Recruitment Process

The steps that lead from a job description to an offer letter are all part of the recruitment process; these include the initial application, screening (by phone or one-way video interview), in-person interviews, assessments, background checks, and any other important components that are necessary to select the best candidate.

Instead than waiting for people to apply on their own, HR sourcing refers to proactively locating, getting in touch with, and engaging qualified candidates for a job opportunity. Our recruitment process incorporates the following steps in order to identify the best candidates:

  1. Determining the Hiring Needs: Employers, recruiters, and the project team provided information.
  2. As well as creating the job description (JD).
  3. We will review the JD and confer with the HR staff to obtain clarification.
  4. We employ two different approaches to hiring: a. First, we post job openings on job sites and wait for applicants; b. Alternatively, we actively search job portals for resumes that match available candidates.
  5. After completing the first round of resume filtering, the initial screening procedure is initiated.
  6. A conversation over the phone will be conducted to confirm the candidate's details, including their educational background, work history and preferred work mode (WFH /WFO)
  7. After that, we set up a video interview and asked pertinent questions based on their resume. We also took the test seriously, making sure they had the knowledge and skills necessary for the positions.
  8. We used to pose standard work-related questions, such as those on their leadership abilities, teamwork, customer relations, and project contribution, in order to gauge their true position in their present organisation.
  9. Based on their responses, we will next grade them according to several criteria. Core knowledge: For example, if we are hiring a senior developer for an IT company to work in the insurance industry, the candidate must be knowledgeable about insurance or related fields.

    Technical skills: For example, Web Designer / PHP developer must have excellent practical knowledge of that technology to meet the needs.

    Ability to communicate effectively

    Capability to lead a team and relevant skill with regard to JD

    D-related certificates and courses that provide value to the position

    Extra inquiries on things like holding offers and DOJ

  10. Based on their responses, we will next grade them according to several criteria.
  11. After providing employers with our input, if they choose to shortlist the candidates, we will set up a direct face-to-face interview for the next level, which may be held at the client office. This interview will be for detail technical, manager, and HR level questions.
  12. In order to improve our interview process, we used to gather employer input about candidates and candidate remarks about our procedure at the conclusion of the interview process.

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