Hi Rekha,
I am Rekha, and I am working in an IT company as an HR executive. I want to understand the proper recruitment process. Currently, I am sourcing resumes, speaking to candidates, and then forwarding the resumes to the technical person for shortlisting. Sometimes, I ask the candidate to appear for a written test before my technical person meets them. This process is quite challenging for me, and I am seeking one method that is effective. Please assist me or suggest a suitable method.
Rekha
From India, Madras
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1I am Rekha, and I am working in an IT company as an HR executive. I want to understand the proper recruitment process. Currently, I am sourcing resumes, speaking to candidates, and then forwarding the resumes to the technical person for shortlisting. Sometimes, I ask the candidate to appear for a written test before my technical person meets them. This process is quite challenging for me, and I am seeking one method that is effective. Please assist me or suggest a suitable method.
Rekha
From India, Madras
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Rekha,
I have worked in recruitment for a long time. I will tell you some tips for conducting good recruitment.
You can always download CVs from reputable job portals like Naukri.com. Before you engage with the candidate, ensure you understand the requirements for the position you are looking to fill and the skills the person should possess. By delving into the details, you can ask the candidate relevant questions during the telephonic round. Only when they are able to provide satisfactory answers should you forward their profile to your superior for review. This approach reduces the chances of the candidate being rejected.
"Study the profile well."
Regards, Shruti
From India, Mumbai
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I have worked in recruitment for a long time. I will tell you some tips for conducting good recruitment.
You can always download CVs from reputable job portals like Naukri.com. Before you engage with the candidate, ensure you understand the requirements for the position you are looking to fill and the skills the person should possess. By delving into the details, you can ask the candidate relevant questions during the telephonic round. Only when they are able to provide satisfactory answers should you forward their profile to your superior for review. This approach reduces the chances of the candidate being rejected.
"Study the profile well."
Regards, Shruti
From India, Mumbai
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Hi Sruthi,
Thank you, but my problem is finding a standard method, like sourcing the resume and shortlisting candidates with my technical team, or forwarding the resume to my team, arranging a telephonic interview, and then a written test.
Please give me suggestions on how you handle this process.
Regards,
Rekha
From India, Madras
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Thank you, but my problem is finding a standard method, like sourcing the resume and shortlisting candidates with my technical team, or forwarding the resume to my team, arranging a telephonic interview, and then a written test.
Please give me suggestions on how you handle this process.
Regards,
Rekha
From India, Madras
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Hi Rekha,
As you mentioned that you are working for an IT company, it is obvious that most of the time you would be working on IT requirements. So, the first and foremost thing you need to do is make a list of technologies for which you get most of the requirements for the positions and do a brief study of these technologies. This would help you, in the first place, to search and shortlist the right resumes of the candidates. It would also help you to cross-check the candidates' experience mentioned in the CV and screen for inaccuracies. It would be great if you could prepare a set of technical questionnaires during the initial stages until you get comfortable with this process.
When checking candidates' technical expertise, the following are a few things that are always mandatory to ask:
1. Years of technical experience and skill set
2. Current position and company
3. Project
4. Team size and his role in the team
5. Job responsibilities
6. Project manager's name for verification purposes
Next comes a checklist for all other things that you need to check - the behavioral aspects. These are the few inputs that I could recollect. I will try to post some concrete information about the complete recruitment process very soon.
Regards,
Kanti
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As you mentioned that you are working for an IT company, it is obvious that most of the time you would be working on IT requirements. So, the first and foremost thing you need to do is make a list of technologies for which you get most of the requirements for the positions and do a brief study of these technologies. This would help you, in the first place, to search and shortlist the right resumes of the candidates. It would also help you to cross-check the candidates' experience mentioned in the CV and screen for inaccuracies. It would be great if you could prepare a set of technical questionnaires during the initial stages until you get comfortable with this process.
When checking candidates' technical expertise, the following are a few things that are always mandatory to ask:
1. Years of technical experience and skill set
2. Current position and company
3. Project
4. Team size and his role in the team
5. Job responsibilities
6. Project manager's name for verification purposes
Next comes a checklist for all other things that you need to check - the behavioral aspects. These are the few inputs that I could recollect. I will try to post some concrete information about the complete recruitment process very soon.
Regards,
Kanti
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Hi Rekha,
I have a Visio with the standard process of recruitment. This Visio will give you a feel for the entire process flow. However, I am unable to attach the same as it is giving me an error message.
If you can provide me with your email ID, I can email the content to you.
Regards,
Rashmi
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I have a Visio with the standard process of recruitment. This Visio will give you a feel for the entire process flow. However, I am unable to attach the same as it is giving me an error message.
If you can provide me with your email ID, I can email the content to you.
Regards,
Rashmi
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Hi,
Thank you. It's a good step, but it is very difficult to find good candidates who are not fake. We have a written test to check people's proficiency, but they may be good in the subject yet fake. It's very hard to find experienced candidates.
Regards,
Rekha
From India, Madras
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Thank you. It's a good step, but it is very difficult to find good candidates who are not fake. We have a written test to check people's proficiency, but they may be good in the subject yet fake. It's very hard to find experienced candidates.
Regards,
Rekha
From India, Madras
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Flow Chart Recruitment and Selection Process.pdf
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