Maveric Systems’ Insider View Enhances Offer-to-Joining Ratio From 36% to 58%

Candidate experience does not end with rolling out offers. In fact, in many cases, it’s just the beginning. There have been several instances of candidates accepting job offers and not reporting at the last minute. A classic case of the same was shared by EaseMyTrip CEO Prashant Pitti in September. A candidate who was confirmed decides to bail on the day of joining by sending Pitti a WhatsApp message. Pitti shared the incident on Twitter and also recalled how he spent months grooming the person who was supposed to join as a VP. So it is not a given that once the offer letter is accepted, the candidate will turn up on the day of reporting. 

As per a Mint story, the dropout rate is as high as 35% despite the hiring slowdown in a lot of sectors. In such a scenario, organisations have come up with unique strategies for increasing offer to joining ratio. For Maveric Systems, it is the Inside View Virtual event. These are a series of virtual events after the offer roll-out to engage candidates who have 30-60-90 days to join Maveric per their notice period in their current workplaces.  

Also read: Employer Branding: 5 Steps To Boost Recruitment and Retention Through It

At the virtual event (not metaverse), the top leadership comes on the video call and gives candidates an overview of the brand’s history, a peek into what their future growth plans are, reiterates their brand promise to employees, and answers anything that they want to know about the company. It is a monthly event to track and improve the offer-to-joining ratio. The Insider View program is structured in a way where Maveric not only gives candidates insights about the company but also about each business vertical. There are two categories: 1 (Corporate) + 4 (BU Specific Deep Dive Session)

• 1 MAIN EVENT: A big event for all job offered candidates in a month
• 4 DEEP-DIVE SESSIONS
• Program Owner: Candidate Engagement Team under TA
• Program Co-owner/Support: Employer Branding Team

With these employer branding campaigns, we’ve not only been able to engage the audience but generated a strong pipeline of 650+ interested candidates out of which 400+ are currently being reviewed, undergoing required tests, and 140+ are already part of various projects and the rest are going through rigorous training at our three locations – Chennai, Bangalore, and now Pune,” shares Srinivas.

But has this improved their joining ratio? The answer is yes. Rajiv Srinivas, Senior Vice President – Talent Strategy, Maveric Systems reveals, “Insider View event, in its second year now, has ascended our offer-to-joining ratio from 36% in September 2021 to more than 58% in September 2022. Considering market conditions due to the pandemic and employers dealing with phenomena like the great resignation, Maveric has not only improved numbers but also has achieved an advantage of expanded employer brand reach.”

Apart from Insider View, Maveric has several other initiatives, which are helping the digital consulting company in attracting and retaining talent. This includes employer-branding measures like learning opportunities, mentorship from external leaders, and also Meraki Collective. Calling the people associated with the latter ‘magic makers’, Srinivas informs, “Stepping into arduous Maveric 4.0, through Meraki Collective, we are formally calling upon these magic makers to take collective ownership of culture building, and leadership development promoting adventure and learning, creating leaders for tomorrow. Essentially, it’s a people-driven initiative, where we aim to bring 25% of Maverics who will in turn make the rest of the associates absorb and embrace the characteristics of magic makers.” 

Also read: Can CSR Initiatives Create Engaged Employees? Egis Finds Out

Meraki Collective is a leadership development program that builds the leaders of tomorrow at the organisation. 

The other measures to engage and involve the employees at the organization include the upgradation of HRTechStack to make sure communication with candidates and employees is full-proof through the candidate/employee lifecycle, Think NXT, a learning and development program, is aimed at creating a workforce that is equipped with cutting-edge technological know-how, and aligned with the future-ready solutions the company is building for Maveric’s banking clientele. The company is also creating integrated marketing campaigns for internal and external audiences, around the strategic initiatives, and tenets of the program. 

“With these employer branding campaigns, we’ve not only been able to engage the audience but generated a strong pipeline of 650+ interested candidates out of which 400+ are currently being reviewed, undergoing required tests, and 140+ are already part of various projects and the rest are going through rigorous training at our three locations – Chennai, Bangalore, and now Pune,” shares Srinivas. 

Author: Rajiv Srinivas, with over 25 years of industry experience in talent acquisition, Rajiv has worked with organizations like HCL, Thought focus, Dell, ANZ Bank, Tech Mahindra, and Legato in the past.