Recruitment process explained(from a third party consultant point of view):
- Requirement gathering
- Receive the JD
- Sourcing and sending the resume
- HR screening
- Technical screening
- 1st and 2nd level interview
- HR round
1. Requirement gathering:
In this phase managers talk to the client hiring managers and gather requirement, i.e, no of open position, basic skill sets , target date of closure etc.
2. Receive the JD:
Here recruiter gets Job Description(here after JD) from the client. The JD explains roles and responsibilities, required skill sets, experience range etc. Before sourcing thorough understanding of the JD is required. If recruiter has any doubt he should contact the client and get clarity.
Sourcing here means finding suitable resume from different sources and talk to the candidates and open them for the requirement.For a recruiter sourcing is a very integral part of their job. Sources of resume can be job portals, database, own network, reference from other candidates, social and professional networking sites etc. Then recruiter has to talk to the candidate, explain them about the requirement properly and tell them why they think his profile can be fitting for the position. If they are looking out, they are interested for the position and their salary expectation is matching to the client benchmark recruiters share there profile with the client.
Generally in most of the companies before going to the technical panel the resume goes through the HR coordinators. They screen the resume as per the filters given to them. Whichever resume they find suitable, they send them to technical panel for further screening.
After passing through the HR , resume comes to the technical panel. They also screen the resume to verify if the resume is fitting as per skills required.
6. 1st and 2nd level interview:
All the technical screening shortlisted resume are scheduled for technical interview. It can be telephonic or Face-to-Face according to convenience of both parties. Generally there are two technical interviews. Here technical panel talks to the candidate and try to gaze out the knowledge level of the candidate on required skill sets and if he can fit into scheme of things in the project.
7. HR round:
Once the candidate clears the technical round he faces HR round. Here candidate and HR have salary negotiations, discuss about the notice period and joining date. Again HR checks the candidate on personality front and try to find out if the candidate can be a cultural fit to the organisation.
If every thing falls into place, candidate is offered by the client. The send a proposed offer letter containing new CTC(cost to company). If candidate accepts the offer then he is officially offered.
Then HR collects different required documents like previous company offer letter, educational certificate copies etc from the candidate. They also do the background verification of the candidate.
In the mean while the candidate resigns from his company and after serving the notice period joins the new company.
# Although the above explanation talks about technical requirements , process is more or less same in other types also.
# It was a brief explanation about different aspects of recruitment process and in further posts I will discuss about them in detail.