We at surabhi Placement strive hard towards fulfilling our Client needs   who are searching for talented and Skilled employees we understand    their need much better and hence have framed a unique recruitment Channel .

Our Dedicated recruitment outfit undoubtedly ensure delivery of highly valuable and efficent employees.

The Recruitment process at Surabhi Placeement Services is divided as follows   

     1. NAC - Network Access Center (Acedemy Division)

Rationale - Network Access Center (Academic Division)

Network Access Center – Academy is an approach to learning from an industry perspective. With traditional technical teaching methodologies in educational environments, the conventional pathway is to build the foundation learning through subject based teaching of Banking, Insurance and other field of study independently.

The problem with this traditional methodology of learning adopted in elementary education in India is that there is no close relationship with industry requirements and hence does not produce Industry ready Job seekers, NAC’- A aim towards providing Industry endorsed learning which ensures job seeker is well acquainted with the job profile is productive to the employer from the day one at the job.

          Features of the Industry Endorsed Learning Program at NAC include:

  • Customized batches with pre – selected students for organizations’ like HDFC Bank, Tata Indicom, Idea cellular etc. to fulfill their manpower requirements on a regular basis in both metropolitan cities as well as rural places.


  • Placement tie-ups across leading IT,  ITes, BPO, KPO, Manufacturing Industries, Leading Telecommunication organization, and private sector banks.


  • Empanelment of requirement with Surabhi Placement and their channel partners. This ensures that over 2000 job opening are logged with us at any point of time.


  • Sound and finely calibrated education delivery Centers abreast with latest infrastructure.


  • Organization have a actively participated in the curriculum building process this keeps the Program of studies not just current and cutting edge, but also in tune with real needs of the industry .


 Network Access Center: Process



The first and most important step in differentiated instruction is determining what Job-Seekers already know so as not to cover material students have mastered, or use methods that would be ineffective for students. Pre-assessments can be a quiz, discussion, Written Test or activity that asks students to answer some of the questions that would be used to evaluate them.

Some models of differentiation do not require a pre-assessment, but rather have students self-assessed daily through oral defense.


After getting through the Pre-Enrollment Job-Seekers may take classes at either institution for credit toward Training and grooming Programmed assigned to him by Academy Manager.


Network Access Center (Academic Division) refers to the acquisition of knowledge, skills, and competencies as a result of the teaching of vocational or practical skills and knowledge that relate to specific useful competencies. It forms the core of apprenticeships and provides the backbone of content at institutes of technology.

Training differs from exercise in that people may dabble in exercise as an occasional activity for fun. Training has specific goals of improving one's capability, capacity, and performance.


Post assessment

After the Job Seeker gets through the training Course assigned to him, he is subject to Clear a Post Assessment Examination conducted by Surabhi Placement Services after which he is entitled a certification


Certification refers to the confirmation of certain characteristics of the person. This confirmation is often, but not always, provided by some form of external review, education, or assessment.


TAG Escalation

After the process of certification is complete the Job seeker is eligible for a job, and escalated to the TAG of Surabhi Placement Services which will monitor his employment process hereafter.


Rationale – Talent Acquisition Group

TAG – Talent Acquisition Group aims towards attracting, screening, and selecting qualified people for a job at an organization or firm. For some components of the recruitment process, mid- and large-size organizations often retain professional recruiters or outsource some of the process to recruitment agencies.


TAG has five main work area’s namely employment agencies, recruitment websites and job search engines, "headhunters" for executive and professional recruitment, niche agencies which specialize in a particular area of staffing and in-house recruitment. The stages in recruitment include sourcing candidates by advertising or other methods, and screening and selecting potential candidates using tests or interviews.

The Process of Talent Acquisition is illustrated below

Job analysis

The proper start to a recruitment effort is to perform a job analysis, to document the actual or intended requirement of the job to be performed. This information is captured in a job description and provides the recruitment effort with the boundaries and objectives of the search. Oftentimes a company will have job descriptions that represent a historical collection of tasks performed in the past. These job descriptions need to be reviewed or updated prior to a recruitment effort to reflect present day requirements. Starting recruitment with an accurate job analysis and job description insures the recruitment effort starts off on a proper track for success.


Sourcing involves

  1.  Advertising, a common part of the recruiting process, often encompassing multiple media, such as the Internet, general newspapers, job ad newspapers, professional publications, window advertisements, job centers, and campus graduate recruitment programs; and
  2. Recruiting research, which is the proactive identification of relevant talent who may not respond to job postings and other recruitment advertising methods done in #1. This initial research for so-called passive prospects, also called name-generation, results in a list of prospects who can then be contacted to solicit interest, obtain a resume/CV, and be screened


Screening and Selection

Suitability for a job is typically assessed by looking for skills, e.g. communication, typing, and computer skills. Qualifications may be shown through résumés, job applications, interviews, educational or professional experience, the testimony of references, or in-house testing, such as for software knowledge, typing skills, numeracy, and literacy, through psychological tests or employment testing. Other resume screening criteria may include length of service, job titles and length of time at a job. In some countries, employers are legally mandated to provide equal opportunity in hiring. Business management software is used by many recruitment agencies to automate the testing process. Many recruiters and agencies are using an applicant tracking system to perform many of the filtering tasks, along with software tools for psychometric testing.

On boarding

"On boarding" is a term which describes the introduction or "induction" process. A well-planned introduction helps new employees become fully operational quickly and is often integrated with a new company and environment. On boarding is included in the recruitment process for retention purposes. Many companies have on boarding campaigns in hopes to retain top talent that is new to the company, campaigns may last anywhere from 1 week to 6 months.