Corporate Hiring Policy

1. Introduction

The fast-growing Indian retail market in India is forecasted to reach US $ 1.3 trillion by 2024 and one of the top five retail markets in the world by economic value. It accounts for over 20% of the country’s GDP and contributes 8% to total employment. The Indian retail industry has experienced high growth over the last decade with a noticeable shift towards organized retailing formats

The retail Industry hires high percentage of temporary staff, mainly in the sales team and hence the demand of temporary staff continues to show an increasing upward trend. Attrition is also a major challenge faced in the industry and this will continue as more players enter the market and the workforce has a greater choice of employers. In order to tackle attrition challenges, retailers are increasingly adopting different models to recruit people. There is an increasing trend for various universities and educational institutes to provide specialized courses in retail. Some retailers are joining hands with these institutes to bridge the huge supply demand gap

Tophawks is India’s fastest growing retail marketing company assisting global brands in the field of Retail Intelligence, Sales force & Retail Sales management, Visual merchandising, training’s, Loyalty programs and Events & promotions. We do everything that help our clients sell effectively. At Corporate level we are always looking for the best talent to manage our growing workforce

  1. Aim

Aim of this Policy is to lay down all the guidelines, governing principles, process towards the talent acquisition for the corporate

  1. Values

At Tophawks we look for the following two valves in a prospective Tophawks Associate:-


  1. Scope of Corporate Hiring

Tophawks has a well-defined Grades and Band structure. At the bottom of Pyramid are the Executives and on top is the CEO. In between we have AM’s, Managers, Senior Managers, General Managers and VP’s.

5. Hiring Strategy
The most critical decision a company makes about employees is the decision to hire them in the first place. Whether a company succeeds or fails ultimately depends on whether it hired the right people to effectively execute its strategies. The hiring Strategy essentially needs to revolve around to acquire the right talent for the available position. There are multiple options today available to target the right Talent Pool. While deciding the option or combination of options have to bear in mind the cost factor also. We do not encourage use of consultants, unless it is inescapable and our own hiring team has run out of all options. Some of the frequently used options Tophawks uses are, IIM Job
listings, Alumni Forums, IMOP’s, Advertisements, Employee referrals, Campus hiring, Industry mapping etc.

Hiring Strategy-png

a. All open position to be published on Tophawks’s career website
b. All open mandates for APM level should get posted on
c. Job Listings on IIM Jobs – All PM and above level position should get posted on this forum. If the position is confidential then ensure that’s maintained while publishing the  role on website
d. Premier Institutes alumni groups- All senior level mandates can get published on the alumni groups through the help of internal employees
e. All open positions to be posted on social networking website as and when required

  1. General Hiring Responsibilities & Guidelines

6.1 Responsibilities

a) Corporate Hiring Team is responsible for developing, monitoring and overseeing employment policies and providing
Tophawks with support necessary to attain Talent.
-Typical responsibilities of Hiring Team
      i.  Represent needs of the organization
      ii. Source, interview and facilitate recruitment process within Tophawks
      iii. Conduct and coordinate position searches using various resources
      iv. To close all open all position in the specified TAT and within the defined selection ratio
b) Hiring Managers are responsible for making such decisions in accordance with policies and procedures established by
Tophawks. Each hiring supervisor is accountable  for his/her actions in matters relating to applicable sections of this
c)  Typical responsibility of Hiring Managers
     i. Make selection and hiring decision within the stipulated policies and parameters, including reviewing resumes,
interviewing candidates, conducting reference checks and documenting feedback
     ii. Implement recruiting and staffing policies, procedures and policies within their Business.
6.2 Guidelines
a. Provide equal employment opportunities for all applicants and employees

b. Right to reemployment or return to active employment-Reemployment rights extend to former regular staff who returns from a long leave of absence on or before the agreed upon return date when the leave was formally requested and granted in accordance with Tophawks policy

c. Rehiring former staff  
Regardless of the reason for rehire, all former staff must serve probation period

d. Employment of related person
Employment by a related person in any position (e.g., regular staff, faculty, other teaching, temporary, casual, third party, etc.) within an organizational unit can occur only with the approval of the Head HR/CEO. Under no circumstances may a manager hire or approve any compensation action for any employee to whom the manager is related. An individual may not supervise, evaluate the job performance, or approve compensation for any individual with whom the manager is related.
e. Age / Gender as a Hiring factor
Age/ Gender (except for persons under 18 who have not graduated from high school may not be used as a factor in hiring
unless it can be shown as a necessary job qualification.

6.3 Process and Practices

All Job Openings must be listed on the Tophawks’s career website. The next steps are: –

a. Job Description
1 First & most important step is to carefully draft the Job Description as the document is only going to translate the
open position into Hiring  
2 It is hiring manager’s responsibility is to identify the roles and responsibilities of the job and to document the criteria
its selection process
3 The hiring team will review the Job description and seek approval from head HR/CEO.
b. Selection Criteria  
Use the job description and other relevant criteria established by the hiring supervisor (including education, experience,
essential skills, abilities and competencies) to screen applicants and aid in the selection process
i.   Online Test must be conducted for all the applicants SL for that role.  Applicants must score minimum of 50% in the
assessment for us to take his/her candidature forward
ii.   All applicants (corporate role) must go through at least 3 rounds of interview. Any candidate who will be based at
corporate office (regardless of designation) has to go
through a final interview with CEO before an offer is extended to the candidate
iii. Candidates to be evaluated on a Four Point scale.

iv. Interviewers must provide ratings for candidates, and must approve and reject them. Approved candidates will go
to the next step of the process, and rejected candidates will not be considered any further

c. Qualifications/Education
     i.   All candidates should have Proficient communication skills & High IQ
     ii.  Beginner APM’s (Band 3) are mandatory MBA’s, mostly from Tier 2 /Tier 3 Institutes like IIPM, Amity, JIMS, BIMM etc.
     iii.  APM  at Band 4 and 5  are MBA’s with experience from Tier 2 Institutes
     iv.  For PM’s, highest preference will  be to promote  APM’s to PM’s
     v.   PM’s who are hired from outside will be hired into Band 1 and should be from Premier Institutes
     vi.  PM’s with more experience and having relevant work experience can be hired into any Band
    vii.  At PM level the person also need to have client management and skills related to the vertical
   viii. GPM’s hired from outside must be from premier business school with minimum 4 years of work experience
     ix. GPM’s should have Business development and operations management capability
d. Reference Checks 
The hiring supervisor is required to obtain a minimum of two reference checks from previous employers. Reference checks must be part of the candidate’s evaluation and may be used as a factor in the hiring decision if the information is job-related.
e. Background Verification & Documents Checks
Tophawks will conduct background verification & Documents checks like Address proof etc. for the candidates upon joining. For this all new joiners have to sign their willingness. In case of any negative report the Appointment shall stand cancelled forthwith
f. Hiring Decision
The hiring supervisor and hiring team is responsible for judging the relative qualifications of each applicant and for making the hiring decision

a)  Offer Letter
-An offer letter must be issued by the hiring department to the successful applicant using an approved offer letter template
-An offer needs to be negotiated by the business in coordination with HR team. Although the salary range has been defined clearly the business needs to offer a salary to candidates depending on the experience, need and urgency of the role
-The joining days are pre-determined at Tophawks by HR Department. Offer letter should be issued according to these
dates only.
b)  Non- Selected Candidates
-The hiring supervisor is responsible for giving feedback for all non-selected applicants who were interviewed.
-The hiring supervisor must ensure that all records are completed.
c)  Relocation
As of now all candidates need to be sourced and hired locally for all roles.  However, in case the candidate needs to relocate either at the time of joining or after joining for any outstation transfer Re location allowance up-to one month’s basic pay will be admissible

d)  Internal Job Posting
As and when there is a requirement the relevant positions will be published for IMOP’s. The selection criteria will have an added skill-based assessment and Interview to check the fitment for the applied role. The candidate applying for the IMOP should first get an approval from the current reporting manager.

e)  Succession Planning
 Whenever there is resignation/transfer/retirement from a key position the Corporate Hiring team has to do the proper succession planning and ensure in time proper replacement for smooth transition.
 7. Compensation & Benefits 

a. At Tophawks we offer the compensation & benefits at par with the Industry norms and offer best packages to the right candidate. The salary has two components Fixed and Variable.

b. As the salary ranges are pre-defined the Hiring manager has the liberty to offer the salary within the range available to
c. Apart from the Fixed salary there will be a variable component linked to the performance both of the company and the
employee which is be defined as per the grade and designation of the candidates.

d. Tophawks Salary Structure is very simple and it is imperative that the same is explained to very shortlisted candidate.
Our Salary structure is as follows: –

8. Corporate Hiring Self Sustainable 

The corporate hiring has been designed to be self-sustainable. There will be an Internal cost Transfer for each hiring done to the business or vertical which has created the open position. The amount required to be internally transferred shall be notified by the Management from time to time

9. Exceptions and Deviations

· Any exception or deviation from this policy requires approval of Head HR
· Management reserves the right to modify or terminate this policy without prior notice
· Non-compliance of the policy shall be reported to HR at [email protected] for appropriate action

  1. Policy Owner
    For any clarifications regarding Recruitment policy, please contact  – Senior Manager -Corporate Hiring