Recruitment Life Cycle

1. Recruitment Life Cycle Remember the clock By Jalasayanan Chellappa 3/7/2016 1

2. Recruitment life cycle Recruitment life cycle is not much defined area like SDLC 3/7/2016 2

3. Remember the clock Clock has 12 number So do Recruitment Life Cycle 3/7/2016 3

4. Components of Recruitment life cycle Requirement gathering Sourcing Screening & validation Panel Identification Initial Interview Final Interview Feedback Back Ground Check / Reference check Feedback Offer Acceptance and follow up till joining Joining and On-boarding 3/7/2016 4

5. Requirement Gathering Sounds simple but key to the process DON’T SKIP THIS PROCESS HRBP practitioners should focus on this More like contract between client and vendor Yes, may lack such sanctity Can Change based on business need HRBP – anticipate change Pitfall Need a candidate like “X” Let us assume we do not know this “X”, now let us gather the exact requirement 3/7/2016 5

6. 2. Sourcing 3. Screening & validation Not much to say about these two Every HR knows about this 3/7/2016 6

7. Panel Identification This is another key aspect to close the requirement Should know the mindset of the person interviewing HRBP – should know to act like external consultant without compromising on quality of resource 3/7/2016 7 One senior person I know had a strong opinion of rejecting candidate who says “ Corres ” for “Correspondence” The same company had another panelist who rejects candidates if they blink at usage of the word “ fundas ” In one interview panelist asked the tall candidate “who is taller, you or me”. Panelist was also tall. Candidate answered “Looks like you are taller” and got selected.

8. Initial Interview Final Interview Feedback These are regular steps Only key point is to prepare the candidate for multiple rounds of interview Feedback to candidates after final interview is important HRBP should take cues from Sales team Though part of the organization, should present feedback representing the candidate. Usage of English Grammar in providing feedback is important Address HR in first person, Candidate in Second person and Panelist – Company in third person post final interview 3/7/2016 8

9. Back Ground/Reference check Feedback BG is common stuff Feedback to candidate on BG / Reference check is important No need to share entire data (officially secret) Feedback on some scales could help This will reinforce trust on HR If the BG is OK, feedback is very valuable for candidate to strengthen his references 3/7/2016 9

10. Offer Acceptance and follow up till joining Of all the topics following up till joining is very important Keeping in touch once or twice a week during office hours is important I had great success in sharing templates of visiting cards and pictures of cubicles with selected candidates over “ Whatsapp ” “In touch” always alerts HRBP that candidate thinking of not joining Anyways, keeping back up candidates is always helpful 3/7/2016 10

11. Joining and On-boarding Though the candidate has joined and boarding is completed, it is highly likely that candidate has other offers to contemplate Getting to know the employee is good HRBP should devise and deploy KYE (I just changed KYC to KYE) If you can make it friendly invite new joinees to join you for lunch (How many you are going to invite for lunch is a question I would like to miss answering) Ensuring all settled is important to close the requirement 3/7/2016 11

12. Closing of requirement Requirement is not closed by Selecting or by onboarding Requirement is not closed just because operations says so Requirement is closed when HR decides so OK, practically closure decision should be taken by HR only after on-boarding and official closure Try bifurcating official closure and HR closure is the point This aspect may not be part of metrics If HR knows service provided was a quick fix, vigil should be on – Practically requirement is not closed at least for HR 3/7/2016 12

13. Remember the clock 3/7/2016 13 Thank you