Recruitment Process Cycle

 

 

We follow a step by step approach towards the whole process of Recruitment. At each stage we have an involvement of Team Leads, Recruitment Managers, Operations Team and Account Managers. In this document, we will understand the Recruitment process followed in general.  Here are the steps:

Requirement Understanding:

Requirement Understanding is the whole base of our recruitment. The recruiters have to ensure that they get a clear understanding of the whole process and get to know all the aspects of the requirement. Any requirement that we work upon would have skill sets details, job description as well as the project description. The recruiter needs to understand the requirement as in, is the requirement a Technical, Functional or a Techno functional Requirement.

 If there is a skill set which the recruiter is not cognizant about, the recruiter should get on to www.google.com, www.bing.com etc. The recruiter should try to make an effort of finding more details about the skill set. This helps a recruiter in preparing the search string with a better understanding.

Sourcing

Sourcing is an individual approach. If a recruiter is clear about the requirement and has gathered the required information, the recruiter would prepare the search string in GEM. A search string is prepared on GEM, and GEM harvests the resumes from the job portals. These job portals are: Monster, CareerBuilder, Dice, Hotjobs and Sologig. There can be other 3^rd party sources, which can be used to source resumes. These sources can be Google, Linkedln, referrals etc. Once a recruiter gets the resumes, they will screen it as per the selection criteria suggested on their campaign.

Screening

Screening is a process of reviewing the resume of the candidate in terms of various parameters to evaluate if it is a good fit for the current requirement or not. If a resume is good fit then the candidate can be contacted else the resume can be saved for future use.

Various parameters on which a resume can be screened are:-

• Sponsorship requirement (work authorization)
• Job roles and responsibilities undertaken in the previous contracts
• Contract pattern that the candidate works upon (long term / short term / permanent)
• Technical understanding as per the requirements
• Location pattern, relocation availability, open to commute
• Education and Certifications
• Technical certifications

Telephone Interaction:

After screening the resume of the candidate the recruiter must contact them to check for:

• Candidate's availability for the offered contract
• Currently working or not (contract / permanent)
• Evaluate the person for the various competencies required for the contract
• Reiterate on the terms and conditions being agreed upon with the consultant before disconnecting the line
• Inform about Right to Represent and Rate Confirmation Mail

Invite an affirmative acknowledgment along with client specific documents via email from the consultants on the terms and conditions of the job discussed.

Submittal and Follow ups:

A recruiter has to submit a resume to the client on the job portals. However, before submitting the resume on the job portal, the recruiter has to take an approval on the resume from the Team Lead / Account Manager. Please update the ATS accordingly.

Upon receiving of RTR, RCM and the updated resume from the candidate, the recruiter sends the Submittal email to the approving authority. The details would be reviewed and the resume is matched as per the requirement. The recruiter would also send the below mentioned details: 

Ø  Legal Name as on SSN/Passport:

Ø  Contact No.:

Ø  Email:

Ø  Availability to interview:

Ø  Availability to start:

Ø  Pay Rate:

Ø  Targeted Bill Rate:

Ø  Last 4 digits of SSN (If required):

Ø  Resident Status: 

Ø  Visa Validity (If applicable):

Ø  Current Location:

Ø  Willing to Relocate:

Ø  W2/C2C/1099/H1 Transfer:

Ø  Medical Benefits (Yes/No):

Ø  Corp Info: (If C2C)

Ø  ATS ID: