Working Methodology
WORKING METHOBOLOGY
1. Client Consultation:
Meet with the client to understand their specific recruitment needs, including job requirements, desired skills, experience, and cultural fit. Discuss the hiring timeline, budget, and any other relevant details. Clarify the roles and responsibilities of the agency and the client throughout the recruitment process.
2.Job Analysis and Description:
Conduct a detailed analysis of the job position to gain a thorough understanding of its requirements and responsibilities.
Develop a comprehensive job description that accurately reflects the role, its expectations, and qualifications.
3. Sourcing Strategies
Utilize various sourcing channels such as job portals, social media platforms, professional networks, and internal databases to identify potential candidates.
Proactively reach out to passive candidates through networking and targeted outreach campaigns.
4. Candidate Screening and Assessment
Review resumes and applications received for the position.
Conduct initial screening interviews to assess candidates’ qualifications, experience, and fit with the job requirements.
Administer relevant assessments, tests, or assignments to evaluate technical skills or job-specific competencies.
5. Candidate Shortlisting
Evaluate screened candidates based on their qualifications, skills, experience,and cultural fit.
Present a shortlist of the most suitable candidates to the client, along with their resumes and assessment results.
Coordinate and schedule interviews between the client and shortlisted candidates.
6.Interview Co Ordination
Arrange and coordinate interview logistics, including scheduling, location, and any necessary travel arrangements. Provide candidates with detailed information about the interview process and the client company.
Collect feedback from both the client and candidates after each interview round.
7.Reference and Background Checks
Conduct thorough reference checks on the final candidate(s) as requested by the client.
Verify educational qualifications, employment history, and other relevant background information.
8.Offer Negotiation and Closure
Assist the client in formulating a competitive and fair offer based on market standards and the candidate’s qualifications.
Facilitate communication between the client and the selected candidate to negotiate terms and finalize the job offer.
Coordinate the signing of employment contracts and other necessary paperwork.
9. On Boarding and Follow-up
Provide support to the client and the new hire during the onboarding process.
Maintain regular communication with both the client and the candidate to ensure a smooth transition and address any concerns or issues that may arise.
10. Evaluation and Continuous Improvement
Seek feedback from the client and the candidate about their experience with the recruitment process. Analyze the effectiveness of sourcing strategies, screening methods, and overall recruitment process to identify areas for improvement.
Implement necessary changes and enhancements to optimize future recruitment efforts
11. Job Fair Activities
·Candidate Evaluation: The agency reviews candidate feedback, interview performance, and employer feedback to assess the success of their matches and make adjustments if necessary.
12.Placement:
If a candidate is selected by an employer, the agency assists with salary negotiations, reference checks, and any other necessary steps to facilitate the job offer and placement process.
13.Relationship Building:
The agency maintains communication with both the candidates and the employers to ensure their satisfaction and to foster long-term relationships.
