Graduate Hire Program

1. Graduate Hire Program

2. Experis IT - Graduate Hire Case Studies

3. The Client required: • A flexible Workforce model to meet Organizational needs. • A partner firm with global reach and brand value to Attract & Retain best of talent. • A partner with prior experience in executing large scale innovative hiring along with demonstrated investment capability. • Significant Pan India presence to help you achieve these goals.

4. Past Experience: Graduate SSP Program • Experis IT has an exemplary track record of fulfillment of graduate hires/ELTPS. • Experis IT was exclusively selected by Client to do a PeopleSoft ELTP Program. We got 20 candidates trained by Oracle India on curriculum co-developed by Experis IT - Oracle - Client. The batch was very successful, with majority candidatures being converted into Client payrolls after completion of 12 months. • Experis IT was exclusively selected by Client to do the Siebel ELTP program. Batch was successfully trained and placed into Client projects within all stipulated timelines. • Experis IT was exclusively selected by Client for ELTP program for Test Administrator and Application User support Competency in 2008. • In 2010, Experis IT also bagged T&H program for AIX skill for Client where Fresh BE/Engineering Graduates were trained on AIX skill and deployed at Client post training.

5. Case Study 1: Graduate SSP Technology Areas: Eligibility Criteria Java Software Testing Degree or a post graduate degree in engineering/technology (BE, B Tech, ME, M Tech) from any recognized university in India with average marks (of all semesters/years) equal to or above 65% For candidates passed out from university in Maharashtra the average marks shall be 60% or above The year of graduation should be 2013 or later J2EE Open Systems Mainframe .NET Database Management System

6. Case Study 2: PeopleSoft/Siebel The resources underwent a training on PeopleSoft /Siebel modules for which Experis IT India incurred the cost on commitment from Client on absorbing the resources after successful completion of the program Outcome of the Program 20 highly skilled resources trained on HTH /Niche skills were deployed across Client locations successfully in 45 days

7. Case Study 3: AIX Train & Hire Program Outcome of the Program 30 highly skilled resources were deployed across Client locations in 60 days

8. We lead in the creation and delivery of innovative workforce solutions and services that enable our clients to win in the changing world of work. Why Experis IT – Employer Benefits Our Campus Readiness Program Experis IT is committed to fulfill and match the fresher / campus hiring needs of corporate India . Through this program , Experis IT will help our country’s young talent adapt to the corporate environment and improve employability skills. This will help in building a vast “skill ready” talent pool both for the country and corporate India.

9. Our solution helped Clientidentify and hire dispersed and hidden resourcesfrom campus and beyond. We along with Client aimed towards improving the employability of the fresh IT Engineering Graduates and made them deployable in Projects.

10. The Industry Academia GAP • Academic curricular does not prepare individuals adequately for workplace requirements such as behavioral, communication and performance management • Fresh graduates are not able to co-relate the knowledge to which a working environment presents • Academia provides knowledge but students find themselves incompetent as soon as they are hired in various industries – lack of skills setrequired to perform at corporate level

11. While Client was also hiring, Experis IT attracted talent through: Detailed interview processthat communicates company culture and benefits to the interviewee. Class & Activity based Training Programs: Evaluating potential and trainability rather than past experience to ensure we hire those that are passionate, fit culturally with your company, and have a deep knowledge of their field.  • Soft skill development • Industry specialist to train students • Tailor made curriculum • Continuous Evaluation & Assessments • Certification options. Offering informal professional development classes to ensure highly effective entry-level recruitment methods. Approaching institutions in the tier 2 and tier 3 cities

12. Factors that drive the IT Graduates towards Experis IT

13. Experis IT – Recruitment Process

14. Our Ways of Communication

15. Empanelment Experis IT acquires the list of engineering colleges (city/state wise) where the companies conduct their campus recruitments (to avoid any kind of duplicity). Experis IT then contacts all the remaining colleges and tries to conduct a presentation about our offerings, terms & conditions and process briefing to the prospective candidates in most of those colleges. • Interested Institutions will be empanelled to Experis IT • Experis IT will initiate the Training Process • 5. Once the Training is completed, Test Dates and Test Venues for all the empanelled Institutions will be announced by Experis IT through personalized e-mails to all the Institutions after consultation with Client

16. TEST DEVELOPMENT: The Competency Framework At the core of the test development process is the Competency Framework. The Competency Framework maps a recruiter's specific requirements into an evaluation methodology by identifying the skills, abilities and knowledge while evaluating a candidate. Some Examples :

17. TEST DEVELOPMENT: The Competency Framework Job descriptions and discussions with recruiters are inputs to the Competency Framework. The Competency Framework translates the recruiter's requirements of skill-sets and competencies into appropriate tests. The test development process is illustrated below. JOB DESCRIPTION & DISCUSSIONS WITH RECRUITERS COMPETENCY FRAMEWORK TEST OUTLINE TEST Q ---- A) -- B) -- C) -- D) -- VALIDATION STUDY STATISTICAL INFERENCE

18. Job Description & Discussions with Recruiters The job description is usually developed by conducting a job analysis, which includes examining the tasks and sequences of tasks necessary to perform the job. The analysis considers the areas of knowledge and skills needed for the job. Experis IT adheres to the guidelines laid down by the client and outlines the competency requirement accordingly. Why a Competency Framework Defining which competencies are necessary for success in an organization can help do the following: • Ensure that the prospective employees demonstrate sufficient expertise • Recruit and select new staff more effectively • Evaluate performance more effectively • Identify skill and competency gaps more efficiently • Provide more customized training and professional development • Plan sufficiently for succession • Make change management processes work more efficiently

19. Statistical Inference – How it helps Statistical inference is drawn by studying the test result s Statistical inference can be a highly credible information source on aspects of demand and supply in relation to the Engineering Graduate Talent Pool in India This will help us understand the candidate demogrpahics and patterns in individual ability scores and throughput rates These inference will help us strategize on a recruitment itinerary that broadly covers hubs that yield either sheer numbers or quality talent

20. Validation Study A validation study generates evidence that the pre-employment tests Experis IT is using, are good predictors of future job performance. When a testing program has been “validated” we have documented assurance that the information used to make hiring decisions is predictive of future job performance and is thus fair to job candidates. Typically, a validation study includes: A job analysis A rationale for tests used Information on how employees or job candidates perform on the tests A demonstrated relationship between test scores and some measure(s) of success on the job --usually supervisor ratings or other objective measures 

21. EXPERIS IT : IT Abilities Test The IT Abilities Test will be designed to evaluate software developers and graduates with potential to be future software developers. The test has sections on Verbal Ability and Analytical Skills. EXPERIS IT working closely with industry and based on a Competency Framework, will develop the IT Ability tests .The Competency Framework will be developed using Job Descriptions, discussions with Recruiters / Trainer / Operations Managers . EXPERIS IT : Test Delivery Process IT Abilities Tests can be administered using offline channels. In that case, the delivery mechanisms ensure all tests are administered under strict supervision. Candidates are authenticated to ensure fairness and credibility, maintaining the integrity of the process.

22. Pre-recruitment Phase Requirement Analysis and GAP Identification SMEs & Experis IT Shortlisted candidates from preliminary evaluation is further trained on the gaps identified and then proposed to Client for final evaluation/Selection Client Generates bulk requirements with lead time of fulfillment of 2 weeks and shares the same with Experis IT Based on Client’s inputs SMEs prepare the evaluation guideline SMEs & Experis IT SMEs Client Recruitment Phase Finishing Schools Experis IT Experis IT delivery team analyses the requirement and shares the same with SMEs Under guidance from SMEs and Experis IT delivery team, preliminary evaluation is carried out(on the same lines as laid down by Client)

23. Recruitment Phase Talent Acquisition & Recruitment Process Management In Consultation with Client, Experis IT delivery team rolls out the final assessment process which includes logistics planning and venue support Technical Ability Test Skill Test Personal & Technical Interview Post Recruitment Phase Client & Experis IT Experis IT Final Evaluation Client Experis IT delivery teams check and certify each candidate’s original documents and identity before final evaluation starts thereby eliminating the risk of impersonation Post final evaluation Client comes back with a list of selected candidates who need to join the projects immediately

24. Post-recruitment Phase Offer Management & On-boarding The Selected candidates before being processed for offer are once again educated by Client RCM team & Experis IT about the project expectations Experis IT operations team ensures that each candidate joins Client on the respective dates and re- check candidate credentials If Positions not filled PRE-RECRUITMENT PHASE Onboarding Experis IT Client Client & Experis IT Selected candidates are offered and Experis IT HR team ensures that they accept the same and join within a week’s time Experis IT delivery team shares a detailed report with Client on the positions filled(skill -wise) and identifies the need for further recruitment drives in consultation with Client

25. ManpowerGroup Best Practices As a world leader in employment services, we ensure that our proven recruitment, assessment and selection methods identify the talent with the necessary skills and personal attributes that works to everyone’s advantage- students and graduates, recruiters and businesses, career advisers and higher education institutions. Our Code of Practice has been produced to take account of significant changes that have been taking place in the worlds of higher education and employment including: • Expansion of and the widening participation in higher education • Expectations and aspirations of the graduates • Demands and expectations of employers • Developments in recruitment practice, such as increasing use of the internet and external agencies. The guidance within this code, if adhered to, will ensure a balanced, fair approach to graduate recruitment for the benefit of all concerned.

26. ManpowerGroup Best Practices (…continued) • At ManpowerGroup, we research the career options available via: • Institutions’ careers service • Students’ unions • Job shops • Recruitment facilities (websites, databases, careers fairs) and • Academic departments and other sources. • We encourage our recruitment team to: • Fully read the employers' information • Carefully follow employers' or their agents' application procedures • Acknowledge promptly an invitation to interview • Be professional in all dealings with employers • Seek only repayment of reasonable expenses incurred during the selection process • Be honest in making applications and accept that false claims and statements are not in anyone’s best interest. • At ManpowerGroup, we define our integrity by: • Declining all other offers & withdrawing any outstanding applications when accepting an unconditional offer • Being aware of what is being signed up to • Declining an offer ASAP to enable the employer to make alternative arrangements We understand that acceptance in writing of an unconditional offer forms a contract. We encourage students who wish to qualify or defer acceptance to contact their careers service for advice first whether the offer is made in writing or verbally.

27. Training Courses: A Snapshot

28. Training Courses: A Snapshot

29. At Experis IT, we ensure low attrition rates by offering: Flexible work arrangementsto motivate the young workforce Technical Certification sponsored by Experis IT on completion of 6 months of service Brand visibilityon tier 1 and tier 2 companies Committed period of deployment with Clientfor 18 months and above Hefty Retention Bonuson completion of 1 year of service Awards & Recognitionbased on performance

30. Employee Benefits of Graduate Hiring through Experis IT Overview • Full time permanent employment • Competitive Salary range • Increased Employability • Effective evaluation system • Training opportunities • Option of Payroll Conversion • Better branding Grads fill real roles within the business Designed to build leadership and technical skills Strong performance result in career advancement Experis IT provides excellent training opportunities for its employees to take control of their career. Our Training and Development Center provides: Access to an extensive range of online courses covering computer, business, leadership, and technical skills sought after in today’s market. A convenient way for anyone to update and increase their skills online – 24 hours a day, every day of the year. Free training and development for all ManpowerGroup associates, consultants, and employees.

31. Experis IT has enforced few steps to ensure retention of resources and to control attrition: Retention Policy Onsite Agreement: All deployed Experis IT resources are made to sign an onsite agreement by which the resource agrees on a continuity of services for 18 months. Resources who complete 1 year of service with Experis IT are eligible for a hefty Retention Bonus. National Skills Registry (NSR): All technical resources are made to register in NSR with Experis IT details post joining which allows us to blacklist the resource in the database if he/she resigns without proper notice or absconds from the project. All Experis IT employees have a 3 Month Notice Period which gives ample time to the client for proper handover/KT /find a replacement. Awards & Recognition Every Month 3 technical resources deployed with Client are selected on the basis of performance for a Monetary BRAVO AWARD of INR 3k along with a certificate . This keeps the employees motivated. Employees who completes 6 months of service are pursued to go for a technical certificationwhich is sponsored by Experis IT.

32. Partnerships and Clientele Technology Partners

33. Experis IT - Address Book India Headquarters (Kolkata) & Development Centre Plot J3, Block GP, Sector V, Salt Lake, Kolkata – 700091 West Bengal, India T +91 33 3018 1111/1158 F +91 33 3018 1155 Pune Global Headquarters New Delhi Gurgaon 1 & 2, 1st Floor, Amar Avinash Corporate City 11 Bund Garden Road, Pune - 411001 Maharashtra, India T +91 20 6724 5800 First Floor, DLF, Building No. 10-B, DLF Cyber City, Gurgoan – 122002 T +91 124 6795400 No.5-A, 5th Floor, Uppals M-6, N.H. Commercial Centre, JasolaDistt. Centre New Delhi – 110076 T +91 11 66497500 ManpowerGroup100 Manpower PlaceMilwaukee, WI 53212 USATelephone: +1 414-961-1000 Hyderabad Bangalore Chennai Mumbai Sheil State, 1st Floor, Dani Corporate Park, 158 Kalina, C.S.T Road, Kalina, Santacruz (East), Mumbai 400 098 Maharashtra. T : +91 22 67868400 #2nd Floor, Gowra Grand, S.P. Road, Begumpet, Hyderabad –500003 Andhra Pradesh, India 1/1 Church Street, Rayan Towers, Bangalore - 560001 Karnataka, India T +91 80 30586951 / 65 Qaiser Tower, 1st Floor, No.19, Khader Nawaz Khan Rd, Nungambakkam, Chennai – 600 006 Tamil Nadu, India