A walk through our recruitment model and process steps
Ingredients in most recipes are more or less the same. But the chef is the one who creates that exquisite difference that waters your mouth. Similarly, selecting the best candidate is identical for all the recruitment outsourced consultancies. Maybe you are tired of reading the same process monotonously with every recruitment firm. Then the big question is, what makes the difference?
The strategies involved and quality time spent. AVRA has a concrete model and a pragmatic approach that makes us leading in our field. As our model shows, every minute detail is considered to build a fully functional and tested recruitment circle. To learn more on why to select AVRA, please check our about us page.
Various degrees of our recruitment circle
Briefing with clients on requirements
The hiring manager and internal human resources are consulted and requested to brief on the vacancy and expectations. That is the most vital first step that will directly influence the later. We follow a procedure and prepare ourselves in advance to get the most out of the briefing
Several factors fail to provide the candidates to meet the expectation of the hiring manager. One of the key facts is a low to moderate understanding of the recruiting job role. That results in a chain reaction of providing the wrong set of shortlists. Quoting a proverb, ‘Failure in the first step undermines the whole process’. That is true of recruitment and results in total waste of resources and time. Hence a well-planned briefing is performed by AVRA
Strategy planning for specific job roles
A planning chart is built with data such as the recruitment budget, salary limits, recruitment goal, organization culture, headcount or number of vacancies to be filled, time duration, ideal candidate expectations from team managers, and technical and language skills.
After collecting the relevant data from the employer, employer-specific goals are defined. Recruitment is a overwhelming process and proper plan can save a lot of time. At this stage, we are ready with objectives, time plan, sourcing methods, advertising the job and creation of job description. As a general rule of thumb, ideal candidates and high rentention is given primary importance in all cases.
Candidate sourcing in complete database
Candidates are sourced in all possible and available methods such as employee referrals, reference from our networks, job portals and social media. Depending on the demand, both active and passive sourcing techniques are employed in the process. Talent pool is pipelined at this stage.
Promising resumes are filtered. Then suitable experienced or educated candidates are pipelined. The pipeline is then sorted in the order of the most qualified. A proper sourcing improves the quality of the hire and time per hire. Hence maxiumum work capacity is assigned for such a process. More than AI’s and algorithms, we depend on human decision to create our potential list. That is special to AVRA compared to our competitors and hence improves the efficiency of complete recruitment cycle.
Phone screening for
specific skills
The best-suited candidates in our pipeline are emailed invitations for screening. Interested candidates are interviewed via phone calls to check their technical, role specific and language skills. They are well engaged to get gist of their personality.
Pre-screening is contemplated as an initial evaluation of candidature, and the pool is further narrowed. Our experts explain the job role, organization culture and encourage candidates to ask questions. Applicant’s are questioned to know their motivation to change jobs. AVRA has a predefined set of screening questions for general topics. On top of that, a new questionnaire is prepared for every job based on the requirement. Also, our recruiters are dynamic to pursue the conversation based on the conversation flow.
Shortlisting final set of candidates
Screening and Shortlisting happen concurrently. During this process a fair amount of unqualified candidates are eliminated. Elimination is a tough but necessary step which aids steering the interview process in the right direction. Email invitation is sent to the shortlisted.
Suitable candidates are persuaded to take the interview even though they are not actively looking for a job. Top candidates are fished by parsing through the pool. Candidates who are not up to par but the next best choice are saved for backup. So when the first choice of candidates fails the final interview, there is no time lag in sending the next batch. We have an accelerated approach during and after the final shortlisting to meet timelines.
Interview with the client HR’s and hire managers
Information on candidates who are selected and rejected is collected via a follow-up call to the employer. Selected candidates are welcomed with support on boarding. The reason for rejection is noted with inputs from employers for future reference.
Screening, shortlisting and sending the best fit batch for the final interview run in the loop until 100% perfect candidates are searched and placed. The candidates are counseled for retention and helped with onboarding. The feedback from employers is used in fine-tuning the process. AVRA is looking forward to establishing a long-term relationship with our clients. Therefore our notes are saved even after placing the best fits for future jobs.
Additional value services that are free of cost
Various techniques are employed to measure candidate competency for a particular role. We do not conduct assessment testing as a standard procedure. Yet, AVRA is happy to assist if organizations have special requests on running tests like analytical, psychometric, and decision making. That implies clients provide tests, and we aid them in conducting the tests or assessing the results.
Our pre-screening process contains procedural questions. Some are such as, Why the change of job. How satisfied are they with their current position concerning money or job satisfaction? How would they decide if there is a counter offer from their current or other company? These questions help us understand the applicant’s true intention of changing the job.
Onboarding starts once the candidate officially signs and agrees on the job offer. Candidates need support to orient themselves in a new organization. Well integrating employees during the initial days increases productivity. That helps employees start with actual work right away. AVRA Solutions is glad to look over this process until the employee is successfully deployed.