RECRUITMENT PROCESS
Salient features of our hiring pipe (which is the main engine behind our talent acquisition activity):
- 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).
- We go for a blended source pool – our own database, network sourcing, paid database access & referrals.
- All sourced profiles are pre-screened before further candidate touch points (resume scans) by a team of experienced recruiters
- Initial Screening – Touch Point 1 (TP1): All candidates are spoken to (voice call) to ensure
- They are available for joining within the stipulated time (notice period constraint)
- Expected communication/language skills
- Travel worthiness (passport etc…)
- Availability to take an interview call
- Technical Screening – Touch Point2 (TP2): All candidates are spoken to (voice call) to ensure
- They meet the technical skill requirements
- Their professional experience is in line with the client expectations
- HR Screening – TP3 (Touch Point3): Voice call to
- Ensure the candidate is suitable for the assignment from a HR perspective
- Review and verify employment history
- Ensure the candidate possess the necessary non-technical skills depending on the requirement
- On-boarding
- Collect documents
- Third-party background check / employment verification where needed
- Offer / Offer acceptance
- 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.