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Overview

Finding Talent is one of the most critical challenges that any organization has to face. We at meracareers.com have made talent search is our specialty.

More specifically, meraccareers.com is a Hyderabad based HR staffing solutions company. We offer staffing solutions to a wide range of customers that include Fortune much number of companies.

Our core strength is a deep commitment to customer service backed by a strong process orientedthat emphasizes quality.

 

Company History 

Mrs.SUMAN SAHU Is the founder of meracareers.com (Lavanay Global Consultancy.Inc) Based in hyderabad.While she was working with MNC in Hyderabad and realize that there are so many job consultancy based from many places in India still job seekers are struggling to get a right job. There might be so many reasons behind it but that’s the fact and real scenario and started research about the the problem and realize that though there are many consultancy company in India but the numbers of consultancy are not enough to provide the required number of employee for this globalization edge, there are many scope to help the job seekers as well the recruiters. So he made a plan and decided to help all the job seekers of India and launchedwww.meraccareers.com in 2014  job portal website. we changed our business model to where we offer services to a wide range of clients both within and outside of India.

Why meracareers.com? 

Who we are.

Nothing can be more constant than change; hence we do our bit to instigate it. In an ever-changing global market, it is vital to evolve, move ahead and move on. Accordingly as a career and professional networking portal that strategically brings together professionals and inter-dependent professional communities, it is essential that our strategies are not based on assumptions but involves a lot of intuitiveness, comprehension and insight. Especially since we are dealing with people and their aspirations for a better life and a better future, be it as an individual jobseeker or a large conglomerate that envisions exponential expansions. And as a faction of LAVANYA GLOBALConsultancy, Inc that is fundamentally focused on connecting people and opportunities in the best possible way in the best possible way; we dont just care about your pursuit but ensure that we do something to bring it to fruition.

 How we do, what we do

Experience, Information, Panache and Teamwork

Creating outstanding results is not rocket science nor does it involve years of grueling skull drudgery. All it needs is a group of talented, freethinking individuals and a motivating, challenging ambiance.

At meracareers.com (Lavanya Global Consultancy.Inc) we believe that if something is worth doing, then its worth doing it well; without over-complicating or over-intellectualizing the work process. We just put together big ideas with a user-centric perspective and get the job done right every time.

But how we get ourselves to do this is what tells us apart from the rest of the pack. 

Recruitment Process

The recruitment process consists of the following stages:

Job analysis

The proper start to a recruitment effort is to perform a job analysis, to document the actual or intended requirement of the job to be performed. This information is captured in a job description and provides the recruitment effort with the boundaries and objectives of the search. Oftentimes a company will have job descriptions that represent a historical collection of tasks performed in the past. These job descriptions need to be reviewed or updated prior to a recruitment effort to reflect present day requirements. Starting recruitment with an accurate job analysis and job description insures the recruitment effort starts off on a proper track for success.

Sourcing

Sourcing involves 1) advertising, a common part of the recruiting process, often encompassing multiple media, such as the Internet, general newspapers, job ad newspapers, professional publications, window advertisements, job centers, and campus graduate recruitment programs; and 2) recruiting research, which is the proactive identification of relevant talent who may not respond to job postings and other recruitment advertising methods done in #1. This initial research for so-called passive prospects, also called name-generation, results in a list of prospects who can then be contacted to solicit interest, obtain a resume/CV, and be screened.

Screening and selection

Suitability for a job is typically assessed by looking for skills, e.g. communication, typing, and computer skills. Qualifications may be shown through résumés, job applications, interviews, educational or professional experience, the testimony of references, or in-house testing, such as for software knowledge, typing skills, numeracy, and literacy, through psychological tests or employment testing. Other resume screening criteria may include length of service, job titles and length of time at a job. In some countries, employers are legally mandated to provide equal opportunity in hiring. Business management software is used by many recruitment agencies to automate the testing process. Many recruiters and agencies are using an applicant tracking system to perform many of the filtering tasks, along with software tools for psychometric testing.

On boarding

\"On boarding\" is a term which describes the introduction or \"induction\" process. A well-planned introduction helps new employees become fully operational quickly and is often integrated with a new company and environment. On boarding is included in the recruitment process for retention purposes. Many companies have on boarding campaigns in hopes to retain top talent that is new to the company, campaigns may last anywhere from 1 week to 6 months 

What is our Ethical Recruiting?

We believe in building relationships that last. Our team is devoted to setting standards in quality, professionalism and ethics.

We strive to maintain the confidentiality, trust and transparency with our clients and thus serve our clients over a continual span of time.

We follow a strict code of ethics.

Code of Ethics

• Professionalism: 
  Conduct activities in a manner that reflects favorably on the profession.

• Integrity: 
  Conduct business activities with integrity and avoid conduct that is deceptive or misleading.

• Competency: 
  Perform all recruitment assignments competently, and with an appropriate degree of knowledge, thoroughness and urgency.

• Objectivity: 
  Exercise objective and impartial judgment in each recruitment assignment, giving due consideration to all relevant facts.

• Accuracy: 
  Strive to be accurate in all communications with clients and candidates and encourage them to exchange relevant and accurate information.

• Conflicts of Interest: 
  Avoid, or resolve through disclosure and waiver conflicts of interest.

• Confidentiality: 
  Respect confidential information entrusted by clients and candidates.

• Loyalty: 
  Serve clients loyally and protect client interests when performing assignments.

• Equal Opportunity: 
  Support equal opportunity in employment and objectively evaluate all qualified candidates.

• Public Interest: 
  Conduct activities with respect for public interest.

• Re-Recruitment: 
  Shall not re-recruit the candidate from the client organization for a period of two years from initial placement unless explicit permission is obtained.