Now know
How it Works
- Lead Generation
- Lead Validation
- Lead Conversion
- Onboard to your team
Step 1:
Lead Generation
In this initial phase, the focus is on identifying potential candidates or leads who are interested and qualified for delivery executive positions. This can be achieved through various channels and campaigns, how do we plan to work on it?
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Digital Campaigns:
We leverage online social media platforms ex Facebook, Instagram, and other channels like Google search network to generate high quality leads from target audience and collect the responses on city specific landing pages hosted on our site.
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Newspaper Advertisement
By placing campaign ads in both local and national newspapers, we resonate with candidates who favour traditional job search methods and consider them reliable. This strategy has proven and is regarded highly effective in connecting with a wide and diverse range of potential candidates.
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Outdoor Ad Campaigns
Our media planning encompasses billboards, auto ads, bus ads, look walker ads, mobile van ads, and various outdoor mediums to advertise delivery executive positions in bustling locales. This method synchronises the potential to grab the attention of a wide-ranging audience, including those who may not be actively scouring the internet for job opportunities.
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Direct Marketing
To achieve a dynamic approach for reaching potential delivery executives, we deploy direct marketing channels like one-on-one conversations, email outreach, phone calls, and social media to specifically target individuals or groups.
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Activation
In our commitment to connecting with potential candidates in the delivery sector, we organize insightful events, workshops, and seminars. These occasions provide a unique platform for direct engagement, allowing participants to gain firsthand insights into the array of roles available.
Step 2:
Lead Validation
After generating a pool of leads, the next step is to validate their suitability for the position. This involves a thorough screening process to ensure that the leads meet specific criteria based on clients' objectives. It may include evaluating their experience, skills, availability, and any other relevant factors. The aim is to narrow down the list to candidates who are genuinely qualified and interested.
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Automated Validation Tools
By placing campaign ads in both local and national newspapers, we resonate with candidates who favour traditional job search methods and consider them reliable. This strategy has proven and is regarded highly effective in connecting with a wide and diverse range of potential candidates.
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Phone Number and Email Verification
Once the automated validation is performed by the tools, our executive team use manual method of email verification services and phone number to check the authenticity of email addresses and valid phone number. These services can identify invalid, disposable, or temporary email addresses that are often associated with low-quality leads.
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Document Validation Results
Based on automated and manual verification, we keep a record of the validation results for future reference. This can help refine our lead generation strategies and improve the accuracy of the leads.
Step 3:
Lead Conversion
After successfully validating potential candidates and identifying the most fitting individuals, the lead closure process comes into play. This phase is dedicated to solidifying the hiring process. It encompasses essential activities such as:
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Conducting Interviews
Our HR team involves meeting with potential candidates to assess their suitability for the delivery role. This provides an opportunity to delve deeper into their skills, experience, and overall fit of the candidate to the company's culture and requirements.
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Discussing and Negotiating Employment Terms
Once the documents are re-verified during the interview process, we involve in gathering all necessary paperwork and original documentation from the selected candidates. This may encompass items such as identification documents, educational certificates, references, and any other documentation required for employment verification.
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Collecting all Requisite Documentation
Once the documents are re-verified during the interview process, we involve in gathering all necessary paperwork and original documentation from the selected candidates. This may encompass items such as identification documents, educational certificates, references, and any other documentation required for employment verification.
Step 4:
Onboard to Your Team
With the candidates successfully chosen, the onboarding process is ready for your company. This step involves providing the necessary orientation, and resources for the new hires to integrate smoothly into the organization. It may include familiarizing them with company policies, procedures, and tools they will be using. The aim is to ensure that they are well-prepared and comfortable in their new roles.
