STEP 1

You as a Hiring Manager/HR help us understand following:

• Outline the job requirement
• Designate your Ace players – what makes them so effective?
• What makes a candidate a PERFECT fit in your business?
• What would really make you delighted about a new hire once he/she has completed his/her provisional period?
• Specifically outline what personality traits haven’t worked out for you in the past?
• What growth opportunities does the role offer?
• What’s the job likely to evolve into in  1 year or more?
• What projects will the shortlisted candidate be working on? His/Her KRAs and KPIs?
• Please define your expectations with time scales?
• Please outline your availability for interviews?
• If I shortlist an IDEAL candidate, how quickly could you move on it?
• Negative aspects or wrong approaches from your past experiences that you would want us to be cautious about?
• What is the annual CTC being offered for this vacancy and how flexible is it?

STEP 3

As soon as we have scoured through the available pool of candidates that we shall be targeting, we will define our deadlines to close the opening with the most suitable candidate.

Recruitment is less of ROCKET SCIENCE & more about HUMAN REALTIONSHIPS. Many make it sound like a Rocket Science; we do not, because we know the value and role played by relationship building in this industry!

We do not believe in fully AUTOMATED PROCESSES, this is one reason we shall CALL you REGULARLY to keep you updated on the progress. Human initiated calls! Wherein the assigned RECRUITER knows how to FEEL, EMPATHISE, UNDERSTAND and RESPECT your professional goals tied with the closure of this requirement.

Because as a GREAT RECRUITER we want to feel your need and respond and invest in it with equal professionalism and passion. Just like Humans do, not robots or automated systems.

PS. This does not mean we are averse to good and genuine automation. Few of our team members are crazy about AI and Machine Learning!