1. Recruitment planning phase
In the recruitment planning phase, we identify the hiring need within the organisation and create a job description for each of the available vacancies. The job description lists the qualifications and experience required for the job and outlines the primary job responsibilities an employee needs to accomplish at the workplace.
2. Strategy development phase
The next step involves devising a strategy for recruiting the most qualified candidate for the vacant position. In this phase, our recruitment team identifies if the candidates require professional training to accomplish their work. The team also determines the source of recruitment. It could be campus hiring, job fairs, online posting and recruitment agencies. Each type of source requires different resources. For example, we may have to visit a college for a campus hire.
3. Searching phase
The searching phase involves actively seeking new candidates to fill vacant positions. Often, our organisations use both internal and external sources to recruit the best-fit candidate. Internal recruitments may happen through promotions from within the organisation and by contacting retired or former employees. In many of the cases our organisations use an employee referral system for internal hiring. Employee referral programs also motivate current employees. Some may even get in touch with previous candidates. We may prefer getting in touch with External recruitment sources including campus recruiting, advertisement, direct recruiting, and leveraging social media platforms to attract potential talent.
4. Screening Phase
Our screening process involves shortlisting the best candidates from a pool of candidates or resumes. For screening candidates, we review the resumes, cover letters and profile summaries to separate the qualified candidates from the unqualified ones. When reviewing a CV, we prefer to go through their educational qualification, experience, skills, and career progression to make a choice.
5. Interviewing and selection phase
In this phase, our recruiters has to plan interviews with the shortlisted candidates. While in-person interviews are preferable, we may conduct Google Meet based video interviews if the candidate is not local to our office location. The interview process typically lasts for 15-20 minutes, and the number of interviews a candidate has to face depends on many factors. These factors could be the number of candidates interviewing for the job, the competitiveness of the job role, and our or client organisation's size.
6. Job offer phase
The next step in the selection process is officially making a job offer to the selected candidate. The offer letter provides details like the start date, performance expectations, compensation, perks and benefits, working hours and work-related policies. We do not prefer hiring a candidate through any other third party agency or commission agents.
7. Background Reference Check Phase
Our background reference check process involves our recruiter / verifier contacting a candidate's provided references, such as previous supervisors, to verify employment history, confirm skills, and assess work style and reliability for the role they are applying for. The process typically includes obtaining candidate consent, cross-referencing information from multiple sources, using a standardized set of questions to ensure consistency, and leveraging technology for efficiency. We conduct detailed background reference checks in terms of educational qualification, social conduct i.e. involvement in criminal case, professional experience, etc. for our organisation and also for our client organisations as & when requested and approached by our clients.
8. Onboarding phase
When the candidate accepts the job offer, we start the onboarding process and welcome the new hire to our and clients’ organisation. The onboarding process help the new employee learn about the organisation's culture, understand their work policies, meet with their team members and understand workplace expectations on the first day. Using recruitment softwares streamline the onboarding process by automating paperwork, tracking progress, and ensuring a smooth transition for the new employee.
9. Evaluation phase
The last step in the recruitment process is analysing the effectiveness of our recruiting method. In this stage, we determine if we and our client organisations are satisfied with the candidates we have hired. Also, we consider the cost-effectiveness of our current recruiting process and if there are any ways to improve it.