Naleshnee Reddy

• Recruitment Lead for Graduate & Industry Hires.
• Recruitment Lead for coveted Bain CA program.
• Successfully converted 100% of cross- competitor offers.
• Created innovative diversity hiring pipeline program to address gap in the talent pyramid.
• Identify & engage target groups of passive high potential (HiPo) candidates and new methods for connecting with them.
• Advise internal stakeholders on best-in-class recruiting strategies, supporting and guiding them on all recruiting-related topics.
• Conduct competitor intelligence to enable Bain to understand and leverage the market.
• Represent Recruiting at the Transformation Committee for business to understand initiatives the Talent Teams engages in to identify diversity hires.
• Conduct ad hoc Global & Local projects (eg. initiate STAR framework roll out- Global interview training roll out for SA market).
• Mentorship of recruiting specialist; Management of Talent Intern.

• Company Overview: Global last mile delivery Start up
• Built a Global Sourcing Playbook which served as a guideline for the talent sourcing team to identify top Global Talent for the business.
• Build Airlift employer brand to the South African Market.
• Built Benefits model for the SA Market, to ensure we provide Top Talent with excellent benefits.
• Revised onboarding program to ensure seamless integration into the business.
• Identify and network with top Global talent to engage them to come across to Airlift.
• Drive a metrics-driven pipeline approach to run sourcing by defined organizational goals.
• Built talent pipelines of strong potential candidates for the business for both the Pakistan & SA market.
• Global last mile delivery Start up

• Industries recruited for: Banking & Financial Services, Tier 1 & 2 Management Consulting, Consumer, Tele Communications, Logistics & Supply Chain, Manufacturing & Mining, Management Consulting, FMCG, Automotive, Renewable Energy.
• Types of roles recruited for: Full Human Capital (HC) Value Chain- (Head of TA, TA Specialists, Renumeration specialist etc), Finance Analysts & Managers, Marketing (Communications Manager, Market Intelligence Manager, Customer Experience Manager, Pricing Manager & Analyst), Head of Sales, sales consultants/managers, Management Consultants, Local Economic Development Principal within Mining, Commercial Manager.
• Regions recruited for: MENA, Southern Africa.
• Provide credible and consultative advice and support to client during the entire recruitment lifecycle.
• Supported the start-up of a new business venture which focused on both perm & contracting for the full Human Capital function.
• Developed the social media strategy to increase digital footprint.
• Leveraged personal network to bring in new Global clients to the Company.
• Market and Client research to effectively align appropriate candidates to job roles and function.
• Leverage both traditional and creative candidate sourcing techniques – including social media, (LinkedIn, Job Boards, Boolean search/Google x-ray and strong referral network to identify potential candidates for roles.
• Achievements within External Agency environment: More than double exceeded my perm target within the 1st quarter in the new company. This resulted in me making ~ R1million in revenue for the business within the 1st quarter of the year.
• Due to the calibre of candidates presented to a Top Tier Management Consulting Firm, the business took on two headcount instead of the one that was planned for.
• Successfully hired the Head of TA for one of South Africa’s leading banks.

• Tsebo Facilities Solutions (Facilities Management)
  Senior Talent Acquisition Specialist
  July 2019- Mar 2020
  
  Multichoice
  Talent Acquisition Specialist
  Jul 2018- June 2019
  
  HSBC Dubai (Via Resource Solutions)
  Talent Acquisition & Onboarding Manager
  Jun 2017- Jun 2018
  
  Types of roles recruited for:
  • Finance Manager, Finance Analyst , Commercial Analysts
  • Continuous improvement specialist
  • Company Secretariat
  • Maintenance planners, artisans, HVAC technicians and other blue-collar staff required for per client requirement
  • Sales & Ops managers
  • Site engineers

• Developed relationships with hiring managers and HR to plan and execute recruiting projects.
•External mapping and creation of talent pools for critical skills - these included roles that were critical to the organization’s strategy execution across the company. Provide market data insights on critical and scarce skills and share the info with HRBP’s and Reward Team to improve the organisation’s EVP.
•Developed a strong pipeline of readily available candidates for business requirements.
• Drive best practice, continuous improvement and innovation at process and procedure level within the company.
• Reporting and project management- analysis of exit trends, EE stats, etc
• Creation of interview guides and job descriptions for respective business units.
Work with HR Business Partners to understand workforce planning for their business units to build appropriate recruitment strategy.
• Conduct competency-based interviews with HM to ensure best calibre of candidate is identified for a vacancy.

• Strategic development and implementation of recruiting practice for the junior local hire candidates- i.e. applicants between zero-2 years of industry hire experience.
• My role involved understanding and filling the gap with the Top calibre candidates that BCG requires to fulfil client requirements.
• Achievement: One of the key achievements in my role was building the BCG Global Brand within the local market, where the team comprised just myself and the Recruiting Partner, and we built the brand through a series of strategic marketing initiatives and implementing Global best practices in the South African market.

Recruiting Specialist
Jun 2013-Jun 2014

• End to end management and execution of the consultant recruiting process, with a focus on the graduate recruitment portfolio. Work closely in cooperation with the Recruiting Partner (RP), Recruiting Director(RD) and with the “Recruiting Core Team” (interviewer team composed of Partners, Principals, and Project Leaders) to support the recruiting efforts of the Johannesburg office.
• Built the BCG Local brand by acting as the first point of contact for all candidates through the recruiting and onboarding process.
• Acted as the Main Brand Ambassador for the Firm to both internal and external stakeholders- ensuring that they ‘felt’ the Quality of the BCG International (with Local flavour) brand.

Strategic Responsibilities:
• Responsible for co-developing recruiting strategy with RD.
• Utilised Talent Acquisition analytics and Business Intelligence including mining of data from LinkedIn and other Channels to provide support to build business case to address recruiting challenges.
• Managing Recruiting budget- with RD.
• Work closely with RD on conversion process- ascertain right people are speaking to the candidate, understand ’softer side’ of the candidate’s needs.
• Talent mapping and competitor analysis.

Metrics :
• Conduct deep dive analytics of respective markets to source potential High Potential (HP) candidates to interview with the business.
• Collate data for Global recruiting metric reports.
• Utilised Talent Acquisition analytics and Business Intelligence including mining of data from LinkedIn and other channels to provide support to build business case to address recruiting challenges

Graduate Recruitment Responsibilities:
• Managing recruiting implementation process.
• Developed & executed pioneering recruiting initiatives, such as Referral Program, transformation targeted pipeline program, Internship program, Women’s initiative programs.
• Responsible for recruiting calendar creation and execution.
• Screening CV’s(lateral and university).
• Hosting High Potential Marketing events to attract high calibre candidates.
• Managing Recruiting Assistant.
Relationship management with key external stakeholders- universities, High Potential candidates
• Manage relationship with other international offices, so as to ascertain maintaining BCG best practices.
• Coordinating & participating in Interview debriefs to ascertain candidate offer
(with Partners & Recruiting Director)
• Ensure BCG Standards are met on all recruiting activities.

International School (University) Responsibilities:
• Managing CV screening in accordance with International school application deadlines.
• Coordination of interviews with International BCG Recruiting Teams.
• Scheduling of interviews with candidates based internationally (taking into consideration timezone differences).

Achievements:
Fast tracked to promotion after a year- average promotion trajectory is between 2.5years.

• Responsibilities: Implementation of a Graduate employee value proposition and recruitment brand for FNB.
• Development and activation of the campus marketing and communication strategy to attract the relevant type and calibre of graduates.
• Bulk interviewing of prospective candidates to fill business requirements.
• Host networking events to build one-on-one relationships with prospective candidates.
• Promote FNB as prospective employer to graduates across the industry (including I.T, Engineering, Accounting.

• Strategizing recruitment plan with National GR manager in order to meet pipeline recruitment targets.
• Act as an advisor to the business and provide insights on best practice solutions, market trends/ competitive talent intelligence through developed expertise and knowledge, setting clear expectations and driving the client relationship.
• Creating and sustaining relationships with key players in the business to comply with National targets set by Audit Division.
• Networking with key players at respective SAICA accredited varsities so as to build relationships on campus (these relationships help build the foundation to gain access to students in class).
• Replicating & implementing of grad strategy into the new EY tax elective model.
• Adhering to budgetary constraints proposed by Ops Team whilst finding creative solutions to maintain EY Standards.
• Co-ordinate & implement support structures for ambassadors (students signed up for articles).
• Managing a team of administrators & consultants to fast track application process.
• Identifying & networking with diversity candidates so as to increase transformation stats.
• Ascertaining smooth implementation of new graduate database-liaison with internal I.T team to create efficient and effective grad database.

• Creating and maintaining of relationships with prospective candidates to join the EY team.
• Providing support to EY Ambassadors ito helping them transition into the company.
• Hosting of networking events to promote Ernst & Young as prospective employer to transformation candidates.
• Ascertaining that EY graduates have a positive experience of the Firm.

• Coordination of recruitment process (scheduling interviews, updating systems).