Recruitment
Recruitment is considered to be a linear process that involves searching for a specific candidate to fill a specific position and is reactive The core function of recruiting is to find candidates for existing jobs that are currently available whether they are vacated positions or a new positions that are created. Successful recruitment begins with proper predictive measures. Today’s job market is becoming progressively more competitive and skill sets continue to grow more diverse. Staying abreast with this environment, our recruiters are more selective in their candidate picks.
Our Consultants ensure that the organization does not have to incur any expenses necessary to counteract the prevalence of poor performance of the recruited candidates. Our consultants’ concentrate on the various pre-selection strategies necessary to help you make the right choice from among the potential employees who have responded to your recruitment actions. Helping you choose from among these applicants and adopting techniques and approaches that enhance your reputation, as an equal opportunity employer, is the next step in the process.
As your recruitment consultants our teams’ main responsibility is to reduce the pool of applicants to a size that can be efficiently interviewed. This is done by assessing applicants who have the most recent, relevant and substantial skills, abilities and/or experience relevant to the selection criteria. The end result is a list of applicants who are most competitive compared to each other and to the essential and desirable criteria. As interviews are expensive, our short listing and recruiting teams target only those applicants who thoroughly meet the specified criteria and warrant further assessment via an interview or by completing relevant tests.
Understanding that the objective of effective selection is to match the individual characteristics with the requirements of the job, we short-list the candidates from a vast database of professionals after analyzing the requirement . A detailed job description is created enabling the recruiters attract the resources of their choice. The candidates are subjected to tests and case studies in their respective fields taking cognizance of the position they have applied for.
The candidates are then subjected to personality tests which measure different personality dimensions like
- Openness to Experience
- Conscientiousness
- Agreeableness
- Extroversion
- Neuroticism (Emotional Stability)
Acronym as OCEAN
Openness to experience:. Openness reflects the degree of intellectual curiosity, creativity and a preference for novelty and variety a person has. It is also described as the extent to which a person is imaginative or independent, and depicts a personal preference for a variety of activities over a strict routine.
Conscientiousness: A tendency to be organized and dependable, show self-discipline, act dutifully, aim for achievement, and prefer planned rather than spontaneous behavior.
Extraversion: Energy, positive emotions, surgency, assertiveness, sociability and the tendency to seek stimulation in the company of others, and talkativeness.
Agreeableness: A tendency to be compassionate and cooperative rather than suspicious and antagonistic towards others. It is also a measure of one’s trusting and helpful nature, and whether a person is generally well-tempered or not.
Neuroticism: Neuroticism refers to the degree of emotional stability and impulse control and is sometimes referred to by its low pole, “emotional stability”.
These tests help us in :
- Identifying the specific characteristic of people who are best equipped to meet the demands of the job.
- Identifying the criteria by which the candidates work performance will be assessed.
- Setting appropriate evaluative standards.
The goal of these procedures is to identify the candidate’s potential and fit the right applicant to the job. By assessing the strengths and weaknesses of the individuals, more is learnt about an applicant’s abilities and aptitudes than is typically provided from educational qualifications and work experience information. Our panel of experts then conduct an interview and rate the candidates.
The short listed resumes along with the evaluation sheets and the remarks of the interviewer are sent to the HR Managers enabling them to pick the apt candidate.
Verification of the Applicants credentials
We ensure that the employee’s educational and employment credentials are verified even before the short listing activity starts. Once the applicant is on boarded and becomes an employee the HR managers face a delicate and a difficult situation as the employee is already assigned to a project and would not be able to relieve off the project owing to the importance of manpower in the project. A smart applicant with a fake resume could possibly walk through in an interview but falls flat on the face when having to work alone on the project jeopardizing multimillion projects because of inexperience.
We ensure that our client is delivered with a detailed report of analysis and findings by verifying the
- Employment tenure
- Designation
- Remuneration
- Conduct
- Reason for leaving
- Eligibility for rehire
Assuring the HR specialists that the right candidate is hired for the right job at the right time.