Tips and Tricks for Job Recruitment in India

RECRUITMENT – TRICKS & TIPS

Recruitment is a two way process i.e., either Qualified applicants are looking for better opportunities or Organizations are looking for Qualified applicants BUT Indian Recruitment works on 3 basic principles of:

1. Strategy

2. Planning

3. Implementation

The following 9 steps work as a Strategy into the Indian recruitment industry i.e.

• Understanding the Client Organization: The very top most step among all the 9 steps for Indian recruitment is to understand that organization for whom the hiring process will get started i.e., What are their existing business activities, organization structure & culture, and organization's future growth plans.
  
  

• Mapping Position: What is the Job Title client is looking after? What is the job description? What are the primary skills? What are the secondary skills? What is the job location? Whether company hires remote or only on-site employees? Whether the candidate will work on the company’s payroll? Whether company hires new talent off-role? What is the minimum and max experience client is looking after? What is the minimum educational qualification client is look after? What is the budget of the organization or how much they can pay to the candidate?

• Search Target Plan: Keeping in the mind the orientation, recruiters/consultancy team establish a search strategy to effectively target desired candidates over job boards such as Naukri.com, Monster.com, LinkedIn etc BUT Naukri.com works best in Indian hirings since it’s most trusted, reliable, and preferred job board for India. Without Naukri.com, It’s impossible to hire for any organization in India since many candidates prefer to create their account over Naukri platform rather than on any other job board.

• Organization/Company: Indian Recruiters develop a target list of organizations/companies from where they recruit and identify appropriate levels within those companies via Job Boards, LinkedIn, and other social media channels.

• People Mapping: Once the target organization/company list is made then recruiters in India utilize their sources and networks along with their database to develop an initial candidate list and approach them over the call as well as over the mail to explain candidates about the job role and pay rate.

• First Shortlist: Following People mapping, Indian recruiters present as a list of people they intend to approach and wait for candidate’s confirmation before submitting his/her candidature to the client.

• Evaluation: Once recruiters from India determine a mutual interest in pursuing specific candidates, they do contact them (candidates), appraise them, and elicit their interest in the position. Then, recruiters evaluate them with the aim of determining a profile match with the job, understanding the suitability, and interest of the candidates.

• Interviews: For well qualified candidates, Recruiters either ask a candidate to prepare his/her detailed resume (or charge them to prepare their detailed resume to get it shortlisted) and evaluation summary to facilitate the interview process. Finally, on receiving the feedback from candidates and company’s HR on the meetings, then recruiters do work along with the HRs to draw up a final shortlist.

• Requisite Documentations: Upon final selection of any candidate, Indian recruiters normally ask candidate’s basic documentations such as Driving Licence, PAN Number, Voter ID/Aadhar, Last 3 Months Salary Slips, Offer letter of his/her current organization, Relieving letter, if any of his/her past organizations, Any Appraisal letter etc to submit the client to make his/her offer letter.

• Background Verification Check: Indian style of background verification depends upon below 3 major things of his/her resume i.e.,

1. Educational Degree: Whether the candidate completed his/her degree from a genuine institute/university by writing an email to that institution/university to confirm whether that candidate studied in that university/college/institution in that particular year? Whether that university/institution is recognized by Association of Indian Universities aka AIU or Undergraduate Grants Commission aka UGC?

2. Home Address: Whether the given home address of the candidate is true and reliable? If yes then whether there is any legal case pending against his/her current address to any of his/her family member?

3. Work Experience: Whether the work experience is legitimate? Whether candidate’s previous work experience can be verified?

• Post Joining Follow Up: This is a very important cum financial step among all 8 steps above for Indian recruiter/consultancy since Indian recruiters have to follow up with the candidates from 3-6 months of their post joining to ensure a smooth process and get paid, otherwise, client don't make the payment and recruiter has to offer ONE FREE CANDIDATE to the organization/client till the completion of candidate's months post joining. Since nobody/very rarely people get ready to work on Contracts here in India as mostly people prefer to work PERMANENTLY with their choice of organization, otherwise, mostly candidates prefer to sit idle at home or forced to start their own business rather than to work on contract.

Following the above Strategy, Indian recruiter has to work out on a good planning cum implementation to chalk out future sourcing plans i.e. The Trick & Tips are to create a healthy networking cum marketing among candidates. Any recruiter can start his/her healthy networking by following the below simple steps:

• Coordination: Recruiter should try to win the heart of his/her candidates via coordinating in-between organization’s hiring process and understanding candidate’s time, if in case candidate is late for the interview then it’s the responsibility of the recruiter to follow-up with that particular candidate and get his/her time and inform the same to the organization then recruiter should inform the candidate that he/she should reach on the given time slot as he has informed the organization about his/her delay.

• Explaining Interview Process: Recruiter should inform the candidate about client’s interview process in detail before sending any candidate to the client since recruiter makes incentive/money when that candidate is selected, joined and completes his/her 3-6 months in that particular organization.

• Being Friendly: Recruiter should get involved with his/her candidates on good terms as a friend cum mentor and should try to discuss and to listen his/her candidate’s issues related with work as well as personal life, if any, in order to grab his/her future nerve to schedule any interview for that candidate and to keep him/her away from other recruiters and warm up for other interviews cum opportunities.

• 24*7 Availability: Recruiter should not only act as a friend for his/her candidates but also should be available 24*7 for his/her candidates whenever they (candidates) need them on priority rather than ignoring them just because his/her candidate could not attend last interview for any reason or did not answer his/her calls on the interview day as recruiter makes money with candidates selection, joining, and completing the said tenure with the organization.

• Coffee Chat: Recruiter should be available on weekend, if possible, to meet with his/her candidates over coffee or lunch or for dinner in order to attract more candidates for future interviews cum opportunities for those similar profile candidates.

• Greetings: Recruiter should greet his/her candidates on his/her birthdays/anniversaries in order to create a good impression in front of his/her eyes so that those candidates could refer more candidates to that particular recruiter for more opportunities. Because the key here is to create more candidates for good future pipeline to approach them for the right profile.

• Resume Writing: Recruiter should be comfortable to edit/format his/her candidate’s resume for free of cost to retain him/her for future opportunities since market is limited with good talents and asking money from those talented candidates could ruin the relationship between candidate and recruiter.

• Modern Approach: Technology is making its way into the recruiting world more and more and gives recruiters that adopt it, a huge competitive advantage. The right use of technology increases your efficiency and effectiveness drastically. If you’re not adopting a modern approach to finding, screening, and tracking candidates, they’re likely to head off to work for other brands and businesses that do. Implementing AI apps and tools, streamline your process to help you find the best candidates more efficiently.

• Referrals: Referrals typically come when someone is actively looking for something new. Although these referrals may be qualified, they aren’t always top talent. In order to connect with more high-level candidates, you want to take the referral business into your own hands. Get proactive about how you get referrals from your team members. Rather than waiting for someone to come to you, go to them and ask if they know any great salespeople, marketers, or engineers – even if they think that person may not be actively looking for employment.

• Indian Hiring Limitation: Mostly recruiters in India act and behave like GODS on their consultant seats and avoid candidate’s calls/emails/whatsapp/text post candidate’s interview, in case candidate is rejected for the given role, rather than guiding candidate where they did a mistake and how could they fix in their another interviews. This is the biggest limitation into Indian hiring system as recruiters here don’t understand one simple thing i.e., their reputation get increased the moment any candidate gets selected and their reputation is checked when candidate is rejected and post interview behavior. 

Finally, I’d like to say that Indian Recruiters should understand one simple thing i.e., their value is nothing without candidates and instead of avoiding them post interviews, Indian recruiters should get engaged with those rejected candidates and try to be in touch with them as much as they can in order to sell off another position or to trade those candidate to another consultancy, so that a good cum healthy relationship could be created.