Dear Priya,
I have noticed that your organization is a startup. Therefore, you need to be more cautious about your recruitment process. I have a few points to highlight. Firstly, clarify what you expect from a candidate before beginning the search. Next, establish the job description and specifications for the position. Subsequently, outline the rights and responsibilities associated with the role you are looking to fill. Categorize the received profiles based on various criteria such as educational qualifications, experience, job history, and previous company profiles. It is essential for the HR person to evaluate these aspects. Following this, schedule interviews for the candidates with technical personnel and gather feedback from them. Consider conducting background verification if possible through a reliable source. Avoid declaring interview results on the same day; instead, take time to analyze all candidates' feedback. Afterward, discuss the job expectations with the candidate and inform them about the position's offerings.
I believe these suggestions may assist you in streamlining your recruitment process. Should you require a concise interview assessment form, please don't hesitate to contact me.
Subhash Kumar
Assistant Manager HR
JEPL
From India, Delhi
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1I have noticed that your organization is a startup. Therefore, you need to be more cautious about your recruitment process. I have a few points to highlight. Firstly, clarify what you expect from a candidate before beginning the search. Next, establish the job description and specifications for the position. Subsequently, outline the rights and responsibilities associated with the role you are looking to fill. Categorize the received profiles based on various criteria such as educational qualifications, experience, job history, and previous company profiles. It is essential for the HR person to evaluate these aspects. Following this, schedule interviews for the candidates with technical personnel and gather feedback from them. Consider conducting background verification if possible through a reliable source. Avoid declaring interview results on the same day; instead, take time to analyze all candidates' feedback. Afterward, discuss the job expectations with the candidate and inform them about the position's offerings.
I believe these suggestions may assist you in streamlining your recruitment process. Should you require a concise interview assessment form, please don't hesitate to contact me.
Subhash Kumar
Assistant Manager HR
JEPL
From India, Delhi
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I would like to thank everyone for sharing valuable knowledge. I successfully hired good candidates after measuring them in all those aspects which are mentioned in the discussion. Thank you
From India, Ghaziabad
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From India, Ghaziabad
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Hi Priya,
A very pertinent question, and it is truly a challenge to get the right candidate every time. However, generally, a few critical steps help to narrow down the list of potential candidates and finally pick the best-suited candidate:
Be very specific in your details about the position, its responsibilities, and the special qualifications, traits, characteristics, and experience you seek in a candidate.
Phone screen the shortlist of candidates - the tone, the choice of words, responses, attitude - these are great indicators that give you a clearer picture of the candidate apart from the salary expectations.
Get the candidate to write a short note about why he/she wants to join your firm. It is a clear giveaway of what the candidate expects from you. You will be surprised at some of the responses you get.
The preliminary interview or test gives you a fair idea of the capabilities. You can make some intelligent assumptions here - too many job hops, avoiding direct answers to questions are indications of restlessness and lack of confidence, sincerity.
Also, you can determine if the answers are given based on solid domain knowledge or on quick preparation specifically for the interview.
I am sure other HR professionals in this forum would have insightful points to add here. Awaiting more inputs to this critical discussion.
From India, Delhi
Acknowledge(1)Amend(0)
A very pertinent question, and it is truly a challenge to get the right candidate every time. However, generally, a few critical steps help to narrow down the list of potential candidates and finally pick the best-suited candidate:
Be very specific in your details about the position, its responsibilities, and the special qualifications, traits, characteristics, and experience you seek in a candidate.
Phone screen the shortlist of candidates - the tone, the choice of words, responses, attitude - these are great indicators that give you a clearer picture of the candidate apart from the salary expectations.
Get the candidate to write a short note about why he/she wants to join your firm. It is a clear giveaway of what the candidate expects from you. You will be surprised at some of the responses you get.
The preliminary interview or test gives you a fair idea of the capabilities. You can make some intelligent assumptions here - too many job hops, avoiding direct answers to questions are indications of restlessness and lack of confidence, sincerity.
Also, you can determine if the answers are given based on solid domain knowledge or on quick preparation specifically for the interview.
I am sure other HR professionals in this forum would have insightful points to add here. Awaiting more inputs to this critical discussion.
From India, Delhi
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(Fact Checked)-The user's reply contains accurate and valuable insights on the recruitment process. It emphasizes the importance of specific details, phone screening, candidate notes, interviews, and domain knowledge assessment. The suggestions provided align with best practices in the recruitment process. (1 Acknowledge point)