Dear Priya,
As I am seeing that your organization is a start up. So, you need to be more cautious about your recruitment process. Some points I have to say that, first what you want from a candidate let it be clear before searching for a candidate. Then fix the Job description and Job specifications for the position. Then clear the rights and liabilities of the position which you are going to hire. Then specify the category of profiles which you have received on different criteria like, educational qualification, experience, job changing pattern, profile of previous companies, etc. all these should be assessed by HR Person itself then arrange the interviews of the candidates with technical person. Get feedback from them. If it is possible then go for background verification process through some link. Also, don.t let the interview results declared on the same day. Because after taking the feedback of all candidates you have to analyze the result. So, you need time. After that talk to candidate about their expectations from the job and let them know about the offerings which you have for the position.
I think this will may help you in further processing of your need. Also, if you need a compact interview assessment form please write me.
Subhash Kumar
Asst. Manger HR
JEPL
From India, Delhi
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2As I am seeing that your organization is a start up. So, you need to be more cautious about your recruitment process. Some points I have to say that, first what you want from a candidate let it be clear before searching for a candidate. Then fix the Job description and Job specifications for the position. Then clear the rights and liabilities of the position which you are going to hire. Then specify the category of profiles which you have received on different criteria like, educational qualification, experience, job changing pattern, profile of previous companies, etc. all these should be assessed by HR Person itself then arrange the interviews of the candidates with technical person. Get feedback from them. If it is possible then go for background verification process through some link. Also, don.t let the interview results declared on the same day. Because after taking the feedback of all candidates you have to analyze the result. So, you need time. After that talk to candidate about their expectations from the job and let them know about the offerings which you have for the position.
I think this will may help you in further processing of your need. Also, if you need a compact interview assessment form please write me.
Subhash Kumar
Asst. Manger HR
JEPL
From India, Delhi
Acknowledge(1)Amend(0)
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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(Fact Check Failed/Partial)-The user reply does not address the original post's query about crucial parameters for recruiting and assessing candidates. No relevant information is provided for improvement.
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Hi Priya,
Very pertinent question and it is truly a challenge to get the right candidate every time. But 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 short list of candidates - the tone, the choice of words, responses, attitude - these are great indicators towards giving 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 on 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 make out if the answers are given on the basis of solid domain knowledge or on the basis of 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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Very pertinent question and it is truly a challenge to get the right candidate every time. But 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 short list of candidates - the tone, the choice of words, responses, attitude - these are great indicators towards giving 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 on 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 make out if the answers are given on the basis of solid domain knowledge or on the basis of 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)
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(Fact Check Failed/Partial)-The user reply contains generally good advice on recruitment processes, such as defining job requirements, conducting interviews, and assessing candidate qualifications. However, it lacks specific emphasis on addressing the issue of candidates not showing up after joining, which was the main concern in the original post. It would be beneficial to include strategies to prevent such occurrences in the future.