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Rajnish Sinha
  • Male
  • Noida,UP
  • India
  • Fiserv
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  • Sonu Bisht
  • Priyanka Bhatia
  • Amit Gupta

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Profile Information

Name
Rajnish
Job Title
Senior Manager - Talent Acquisition
Company
Fiserv
Which best describes your profession?
Corporate
How many years have you been in the business?
10 - 14 years
Which industries do you work in now?
Technology
Are you interested in split placements?
no
Which conferences do you plan to attend in the next year?
ERE, SHRM
What kind of networking are you open to?
Open networking, Referrals between friends, Very targeted/niche, Invitation only
How do you introduce yourself to people you meet in business?
Innovative, honest, conscientious and talented – if a solution exists, I’ll deliver it; if it doesn’t exist, I’ll create it.

“I am not a product of my circumstances. I am a product of my decisions.” ~ Stephen R. Covey


Born in IT and bred in convergence, I am a result-driven Recruitment Professional with work equity of 12.6 years of global experience in the areas of IT Recruitment (Lateral + Campus) / Resourcing, Manpower Planning & Allocations and other HR activities.

I am resilient with enormous energy and known as an influential and motivational leader with a special talent for building cooperative and productive work environments that foster achievement of corporate goals.

I have deep background in developing high-performance recruitment teams, managing large-scale global recruitment programs, and driving organizational change through diversity management and recruitment. I consider myself an expert in practically applying ideation to achieve innovation through influence and passionate about the notion that ideas rule the world.

My recruiting fortes: -
----------------------------
* Multi-geography / cultural experience (Direct and onsite experience in India and USA and remote managing experience in Australia, Singapore and UK).
* Lateral Hiring, Campus Recruitment, Employer Branding.
* Leadership hiring.
* Budget planning and forecasting.
* Strong acumen for gathering and analyzing market intelligence.
* Process improvement and automation of recruitment by ensuring the integration of technologies and processes.
* Resource ramp-up capability of handling 200 to 5,000 positions an year.
* Passionate about technology, social media and linking people's skills to challenging careers.
* Ensure the complete satisfaction of both the company and new hires by strictly adhering to all cost-per-hire budgets and project deadlines and negotiating favorable and competitive compensation packages.


Specialties

Leadership hiring; Specialized technical recruiting skills in high volume, niche and passive hiring; conducting targeted recruiting campaigns; targeted research; solid understanding of market trends and competitive landscape; behavioral interviewing; staffing metrics and processes; reducing cost per hire while keeping quality of hire bar high; vendor management; employee development; workforce planning and talent management, large team management; etc.
Name someone you most admire
Shalini ( My wife )
Which blogs would you recommend people read?
ERE.Net
What recruiting tools can you not live without?
Linkedin
Website
http://www.fiserv.com
Blog
http://unhub.com/onlinewithraj
LinkedIn Profile
http://www.linkedin.com/in/rajnishsinhacorporateleader

Rajnish Sinha's Blog

My Biggest Recruiting Challenges

Posted on October 24, 2012 at 2:47am 0 Comments

My biggest recruiting challenges are:



• The biggest challenge is finding the needle in the haystack. Are we really equipped enough to find out whether the candidates can do the job, will they do the job, and how do they fit into the organization?

• Another challenge is convincing the hiring managers that a candidate is well qualified for the job. There are going to be people coming up on a year's out of work, and there are fresh people getting let go or looking for a new… Continue

8 Cool Ways to Engage Your Hiring Managers and Hire More “A-level” Talent

Posted on June 2, 2009 at 12:14am 0 Comments

8 Cool Ways to Engage Your Hiring Managers and Hire More “A-level” Talent

by Lou AdlerMay 29, 2009, 6:01 am ET

If it wasn’t for hiring managers, recruiting would be so easy. But, alas, this is not to be. Instead, we can either confront them head on, or put our heads down in despair, and find still other perfectly qualified candidates they still won’t like. Unfortunately, too many recruiters fall into this endless productivity-draining black hole, and wonder why the latest new sourcing… Continue

Back to the Future: January 2010

Posted on June 2, 2009 at 12:10am 0 Comments

Back to the Future: January 2010

by Lou AdlerMay 15, 2009, 7:00 am ET

Fast forward to January 15, 2010. What are some of the hiring challenges you’re now facing?



As you put the list together, consider these assumptions:



The trough of the economic downturn was reached in April 2009.

Job losses continued through October 2009, but at a declining rate, with job gains finally turning positive in November 2009, at around 20,000 or so.

The unemployment rate… Continue

Making an investment today to secure your talent pool for the future may be the wisest decision you will ever make. Kindly share your thoughts on this.

Posted on April 26, 2009 at 3:04am 0 Comments

Companies are entering a new job market with a whole new set of challenges. Under the present circumstances, companies can’t rely on the heavy bonuses, high salaries, or other perks that have been the catalysts to attracting top performers. High-performing, highly talented individuals are now available in the market. Recruiters are being forced to retune expectations with their job seekers based on what the market will bear right now, which in the end, may very well result in hiring only the… Continue

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At 3:02am on May 27, 2009, Raveesh Sethi said…
A Small Question

Hope u can help me out

With due respect to al the members I would like to ask one question .

How far is it justified to differentiate the Education in terms of Regular Education or Part Time regular Education for PG level.

I have come across n number of incidences and questions posed by various People that only Regular Education for MBA or M Tech is useful otherwise it is just a degree or diploma on paper.

If I have to ask the Sr people which matters the most

Is it Full Regular Education or Part Time Regular Education( seat secured through entrance test etc) having full Domain knowledge .

If we differentiate in these terms then why is it for everything we say and quote examples from US companies where again part Time Education is prevalent as I know that part Time education itself requires full dedication and people undergoing part time education put double the effort as he learns and earn at the same time.

I would request group members to please provide your inputs.
At 6:39am on April 24, 2009, Priyanka Bhatia said…
Rajnish is very talented and very foccused person in the industry. He does work with full perfection and professionalism. He has immensive knowledge and expertise in Recruitment. Always open for strong discussions. Wish to work with you in near future. ----- Priyanka Bhatia
 
 
 

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