Our Process

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Hiring Process

A thorough recruiting procedure is a critical aspect of organizational performance. Developing and executing a structured recruiting strategy can help you maximize your ability. You find the best applicant while still providing a good understanding of the selection method if you decide to change it. The recruiting does not stop with a signed letter of the contract. The transformation from the approved letter to the on-board phase and the early period of recruitment is essential to long-term organizational success.

1. Understanding Organizational Needs, (minimum skill documents/screening process)

If a work vacancy is freshly created or merely empty, you can’t decide what you need if you don’t know what you require in the first place. Thus, our recruiting phase begins with assessing the available job positions, accompanied by a brief look at the work requirements, such as the qualifications, skills, and expertise required for the post. Here’s how we identify your recruitment requirements:

We figure out where the loops are in the present squad. We check to see whether you have different needs in terms of skill, success, or personality. Tell yourself It is going to inform you that there is a recruiting need. * We keep track of your input and production when it comes to the squad. We determine if there is an increase in the amount of work that needs to be tackled via recruiting. * We review performance daily and identify the missing attributes, expertise, and skills that you intend to incorporate into the squad.
* Bear in mind the former workers are retiring. That is probably where you’re going to have a recruiting requirement.

2. Identifying the talent pool for Sourcing (Existing database)

Identifying, attracting, and motivating the right candidates are the most important facets of recruitment. Job updates are shared publicly to obtain feedback on popular social networking sites and related career platforms. We frequently plan job fairs and foster a more comprehensive network via leading industry publications. We utilize several hiring channels to source for top talent:

Advertisements

Advertisements help us to develop a clear brand identity that draws a productive workforce. We adopt the conventional path of utilizing print media or using digital media to produce more exceptional outcomes at a lower cost.

Job Portals

Our job portal has been critical in linking employers to employees through the increasing usage of the internet. Our site serves as the main forum for job-seekers searching for better work opportunities.

Company’s Careers Site

Our mobile-friendly, curated job platform that portrays your work atmosphere and combines social accounts with your business. This combination makes it easy for your potential workers to apply and draws top industry talent with a creative style, glamorous headers, and informative content, and inspiring workplace photos and videos. Stakteck career platform often removes manual work posting hassles, thus significantly enhancing employee interaction with flexible recruitment processes.

Social Networking Platforms

Social networking platforms are the place to discover the most skilled, prospective candidates, and as a recruiter, you wouldn’t want to lose out on this vast pool of talent. With a total user base of 535 million, LinkedIn, Facebook and Twitter give us the best chance to end up with highly competent and effective candidates for your organization.

Job Fairs

We use job fairs as a one-stop public event getting a quick exposure to a vast pool of expertise for bulk purposes. They offer us a chance to build your brand awareness without needing to advertise, so we still get to network with other related businesses while saving a lot of time and money.

Campus Placements

We use campus placements, which are a cheap and straightforward way to identify potential applicants who are knowledgeable, motivated, optimistic, and enthusiastic about working with your company.

3. Lining Up and Shortlisting Multiple Candidates (Verifying Original Documents before Interview)

Applicants need to be screened and shortlisted efficiently and accurately to proceed effectively with the hiring process. At this phase is where the recruiting process becomes complex and involving. We overcome this obstacle in recruiting by taking these steps: * Screening applicants based on minimum requirements. * Next, we filter resumes with the desired qualifications by checking their accreditations, applicable expertise, industry knowledge, professional competencies, and other unique skills necessary for the job. * Then, we shortlist candidates that have both the expected requirements and are properly qualified. * Eventually, we identify any queries in the resume so that they can be answered during the interview.

The hiring process toughest task is analyzing resumes. Fortunately, we turn this laborious, time-consuming job into a complete breeze with a candidate monitoring system built to scan resumes. Using this system guarantees us an impartial, analytical evaluation that smartly swims across the sea of applications to narrow down the best talent in no time!

4. Carrying Out Interview Process on Mutually Decided Basis of Organizational Role Requirement

The shortlisted applicants must now pass to the interview phase before being given a letter of request or a notice of rejection. Based on the hiring committee’s nature and their particular management requirements, several interviews may be organized for each candidate.

Telephonic Screening / Video Interviewing

It is a simple, fast, and convenient way to test candidates and their skills. A telephone or video interview is often the first chance to give the new hires a positive first impression. And, although we need to keep our very first interview brief, we ensure that we do take the time to look at the expertise, skills, and experience listed in your work description, to get rid of meaningless profiles first.

Psychometric Testing

It is a critical phase in the recruiting process, as the information found in this review allows us to determine how the potential workers will perform and be productive in the long run. These tests are entirely impartial and an essential remover that primarily determines the best candidate for any job. We use psychometric testing as the standard model for any specific position. These assessments determine the full personality profile, conduct, versatility, aptitude, inventiveness, communication, and problem-solving abilities needed to thrive in a particular position.

Face-to-Face Interviewing

Our interviews take time since this is the last phase before making a final decision and offering the position. The top management can perform final interviews, usually applying to a minimal pool of standout applicants. The final decision is decided at this point, along with the selection of a backup applicant.

5. Extending offers to Qualified/ Shortlisted Candidates

Offer extension is the next step in the hiring process. We never take it for granted that the applicant will embrace the offer. Nonetheless, if the applicant has perfectly done all the documentation and been patient during the screening process, the odds of embracing the offer are much elevated. Hiring is not easy, but since we have a standardized process to adopt, we have extra time to focus on locating the ideal candidate for your firm. The letter of offer covers everything from the start date and terms of jobs to working hours and wages, thus ensuring that each information is transparent and unambiguous.

6. Documentation / Compliance Checks and Follow-ups until Joining

When the final decision for a vacancy has been made, it is time for us to review the applicant’s relevant credentials and verify all the work specifics. If you find that all is okay, it’s time to draw up your job contract and make an offer.

When the applicants embrace and take the job offer, they will officially become workers of your organization. The date and time of admission shall be given to the ideal candidate. Once that has been finalized, the pre-employment test, which involves reference and background tests, are conducted. After the verification has been undertaken, the selected candidate should be incorporated into your organization. The process of induction of the worker then commences. A welcoming package is typically provided to new hires during the induction process, and then the work contract is signed.

7. Post Joining Transitional Support to Help in Retention

Each recruit seems uncomfortable at first, but we will help you earn some pretty nice loyalty points by investing in some additional effort and supporting the new employee fit in.