RECRUITMENT PROCESS

Salient features of our hiring pipe (which is the main engine behind our talent acquisition activity):

  1. We carefully choose our talent sources based on client needs such as number of resources, skill set / competencies needed, work location, work type (FTE/Contracting/Part-time).
  2. We go for a blended source pool – our own database, network sourcing, paid database access & referrals.
  3. All sourced profiles are pre-screened before further candidate touch points (resume scans) by a team of experienced recruiters
  4. Initial Screening – Touch Point 1 (TP1): All candidates are spoken to (voice call) to ensure
    1. They are available for joining within the stipulated time (notice period constraint)
    2. Expected communication/language skills
    3. Travel worthiness (passport etc…)
    4. Availability to take an interview call
  5. Technical Screening – Touch Point2 (TP2): All candidates are spoken to (voice call) to ensure
    1. They meet the technical skill requirements
    2. Their professional experience is in line with the client expectations
  6. HR Screening – TP3 (Touch Point3): Voice call to
    1. Ensure the candidate is suitable for the assignment from a HR perspective
    2. Review and verify employment history
    3. Ensure the candidate possess the necessary non-technical skills depending on the requirement
  7. On-boarding
    1. Collect documents
    2. Third-party background check / employment verification where needed
    3. Offer / Offer acceptance
    4. Travel readiness (when applicable)

Note: The number of touch points discussed above is for a generic hiring pipe we have and the hiring pipe can include multiple levels of screening and touch points depending on the specific client needs.