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On Her Laptop

Recruitment Methodology

Skilled Unskilled Recruiting company to supply labors Recruitment Process Outsourcing Job Agency, Recruitment, Outsourcing

Financial Report

Recruitment Lifecycle Methodology

We will do sourcing from multiple avenues for Hiring & Recruitment either from all of the following or any of the following sources of hiring based on the

​1. Head hunting
2. Printing & pasting posters
3. Web media
4. Social Media
5. Referencing
6. Job portals etc.

1. Printing & pasting posters
2. News paper inserts
3. SMS blast on targeted
   database
4. Taking help of other
   consultants
5. Employment exchanges

Screening

Apart from written JD (Job Description), we try to understand from our clients, the main attributes which they are looking into the candidates before hiring, which some time may not be possible to mention in JD, based on that candidates either
get selected or rejected dispute having all required skills mentioned in the JD. Based on those inputs & attributes, we prepare customized screening questionnaire & our recruiters/headhunters discuss with each shortlisted
candidates & rate them on those attributes on the scale of 1 to 10 & then prepare final screened shortlist based on the ratings captured. Candidates scoring only particular ratings are recommended forwarded to clients for the further processing. Few examples of those attributes are like:

  • Stability in past career

  • Degree of matching with required skills sets

  • Fitment into particulars clients work environment/culture/Value system

  • Time taken to join

  • Time taken to join

  • Salary fitment as per the budget mentioned by the client

  • Any other specials requirements of client etc.

Scheduling

As soon we get interview confirmation from the client & candidate, at least 3 hours prior to the interview schedule, we start following up with client as well candidates to avoid any last minute surprises to ensure that meeting happens as per the schedule. In case of any last minute changes, we keep, both (client & candidates) updates regarding the same
 
Feedback: As far as possible, we try to take the feed backs as soon as possible to keep the candidates updated / informed.
 
Negotiations & Closures: Depending upon the comfort of individual & client we participate in negotiations & closure process to ensure it goes well & at the end of the closure both the parties have WIN-WIN feeling.

Joining & On boarding: Based on joining confirmation we keep following with Clients & candidates to ensure to have smooth joining & on boarding.

Post Joining

Even post joining we remain in touch with candidate & client to ensure that both are happy & satisfied with each other & we ensure to talk to candidates initially once a week & then once in a month till at least candidate completes 90 days with the organization & he/she is happy & performing there.

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