right candidates and skilling them appropriately to ensure fill rates at optimal costs.
Whilst “Quality Hire “ is a stated objective of all organizations, there are a couple of talent acquisition levers, which are either overlooked or not adequately addressed in the strategic planning process.

Question #1: Is the best hire the right hire for me?
While most organizations may know the answer to this conundrum, the challenge is in articulating it as part of strategy. It would mean defining the qualities of the right hire in a manner that is both measureable and representative. The art & skill of Success Profiling – defining the profile of the Right Candidate – can actually help in reducing cost and time losses on account of wrong hires; wherein the wrong candidates are retained and the best candidates attrite.
Question #2 : What should be the right cost of hire?
Cost of hire is not just the CTC. It includes the selection process, training time and the gestation period- i.e. how long it takes the candidate to deliver desired results. Much of the cost of hire are invisible and not accounted for- specially the cost of a wrong hire is not known or stated, or for that matter the speeding up of turnaround time and fill rate usually comes at a higher cost, which is often overlooked. A ready talent pipeline that is skilled and ready to deploy can help in cost optimization over a period of time.

Ensuring that the academic curriculum at campuses is aligned to the business requirements, having induction and assessment processes in place that select and ready the right talent in the right manner, whilst optimizing costs and deployment time lines are the key fronts of our collaborative endeavors.

Campus Curriculum

Partnering with identified campuses and industry to offer short –duration vocational courses, that would ready the selected candidates for faster deployment. Maintaining campus relationships to access alumni- candidates and build candidate networks. The curriculum would be designed as per the needs of the industry, and include practical hands-on training experience at the chosen locations by industry experts. These campuses would then become the organization’s sourcing engine.

Sales & Distribution

A one-month intensive program on Selling Skills for Feet on Street. Curriculum includes principles and experience of Availability, Visibility and Freshness, as well as modules on Trade Relations and Collections management. Curriculum can be also adapted to mobility solutions, as bite sized distance-learning capsules.

Sales & Marketing

3 month vocational curriculum designed for entry level Sales Associates/ Territory Sales In Charge. Includes 2 month of practical hands on training for industry practices, market interactions and customer management.

Sales Coaching

An advanced certification course for experienced, supervisory level sales personnel. 3-month part time/ self paced sessions to understand the skills of prioritization & planning, that will yield productivity; and how to motivate and coach teams to deliver their routine objectives.

Structured Induction

Creating structured induction templates that can be customized to the needs of the organization. The content can be easily updated and administered; factoring in changes in business deliverables and role expectations. The templates also enable ease of monitoring induction quality and integrate review processes.

Experiential Induction

Shadowing key roles – entails learning by doing. Video guided capsules - that is instructor led – with both internal and external facilitators. Provides a platform for peer-to-peer interaction and learning, leveraging vlogging styles and techniques.

Workbook Induction

Self Paced learning modules structured day wise as inputs and exercises. Daily review sheets for self-assessment and to monitor learning progress. An online foundation course, to ready frontline deployment, which is customized to the organizational needs.

Outsourced Induction

Centralized or decentralized induction processes run at identified academic institutes by industry experts. Familiarization of the basics to manage role expectations and deliverables.

Intelligent Assessment

Partnerships in designing the right assessment tools and leveraging appropriate technologies as delivery systems. Integrating Intelligent Assessments with the Talent Selection process of the organizations to ensure both accuracy and efficiency in candidate selection.

Success Profiling

Profiling successful managers based on knowledge, experience, competencies and psychometrics and leveraging the Success Profile Standards in recruitment process.

Aptitude Testing

Standardized online testing tools to profile candidate capabilities and provide competency based feedback.

Simulation Tools

Leveraging technology tools, AI and gaming methods in the selection of candidates. Enable efficiencies in CV shortlisting and preliminary recruitment processes.