Recruitment life cycle

0 Recruitment life cycle is not much defined area like

SDLC

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 Remember the clock
0 Clock has 12 number
0 So do Recruitment Life Cycle

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 Components of Recruitment
life cycle
1. Requirement gathering
2. Sourcing
3. Screening & validation
4. Panel Identification
5. Initial Interview
6. Final Interview
7. Feedback
8. Back Ground Check / Reference check
9. Feedback
10. Offer
11. Acceptance and follow up till joining
12. Joining and On-boarding

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

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 2. Sourcing
3. Screening & validation
0 Not much to say about these two
0 Every HR knows about this

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 Panel Identification
0 This is another key 0 One senior person I know had a
aspect to close the strong opinion of rejecting
requirement candidate who says “Corres” for
“Correspondence”
0 Should know the 0 The same company had another
mindset of the person panelist who rejects candidates if
interviewing they blink at usage of the word
“fundas”
0 HRBP – should know to
0 In one interview panelist asked the
act like external tall candidate “who is taller, you or
consultant without me”. Panelist was also tall.
compromising on Candidate answered “Looks like
quality of resource you are taller” and got selected.

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

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

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

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 Joining and On-boarding
0 Though the candidate has joined and boarding is
completed, it is highly likely that candidate has other
offers to contemplate
0 Getting to know the employee is good
0 HRBP should devise and deploy KYE (I just changed KYC
to KYE)
0 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)
0 Ensuring all settled is important to close the
requirement

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

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 Remember the clock

Thank you

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