1. PLANNING & ASSESSMENT

To start with, we entirely go through the requirement shared to us and plan our strategy, in order to deliver the outstanding profiles to our clients within the shortest period of time. Our work plan strategy is based on the possible challenges, the mechanism to counter such challenges, the ongoing trends in the market, competency levels available, parameters required for the position etc.


2. CANDIDATE SOURCING

Once we are done with our detailed planning phase, we start sourcing the candidates. To achieve the excellence, we have experienced recruiters to do the job. Being a recruitment consultant with very strong values, we firmly belief that candidate sourcing for any type of recruitment need to be powerful, thus our main focus is on that.

3. FIRST-LEVEL SCREENING

Once our recruiter had shortlisted the relevant candidate profiles, we begin our first level screening. This is a primary interview, where we explain the details of the requirement, company’s profile as well as the assessment is also done to check the suitability of the candidate for that particular job.

4. CLIENT INTERVIEW

After the initial screening and validation, we refer the candidate for the client interview where the client can directly assess the capability and potential of the candidate.


5. SHORTLISTING

Once the client is done with screening of the referred candidates, we ask for the shortlisted profiles for the further assessment.

6. OFFER

During this phase of the process negotiation and the handholding phase where we negotiate for the salary package, joining date and offer letter. During this stage, the candidate is offered the salary from client side or from our side if the details are provided to us.

7. FOLLOW-UP

Once the salary negotiation is done, and the job is offered, we take a regular update from the candidate until the joining date.


8. CLOSURE

This is the final phase where the candidate is successfully place in our client’s company with no hassle whatsoever. Furthermore, we continue to maintain our relationship with both our client and selected candidate to ensure smooth integration of the candidate in the organization.

9. FEEDBACK

The importance of feedback While it might seem like a lot of work right now, giving feedback is not only good for your company, but you’re also helping the candidate to understand where their strengths and weaknesses lie.