Hi Folks,
I am sharing the way how I am able to source and recruit the candidates on time. The same is explained below:
1. When the position is identified, you sit along with the hiring manager or the line manager. Try to understand the job profile, which includes education, domain experience, specific skills. If possible, try to know the industry domain you are looking at. By doing this as a recruiter, you understand the profile and requirement to the extent of 65%.
2. Next, if you are working with a consultant, explain the same. If you are sourcing from job portals, try to use advanced search by feeding the job profile and industry domain. Alternatively, if possible, take some time of the hiring manager or line manager. Make him sit before the portal and ask him to search the profiles. This will reduce the time for pre-screening.
3. Once you shortlist the resumes according to the profile you are looking for, please schedule a telephonic discussion before calling the candidate for an interview. This will help you understand the candidate's profile preliminarily because some resumes may look good but lack substance. This telephonic discussion will eliminate these discrepancies, saving time for both you and the candidates. Remember, time is money.
4. After the telephonic discussion, shortlist the candidates and then arrange for the personal round of the interview with the candidate. Try to finish the interview in one go if you have two or more rounds to avoid troubling the candidate to take more leaves. Time is precious.
5. Once the interview is over, inform the candidate that if he is shortlisted, he will be informed about the offer. If he does not receive any call within 3, 4, or 6 days of the interview, he can presume that he has not been selected. This gives the candidate the option to search for other jobs or companies.
6. As far as possible, use communication advancements for discussing with the selected candidates. This includes salary negotiations by telephone and exchanging of documents and sharing of information by email. This approach will help both the candidate and you concentrate on other important work.
7. Lastly, once the offer is issued, talk to the candidate once a week before he is on board. This makes the candidate feel important, and you can also gauge the candidate's interest. If the candidate is not joining your company, he may avoid talking to you. This will enable you to source or find the second in line for that post instead of waiting for a 3-month notice period.
I know it is lengthy and boring to read, but by following these simple ways, I am able to select and bring the candidate on board within the stipulated business time.
I request all my professional members to share their strategies/methodologies if they have undergone any in the HR process.
With regards,
K.S. Yoganth Murthy
From India, Bangalore
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6I am sharing the way how I am able to source and recruit the candidates on time. The same is explained below:
1. When the position is identified, you sit along with the hiring manager or the line manager. Try to understand the job profile, which includes education, domain experience, specific skills. If possible, try to know the industry domain you are looking at. By doing this as a recruiter, you understand the profile and requirement to the extent of 65%.
2. Next, if you are working with a consultant, explain the same. If you are sourcing from job portals, try to use advanced search by feeding the job profile and industry domain. Alternatively, if possible, take some time of the hiring manager or line manager. Make him sit before the portal and ask him to search the profiles. This will reduce the time for pre-screening.
3. Once you shortlist the resumes according to the profile you are looking for, please schedule a telephonic discussion before calling the candidate for an interview. This will help you understand the candidate's profile preliminarily because some resumes may look good but lack substance. This telephonic discussion will eliminate these discrepancies, saving time for both you and the candidates. Remember, time is money.
4. After the telephonic discussion, shortlist the candidates and then arrange for the personal round of the interview with the candidate. Try to finish the interview in one go if you have two or more rounds to avoid troubling the candidate to take more leaves. Time is precious.
5. Once the interview is over, inform the candidate that if he is shortlisted, he will be informed about the offer. If he does not receive any call within 3, 4, or 6 days of the interview, he can presume that he has not been selected. This gives the candidate the option to search for other jobs or companies.
6. As far as possible, use communication advancements for discussing with the selected candidates. This includes salary negotiations by telephone and exchanging of documents and sharing of information by email. This approach will help both the candidate and you concentrate on other important work.
7. Lastly, once the offer is issued, talk to the candidate once a week before he is on board. This makes the candidate feel important, and you can also gauge the candidate's interest. If the candidate is not joining your company, he may avoid talking to you. This will enable you to source or find the second in line for that post instead of waiting for a 3-month notice period.
I know it is lengthy and boring to read, but by following these simple ways, I am able to select and bring the candidate on board within the stipulated business time.
I request all my professional members to share their strategies/methodologies if they have undergone any in the HR process.
With regards,
K.S. Yoganth Murthy
From India, Bangalore
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Its not at all boring infact everyone should adopt the same process. Thanks for sharing. Can you also share some views on Offer management. How an offer is closed? Regards, Anu
From India, Delhi
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From India, Delhi
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Hi,
Thank you for such a useful post. I am also using almost the same process, and it really works. :) Some points were new to me, like getting all the documents via email. We used to do this only rarely.
Thanks again for a new idea.
From India, Delhi
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Thank you for such a useful post. I am also using almost the same process, and it really works. :) Some points were new to me, like getting all the documents via email. We used to do this only rarely.
Thanks again for a new idea.
From India, Delhi
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Hi,
Thank you for such a useful post. I am also using almost the same process, and it really works. :) Some points were new to me, like getting all the documents via email. We just used to do this rarely.
Thanks again for a new idea.
Regards,
Supriya
From India, Delhi
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Thank you for such a useful post. I am also using almost the same process, and it really works. :) Some points were new to me, like getting all the documents via email. We just used to do this rarely.
Thanks again for a new idea.
Regards,
Supriya
From India, Delhi
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Hi Mr. Murthy,
Your information is 100% true and helpful. I really liked that. However, I would also like to add my information on this topic. Once we call up the candidate and conduct the phone interview, it is advisable to have the resume reviewed by the hiring manager. Sometimes, hiring managers may not find the resume relevant for the required position. I have faced this situation. I once sourced a candidate and did not forward the resume to the hiring manager for review. I thought the candidate was suitable, but after the telephone interview, the hiring manager disqualified the candidate as he believed they would not be a good fit. Since then, I always send the resume to my hiring manager for review, and it has helped me a lot.
Therefore, ensure that you discuss with your hiring manager before scheduling the candidate for an onsite interview. This practice will not waste your efforts. Remember, there is always a chance of rejection at every stage, from screening to selection.
From India, Mumbai
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Your information is 100% true and helpful. I really liked that. However, I would also like to add my information on this topic. Once we call up the candidate and conduct the phone interview, it is advisable to have the resume reviewed by the hiring manager. Sometimes, hiring managers may not find the resume relevant for the required position. I have faced this situation. I once sourced a candidate and did not forward the resume to the hiring manager for review. I thought the candidate was suitable, but after the telephone interview, the hiring manager disqualified the candidate as he believed they would not be a good fit. Since then, I always send the resume to my hiring manager for review, and it has helped me a lot.
Therefore, ensure that you discuss with your hiring manager before scheduling the candidate for an onsite interview. This practice will not waste your efforts. Remember, there is always a chance of rejection at every stage, from screening to selection.
From India, Mumbai
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Hello Yoganth, How are you doing?
Can you tell me if it is necessary to talk with the hiring manager? Is it not enough to understand the job description through email from the hiring manager about the job requirements?
From India, Hyderabad
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Can you tell me if it is necessary to talk with the hiring manager? Is it not enough to understand the job description through email from the hiring manager about the job requirements?
From India, Hyderabad
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I appreciated your idea, but I have the best solution for the recruitment process. Using effective recruitment management software is superior to the massive manual hiring process. I am also using one of the recruitment software solutions which makes my business hiring process more effective and timely.
[Recruitment Management Software | HR Software - PeopleQlik](http://www.alrasmyat.com.sa/products-and-solutions/peopleqlik/solutions/recruitment/)
From United States, Clifton
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[Recruitment Management Software | HR Software - PeopleQlik](http://www.alrasmyat.com.sa/products-and-solutions/peopleqlik/solutions/recruitment/)
From United States, Clifton
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