Recruitment and Staffing - Best Practices
I would like to share the best practices which I gained from experts in the recruitment industry.
1. CTC
Please do not send profiles of candidates who are
1. Beyond the Budget of the client
2. Way below the Budget of the client
Always send profiles where candidate expected CTC is closer to the client´s budget
2. Date of Birth
Please do not send profiles without checking the Date of Birth of the candidate
Always check the age range recommended by the client for each position
NEVER PROCESS ANY CV WITHOUT MENTIONING THE DATE OF BIRTH IN THE RESUME
3. DESIGNATION
Please do not send profiles without checking the CURRENT DESIGNATION of the candidate
The candidate’s designation should be the same as what the client has requested or one grade below (where the candidate should have spent atleast 2 years in the lesser grade)
NEVER PROCESS ANY CV where the Candidates designation is 2 grades or more below the opening; always look at relevant experience in the grade.
4. JOINING TIME
Please do not send profiles without checking the JOINING TIME of the candidate.
Always check the joining time recommended by the client for each position before working on the requirement.
NEVER PROCESS ANY CV WITHOUT MENTIONING THE JOINING TIME IN THE RESUME WHICH WOULD CORRELATE WITH THE TIME MENTIONED BY THE CLIENT
5. CORE AREA = AREA
Please do not send profiles without checking the CORE AREA OF EXPERTISE of the candidate
Always ask the candidate in what his/her core area of expertise is and his/her years of experience in the core area and always check if it matches the client’s expectations.
NEVER PROCESS ANY CV WITHOUT MENTIONING THE YEARS OF EXPERIENCE IN THE CORE AREA AND ALWAYS REMEMBER CORE AREA OF THE CANDIDATE SHOULD BE EQUAL TO THE SKILL AREA AS REQUESTED BY THE CANDIDATE
6. EDUCATIONAL QUALIFICATIONS
Please do not send profiles without checking the Educational Qualifications of the candidate
Always check the clients educational requisites and check whether the candidate has 1.Completed the Degree (No Arrears)
2. Has the required Sub Discipline (Ex. – BE Mechanical or BE Electrical) or (MBA Finance) or (Bsc. Microbiology)
3. Check the Percentage
4. Check whether the candidate has completed Full time/Part Time /Distance Education
5. Check whether there is a GAP in education (For example the candidate would have completed his plus 2 in 2002 and Under Graduation in 2009)
NEVER PROCESS ANY CV WITHOUT CHECKING THE ABOVE
7. DUPLICITY
Please do not send profiles without checking the DUPLICITY of the candidate always check whether the candidate has
1. Attended a F2F (Face to Face) interview with the client.
2. Attended a Telecon interview with the client.
3. Applied through the company’s website.
4. Applied through a recruitment firm or Paper Ad.
5. Applied through employee referral.
Also check if they have attended, when they look up the interview because some companies will accept candidates who had taken up interviews before a year or 6 months.
8. TARGET COMPANIES
Please do not send profiles without identifying the TARGET COMPANIES of the client and always check SIMILAR INDUSTRY!
Do check the No Poach list and more importantly list down the Target Companies before starting the search.
When searching for good profiles in a Job Board please do a Target Companies search along with the skill set rather than doing a simple skill search without target companies.
NEVER PROCESS ANY CV WITHOUT TARGET COMPANIES IN SIMILAR INDUSTRY
9. COMMUNICATION AND LOCATION
Please do not send profiles without validating the COMMUNICATION AND LOCATIONAL PREFERNCE of the candidates.
Communication:
Please do not send candidates who do not have good communication. Please check their Grammar and avoid candidates with strong MTI (Mother Tongue Influence) when they speak English!
Location:
Always source candidates who are in the same location/city/area as the client’s office. It will be very difficult to convince candidates to move from one city to another without a proper pull factor and will end up in high dropout ratio as the candidates don’t join the company citing relocation! Unless or until the skill set is niche avoid sourcing candidates from other locations.
10. SSS (STABILITY,STATUTORY AND SINCERITY) :
Please do not send profiles without validating the triple ‘S’ – Stability, Statutory and Sincerity of candidates.
Stability:
Please do not send candidates who are frequent job hoppers. Common Recruitment Formula for Stability is atleast 3years in a company. Very specially look at the current job duration and do not process any candidate who has not spent atleast 2years in the current company unless or until there is a genuine reason or a niche skill. (Only as a exception). Do also check whether there was any career break in between jobs. Check the year of completing their graduation/PG and check if they have started work the same year and also check if there is any gap between shifting of jobs. (Always mention dates/years of employment in each job in the resume.)
Statutory :
Check with the candidates if they have all the documents with them. Do a special check if they have all the educational certificates and relieving letter. Please do not process any candidates without any proper documents as most companies follow a diligent BGV (Back Ground Verification) process.
Sincerity:
Finally check the appetite of the candidate in his/her sincerity in looking for a job. If the candidate is not willing to attend the interviews within a week, he/she is not a sincere candidate (There could be a exception but it is very rare). There is no point in sending a good candidate without a candidate who is not sincere in their search. Always remember a serious candidate will attend an interview in short notice.
I would like to share the best practices which I gained from experts in the recruitment industry.
1. CTC
Please do not send profiles of candidates who are
1. Beyond the Budget of the client
2. Way below the Budget of the client
Always send profiles where candidate expected CTC is closer to the client´s budget
2. Date of Birth
Please do not send profiles without checking the Date of Birth of the candidate
Always check the age range recommended by the client for each position
NEVER PROCESS ANY CV WITHOUT MENTIONING THE DATE OF BIRTH IN THE RESUME
3. DESIGNATION
Please do not send profiles without checking the CURRENT DESIGNATION of the candidate
The candidate’s designation should be the same as what the client has requested or one grade below (where the candidate should have spent atleast 2 years in the lesser grade)
NEVER PROCESS ANY CV where the Candidates designation is 2 grades or more below the opening; always look at relevant experience in the grade.
4. JOINING TIME
Please do not send profiles without checking the JOINING TIME of the candidate.
Always check the joining time recommended by the client for each position before working on the requirement.
NEVER PROCESS ANY CV WITHOUT MENTIONING THE JOINING TIME IN THE RESUME WHICH WOULD CORRELATE WITH THE TIME MENTIONED BY THE CLIENT
5. CORE AREA = AREA
Please do not send profiles without checking the CORE AREA OF EXPERTISE of the candidate
Always ask the candidate in what his/her core area of expertise is and his/her years of experience in the core area and always check if it matches the client’s expectations.
NEVER PROCESS ANY CV WITHOUT MENTIONING THE YEARS OF EXPERIENCE IN THE CORE AREA AND ALWAYS REMEMBER CORE AREA OF THE CANDIDATE SHOULD BE EQUAL TO THE SKILL AREA AS REQUESTED BY THE CANDIDATE
6. EDUCATIONAL QUALIFICATIONS
Please do not send profiles without checking the Educational Qualifications of the candidate
Always check the clients educational requisites and check whether the candidate has 1.Completed the Degree (No Arrears)
2. Has the required Sub Discipline (Ex. – BE Mechanical or BE Electrical) or (MBA Finance) or (Bsc. Microbiology)
3. Check the Percentage
4. Check whether the candidate has completed Full time/Part Time /Distance Education
5. Check whether there is a GAP in education (For example the candidate would have completed his plus 2 in 2002 and Under Graduation in 2009)
NEVER PROCESS ANY CV WITHOUT CHECKING THE ABOVE
7. DUPLICITY
Please do not send profiles without checking the DUPLICITY of the candidate always check whether the candidate has
1. Attended a F2F (Face to Face) interview with the client.
2. Attended a Telecon interview with the client.
3. Applied through the company’s website.
4. Applied through a recruitment firm or Paper Ad.
5. Applied through employee referral.
Also check if they have attended, when they look up the interview because some companies will accept candidates who had taken up interviews before a year or 6 months.
8. TARGET COMPANIES
Please do not send profiles without identifying the TARGET COMPANIES of the client and always check SIMILAR INDUSTRY!
Do check the No Poach list and more importantly list down the Target Companies before starting the search.
When searching for good profiles in a Job Board please do a Target Companies search along with the skill set rather than doing a simple skill search without target companies.
NEVER PROCESS ANY CV WITHOUT TARGET COMPANIES IN SIMILAR INDUSTRY
9. COMMUNICATION AND LOCATION
Please do not send profiles without validating the COMMUNICATION AND LOCATIONAL PREFERNCE of the candidates.
Communication:
Please do not send candidates who do not have good communication. Please check their Grammar and avoid candidates with strong MTI (Mother Tongue Influence) when they speak English!
Location:
Always source candidates who are in the same location/city/area as the client’s office. It will be very difficult to convince candidates to move from one city to another without a proper pull factor and will end up in high dropout ratio as the candidates don’t join the company citing relocation! Unless or until the skill set is niche avoid sourcing candidates from other locations.
10. SSS (STABILITY,STATUTORY AND SINCERITY) :
Please do not send profiles without validating the triple ‘S’ – Stability, Statutory and Sincerity of candidates.
Stability:
Please do not send candidates who are frequent job hoppers. Common Recruitment Formula for Stability is atleast 3years in a company. Very specially look at the current job duration and do not process any candidate who has not spent atleast 2years in the current company unless or until there is a genuine reason or a niche skill. (Only as a exception). Do also check whether there was any career break in between jobs. Check the year of completing their graduation/PG and check if they have started work the same year and also check if there is any gap between shifting of jobs. (Always mention dates/years of employment in each job in the resume.)
Statutory :
Check with the candidates if they have all the documents with them. Do a special check if they have all the educational certificates and relieving letter. Please do not process any candidates without any proper documents as most companies follow a diligent BGV (Back Ground Verification) process.
Sincerity:
Finally check the appetite of the candidate in his/her sincerity in looking for a job. If the candidate is not willing to attend the interviews within a week, he/she is not a sincere candidate (There could be a exception but it is very rare). There is no point in sending a good candidate without a candidate who is not sincere in their search. Always remember a serious candidate will attend an interview in short notice.
Comments
Post a Comment