|
Our Recruitment methodology covers 4 phases:
1 – 'Source to Send'
Understanding client requirement: Details of the position and
organization, culture, need, reporting structure and job description
is understood by our team.
|
Requisition Validation Sheet: Our understanding of your requirement gets captured in RVS sheet.
This requisition is tracked in our software, for CV submissions, short-listed CVs, interviews and
Turnaround time for submission.
Database Search: We have a proprietary database, in which the details of every candidate are captured. Everyone spoken to is prequalified and 'Hot Notes' and a 'Face Sheet' is created for each candidate. Depending upon the skill set, and seniority, a multi channel search is commenced which includes database search, employee referrals, candidate referrals, portals and headhunting.
Sourcing/ Pre-Validation: We have a detailed 'Questionnaire Validation' process, especially for outsourced candidates. Validation by Team Leaders is done on the CVs sourced by the Sourcing Team.
Validation: Team Leaders validate the CVs put in the 'basket' by the sourcing team
CVs Sent: Relevant CVs are sent to client.
This is followed by receiving shortlists and coordinating interviews for the first 1-2 candidates with the candidate.
2 – the Iterative 'check'
This is the phase where we understand, if we are hitting close to client match or not. If yes, then we continue the process further, and help client close the candidate for the position. If not, then Phase 1 process steps are repeated.
3 –Position Closure
In this process we engage closely with the candidate and client to overcome objections, and we try to bridge the gaps between client and the candidate. The target is to close the position and get a final DOJ – Date of Joining from the candidate.
4 – Offer letter and Drop management
Here we closely monitor the candidate post the release of the offer letter - we follow up for an 'acknowledged' copy of his resignation letter and effort is spent in tracking so that he joins as promised. Inspire of this, if there is a dropout, back up candidates are offered.
In the above process, candidate management, recruiter performance and client engagement is closely monitored.
Additional Feature: Technical Validation and Interview Process
Technical /Functional validation –
In certain cases, candidates are completely validated by our internal panel of Technical Consultants and Project Managers. This saves time and effort of client. We completely outsource the initial pre interview process for the client.
Soft skills/Behavioural validation –
Every company needs specific qualities ,skills and knowledge within the business to ensure it
works to its potential. The following checklist is used by us to assess the people we interview
and a rating scale is developed from 1-10
• Academics
• Relevant experience
• Personality
• Communication skills
• Commitment to Target
• Finance Skills
• Process Driven
• Open Minded
|
• Team Player
• Leadership
• Fundamentals
• Integrity
• Energy & Enthusiasm
• Ability to strategize
• Positive Attitude
• Loyalty
|
 |
|
|
|