• Job posting:• Website / Job Portals / Social Media /

Groups or Forums• References• Campus Hiring• Vendors(consulting firms)

Understanding the Job description

• Most important part of recruitment process is understanding the requirement of Client- Job description.

• JD comprises of-client name, Qualification, hiring location, KRAs, CTC, shifts, reporting structure, target companies, etc.

• In case if we don not have JD or clarity about the position , we can arrange a call with hiring manager .

• Portals- Naukri, Monster, Timesjobs, Headonchose, shinejobs etc.

• Linkedin recruiter• Company mapping• Head-hunting• Referencing• Job postings• Mass mails• Lead generation

Keywords- we use this option if we want see profiles having any of the keywords we have mentioned above. For Ex- “finance and accounting” FNA finance accounts

Boolean- to make search more specific:

A.AND- “Finance” AND “Accounts”B.OR- “Finance” OR “Accounts”

CTCLocationExperience IndustryQualificationRest we can use as per the

requirements.

It is a social networking site just like a Facebook.

Purpose to get connected with professionals in Industry .

Help in searching apt candidates if they have not uploaded their profile on portal.

For leadership hiring It keeps us updated about the

industry and candidates.

Search- we have advance search option same as Boolean search on Naukri.

Job postings- We can do job postings on our wall.

Groups- join relevant groups which can help us in starting discussion, posting jobs and updates reachable to relevant people.

Following companiesNot only this , Linkedin recruiter is a tool

which can be used to reach out people quickly.

Continuous activity followed to map the process of target companies.

It’s a time taking process but very helpful in closing the positions once we have built up the internal database thorough mapping.

Purpose is to know the exact strength of company in multiple processes along with their CTC, reporting structure , locations , etc.

For example- mapping product control team of HSBC for its competitor Cognizant.

This activity is mainly been followed when consultants don’t have contact details of the candidate (Right fit).

We just have his Name, current company, location. How to reach him.

Option 1- Call on board line number of his current organization and get in connect with him by putting fake reasons.

Option 2- Find his reportees, juniors of his team on portals and then ask the contact details.

There are several more options we can use to reach out the person .

When we to our candidate regarding any position , our purpose should not be to convince him /offer him the job but also to dig out the details about the company, process etc.

Try to take at least two references from him before cutting down the line

This activity will help you in mapping the process + save your time to search more candidates .

Very initial step should be followed before starting the searches.

Postings and mass mails should be attractive, informative, impressive .

This will help us in getting automatic responses of candidates .

Again time saving activity.

Trackers are excel sheets carrying all the relevant information of candidates so that we can keep them updated and help us in doing the follow ups with candidates and clients.

ANY- OR ALL- AND Exclude- NOT But on linkedin we don’t have option like Any, ALL , Exclude. So

we use boolean only on it. For Ex- ((“actuarial” OR “actuary” )AND “Life”)Note: Brackets should be placed equally on starting and end of

search.

{((“actuarial” OR “actuary” )AND “Life”) AND “prophet” } {(((“actuarial” OR “actuary” )AND “Life”) AND “prophet” ) AND

“model”}

Thanks

Sanchita Raipuria