Our recruitment process is of 3 stages, 1. Planning, 2. Implementation & 3. Closure.

Here is a glimpse of starting to end cycle of our simple, straight forward, structured recruitment process.

Phase I - Planning

Understanding Client Requirements: Without getting the outline clearly, no one can execute a project effectively; this is an absolute truth especially in recruitment sector. Since we deal with humans, we have to understand our client & candidate requirements right from the very beginning. Bridging a client and suitable candidate is an art which is mastered by our recruiting team to a greater extent.

Our recruiters ensure that they have thoroughly understood the given manpower needs through training, one-to-one discussions, mentoring & brain storming sessions. Prior to passing on the resource requirement to recruitment team, our business development managers visits the client organization to study their organizational structure, people, process, business, the manpower need and then they impart these information effectively to the recruitment team to fetch best-matched candidates who exactly fits-in the company’ culture.

Demand Analysis & JD Development: As per our SOP, we ensure to get the job description from the client to effectively execute the sourcing process, in case of non-availability of Job description from client front, our recruitment team describes the roles & responsibilities and develops a job description which is the confidential property of the organization. Our recruiting team publicizes the developed job description only after obtaining certification from the concerned HR decision maker.

Deciding Recruiting Tools: Organizations differ in people, process, product & technology. Likewise every organization’s job related requirement is also different. When we encounter a junior cadre and a senior management vacancy from the same client, to execute the recruitment project successfully, we have to decide an effective sourcing strategy using specific recruiting tool.

Hirers Business Solutions has 100 thousand referral candidate network, 10 Million+ Online Candidate database & strong influence in social media networks, depending on the viability our recruitment team selects the candidate sourcing tool through analytical skills & thoughtful research methodologies.

Phase 2 – Implementation

Candidate Assessment & Presentation: We follow strategic sourcing process, stringent screening process & stern shortlisting process. Hirers recruiter team follows uncompromising attitude towards recruitment of candidates through systemized sourcing, screening & shortlisting and we are proud to boast this skillset as our success in offering quality manpower to our reputed clients. We present a candidate to our client only after several layers of austere screenings & shortlisting from our end.

Our senior recruiting team has a panel of recruiting personnel who are trained & certified interviewers. We conduct resume screening, telephonic screening & direct screening rounds with candidates for a particular job vacancy, understand their candidature and forward them to our clients only if they match the job specificities. Our client relationship manager assists our clients with attitude, aptitude, group discussion, psychometric tests and also with initial to final rounds of direct interviews.

Phase 3 - Closure

Job Offer & On-boarding: Once the candidate is finalized, our backend operations team conducts background employment verification if the client requests the same from our end. As soon as the salary negotiations, employment terms and conditions are accepted between the candidate and our client, we bridge the candidate joining process through continuous follow-ups, coordination, relationship building, induction formalities and post-employment feedback.

Our talent acquisition team is well equipped with latest recruiting trainings, tools & technologies through which our recruitment team offers amazing business growth and greater yields by on-boarding exceptional human resources to our client organizations