Our Recruitment Process: A Three-Phase Approach
Pre-Sourcing
Position Analysis
Understanding what our client is looking for in the job that it assigns to the recruiter is critical in our line of business. Here, we try to raise our consciousness in tandem with the client.
Client Analysis
In this cutthroat market, hiring involves more than just seeking out candidates with the right functional and technical skills. Thus, in an outer spiral, we have developed the ability to evaluate the behavior, aspirations, culture, performance, and interest level of everyone.
Target Analysis
If we only focus on the bull's eye, a lot of work gets accomplished. Therefore, a significant portion of our study is focused on identifying the relevant titles, businesses, and industries that our customer serves.
Sourcing
Evaluation
Now that we have the list in our possession, we can begin mining it. We assess each candidate's value based on their technical and functional proficiency, experience, CTC, academic background, and other factors. We weed out candidates who fall short of our standards.
First-Level Assessment
We give the individuals listed a call and have a conversation. In this stage of the communication process, we attempt to separate the genuine candidates from the paper tigers. From this point on, our list starts to get shorter, and our job starts to take shape.
Expert-Level Assessment
To ensure that our client gets a red-carpet treatment, we employ our experts to examine the technical, performance-based and psychological aspects of the candidates. We work on minute details using our earned expertise and share only "The Best" to save our client's time and money.
Post-Sourcing
Interview Management
We oversee the complete management of the interview process and guarantee that the candidates arrive for the appointment as early as possible.
Negotiation
We negotiate salaries as soon as we begin the hiring process since we are aware that money is one of the main factors that drives people to work.
Verification
In addition to the candidate's reference, we ensure that you can make hiring decisions with confidence by offering at least two telephone background checks.
Follow-Up
Nothing is more frustrating in recruitment than candidates dropping off after an offer has been made. Hence, right short listing, the ability to discover red flags at an early stage.
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