Recruitment Process

1. Receipt of requirement from the client

Recruitment Process
The client sends across the open positions; along with a well defined job description of the positions vacant in the organisation A well defined job description is a mandatory requirement in initiating the recruitment process so as to enable the recruiter to source the candidate who is the best fit for the job. 2. Analysis of position and requirements At the beginning of any assignment, it is important to understand the pre requisites of the vacancy, the company history, culture, ethos, and know what is the clients definition of an ideal candidate for a particular profile. This initial understanding helps in working in the right direction towards sourcing the candidate who is best fit for the role. 3. Advertisement placed via electronic medium Advertising the vacancies on job portals via internet, traditional advertising, personal contacts, web searches are conducted to identify to identify the candidate with the right profile within a deadline.

Internet General newspapers Job ad newspapers Professional publications

Window advertisements Job centers, and Campus graduate recruitment programs

Placing advertisements is an add-on in reaching out to potential job seekers making them aware of the current and upcoming vacancies in the industry. This is done to attract applications from the candidates who possess the required skill sets to do the job. 4. Candidate shortlisted as per employers job description through pre - screening (phone /web) Suitability for a job is typically assessed by looking for skills, e.g. communication, typing, and computer skills. Qualifications may be shown through rsums, job applications, interviews, educational or professional experience, the testimony of references, or in-house testing, such as for software knowledge, typing skills, numeracy, and literacy, through psychological tests or employment testing. Other resume screening criteria may include length of service, job titles and length of time at a job. 5. CV's sent to employer after initial screening Once the candidate is shortlisted via initial screening; they are sent to the client for the face to face personal interview. 6. Employer shortlists and conducts personal interviews The client does an evaluation of the resumes sent by the consultant and conducts a face to face interview with each candidate to assess suitability and employability of each person.

Recruitment Process
7. Testing and evaluations at clients end The client does an evaluation of the resumes sent by the consultant and conducts a face to face interview with each candidate to assess suitability and employability of each person. Post each interview a feedback is taken from both the client and candidate. 8. Selection and confirmation of placement Closure stage: The candidate is selected for the position. It consists of negotiation, offer, follow up and handholding. We keep in constant touch with the candidate until he/she joins the company.