Our Process

Process Flowchart Deciphered

• 1 The incumbent is expected to understand the client’s USPs to convince candidates and the requirement thoroughly so that they can explain the candidates about their job role and client’s expectation. the relevant search, precisely matching the skillsets shared by the client.
• 2 The recruiter thereafter needs to put the relevant search, precisely matching the skillsets shared by the client.
• 3 The headhunter needs to talk to relevant candidates to give them in-depth insights about the client and share the job role with them. The recruiter is supposed to share the job role, client details via email and WhatsApp and get a written confirmation of their interest.
• 4 The recruiter needs to then deliver the profiles to the concerned POC / Leader.
• 5 Every alternate day from the delivery of profiles, the recruiter needs to follow up with the POC / Leader for feedback on their CVs shared with the client. Once you receive the feedback, you need to update the MIS, talk to the candidates, make them available for the interview as per the client’s feasibility.
• 6 The recruiter need to send all the interview related details; interview call letter, interview link, JD, and all required specifications on Email and WhatsApp.
• 7 The recruiter needs to share the final interview schedule with the POC / Leader once the candidate confirms his/her presence for the interview. And, then update the G-Sheet or MIS accordingly.
• 8 Interview day; the recruiter is supposed to keep the POC / Leader in the loop about the status — previous day evening and the interview day morning status.
• 9 The recruiter needs to prepare the candidate for the interview so that they can perform well, conduct a test audio/video call with them well in prior.
• 10 Post interview; the recruiter needs to check with the candidate on the interview to understand the kind of questions being asked and to use for future purpose.
• 11 Post that send a feedback request to the POC / Leader requesting the feedback and update the G sheet and HC accordingly. Incase, if you don’t receive feedback in two working days, please follow up with your POC again for the feedback. To get the feedback for each of your candidates is the recruiter’s accountability. If rejected, please inform the candidate accordingly, only if the candidate follows-up persistently.
• 12 Congratulations on the selection! Once the candidate is selected, please follow-up on getting the required documents, share them with the POC. You need to play a pivotal role in offer negotiation to ensure a win-win situation. Once the candidate accepts the offer, you need to ensure the candidate is resigning from his present employer, ensure you get the resignation copy, follow-up on the resignation acceptance, request for a copy and share it with the POC. Keep active follow-up for the same.
• 13 You need to ensure the candidate joins and inform the POC and Leader about the same.
• 14 You need to also simultaneously remind your POC/Leader and follow-up on the payment against the invoice raised for the candidate.
• 15 Since the replacement generally varies between 3 to 6 months, you need to accordingly ensure you are tracking the candidate and talking to them regularly to understand their presence in the organization till the replacement period ends.

  Step 1 : First follow-up to be done once the candidates completes 10 days with the organisation. Reminders to be set accordingly.

  Step 2 : Second follow-up to be done once the candidates completes 30 days with the organisation. Reminders in outlook/phone to be set accordingly.

  Step 3 : Regular follow-ups to be done thereafter every last working day of the month for every candidate that has joined as a process. Reminders in outlook/phone to be set accordingly. An email needs to be sent to the POC/Leader updating on the same after every follow-up.