Re-invent the Recruitment LifeCycle (Add positive karma)

Recruitment Process Lifecycle should also be in the favour of candidates rather than employer centric. Whether recruiters/HR Managers know it or not they are spreading the message about the organization whilst looking out for recruiting people. They are also a part of spreading the employee/work culture or even corporate culture to the masses'; if they do it in a humble approach helping candidates as well then only they will be called as Human Resources else they are just working for their own sake; just to make money by recruiting candidates the organization is looking for (most of the time recruiting candidates just to fill the roles although the candidate may or may not be having the required skill or may not be providing the requisite training).

Here is why?

Recruiters are the key persons who decides whom to recruit for the well being of the organization. However, they are the first point of contact before handing over the candidate’s profile or CV (Curriculum Vitae) to the concerned department or concerned client (if it is a contract or sub-contract or One Time Placement).

The way you interact with candidates sets the tone for optimistic vibes about the organization for both the consultancy and/or the client.

1st Process – Call them and email them simultaneously sharing the job description as soon as you find out the candidate is a good fit.

2nd Process – Provide the detailed job description stating the CTC slabs (Cost to Company with benefits).

Note: Asking them how much you want the salary is an open ended question. If the candidate asks you a 1 crore rupees then obviously you are not going to provide them unless that candidate is for the ‘C’ Level Executive (Chief Executive Officer, CIO, COO, CISO or CSO, CTO).

3rd Process – Try to arrange a Telephonic Interview rather than calling directly Face-2-Face Interview. Respect the Candidates time and their money.

Freshers are eager to enter the various MNCs. However, experienced people mostly do not have any interest or they might have already seen that place.

According to me, the interview process should consists of the following

1. Telephonic Round (Intro)

2. Email stating the job description with clear salary and benefits.

3. Telephonic round (Interview)

4. Video Conference via Skype or Face-2-Face Interview

5. Mandatory Face-2-Face Interview

6. Collect the softy copy of Candidates certificates —Back Ground Verification (If BGV is very strict then initiate it even before the face-2-face interview or video conferencing).

7. Final Offer Letter rolled out to the candidate.

4th Process – If you are scheduling multiple people then ensure the Interview Panel is available and suggest them to have a designated time slot for each candidate. This is one of the most organized way of setting a positive tone both for the interviewees & interviewers.

5th Process – After the first round or second round interact with the candidates and provide them a positive feedback. If the candidate is not selected then specify the same thing in an email giving them at least one or two areas for their improvement. (Note- Email costs almost nothing). This is a good Karma as well. This will also uplift the candidates to look at their weak areas and a very very positive vibes on the organization.