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Basic Block DiagramofRecruitment Process

JSCommunication

Comprising

JDand

JS Profiles

JS

Search

JSResource

Allocation

JDs&

Requirement

ReferencesOtherResources

Other

Resources

MOVERICKS

Candidate Client

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JDs&Requirement

Client Determination

Client Meeting / JD Receival

JD Understanding & Analysis

Drafting Requirement

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JDs&Requirement

Client Determination This is mere determination the current client and available opportunities.

Also during the excessive load of the work it becomes helpful to determining the priority ofthe Clients and / or JDs

Client Meeting / JD Receival

We normally use to take up the meetings with new clients , to understand their individualwork pattern and strategies.

Client Meeting also ensures the right receival of the JDs (Not mere a typed Document butclear understanding of the available openings)

JD Understanding & Analysis

We generally gives time to understand JDs clearly and make them understand to ouremployees.

Also analysis of JD ensures the target setting for each individual employee and breaking of

the total process to avoid duplication of the work and achieve fastest work schedule.

Drafting Requirement

If we will take, it is mere re-writing of the available JD, but it gives the logical answer to all WQuestions and ensures the maximum confidence of our employees while working on theprofiles.

Also It clears the thought process of presentation to the JS

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JSResourceAllocation

Resource Allocation W.R.T. JD Analysis

Reference Work

Database Search

Location Targeting

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JSResourceAllocation Reference Work

This work typically comprises all the efforts for generating JS Resources and aims at calling

the JS across the table.

Most of the time the drafted requirement and JDs create a guidelines to generate references

and further extends its guidance in tapping the right JS

Company Policy of maintaining the Specialized JS Database and maintaining the track of each

activity always plays a vital role in Reference Work.

Database Search

It does not mean use of the portal but it is nothing but specific search from available Database

(Maintained within the Company for the future reference work.)

Sometimes Reference itself turns as JS.

Location Targeting

It comprises all those efforts to target the specific locations of the Immediate Best JS

It might also start the poaching process or not then references is the minimum we could

expect.

It also goes in targeting source of particular JS

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JS

Search

JS Search

Tapping of JS

Communicating to JS

Finding out JS Requirement / Interest

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JS

Search

Tapping of JS After the reference work immediately starts work of tapping, in some cases it use to get

overlapped.

Tapping is nothing but tapping the JS for knowing his/ her availability, knowing whether he is

open to change or no?, If yes, at which preferences? etc.

Communicating to JS After tapping, we could analyze and segregate the JS in available job opportunity.

Then immediately we should start communicating with JS to give him/her information about

available opportunity and extending the dialogues to know his/her specific preferences.

Finding out JS Requirement / Interest This is immediate next step to not just finding out but in real understanding JS Specific

Requirement / Interests / Preferences / Likes / Dislikes and analyze his personal strengths /weaknesses etc.

All the above work though differentiated it is not in actual mostly all the things overlaps with each

other

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Comprising

JD

and

JS Profiles

Comprising JD and JS Profiles

Detailing and Segregation of the JS Profiles

Comparing it with Available JDs

Segregation of JS with JD

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Comprising

JD

and

JS Profiles

Detailing and Segregation of the JS Profiles Though it is just a process, it needs various specialized skills of specific

detailing each JS Profile and finding out the right match from the available JDs

Segregation of JS profile entails the further communication in the most appropriate and

accurate way to avoid confusions as well as waste of the time.

Comparing it with Available JDs The first part of the last process is the same, only difference is reference previously it was with JS

Profile now it is with JD.

This Comparison also ensures the further accuracy in the JS Communication and convincing him

for the available JD.

Segregation of JS with JD This mere for the perfection to decide and finalizing which JS for Which JD.

All the above work though differentiated it is not in actual mostly all the things overlaps with each

other

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JSCommunication

JSCommunication

Communicating JSavailable matching JDs

Taking JS Feedback

Answering all queries raised by JS

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JSCommunication

Communicating JS available matching JDs

This is the final communication with JS and taking his/her final confirmation for seeding hisprofile in certain clients requirement.

Most of the time it needs heavy convincing skills.

Also before communicating we should perfectly study the JD as well as Company profile as it

is actual presentation or selling the company to candidates.

Taking JS Feedback

Taking JS feedback is the actual process of taking his/ her feedback for the offered JD to him

/ her with all other information as below,

Current CTC

Expected CTC

Notice Period

Availability for the interview etc.

Answering all queries raised by JS

This is the final stage of JS Search, it proves very fast and accurate in JS Decision making on

the Available JD and ensures him /her qualitative help to him / her from us.

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Total Search Process at a Glance (Real Action Plan)

1. Tapping the right JS and references2. Development of the exact information of the

Prospectus JS

3. Timely posting of the mails / messages to attractsuitable JS with the use of available nextgeneration media.

4. Technical screening of the profiles / Comparisonof JS Profile and available JDs

5. Communication with the prospectus candidate,

i. Try to understand JS basic philosophy

and nature.ii. Telephonic/ Personal interview for pre

assessment & giving right information toJS

iii. Offering him / her opportunity andanalyzing JS willingness for the same.

6. Sending CV.s to the Client & discussing the JSprofile with client

7. Awaiting for the response8. Scheduling the interviews for the short-listed

candidates.9. Ensures that the candidate joins the client as per

the committed time schedule.

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2

3

4

5

6 8

5i

5ii

5iii

7

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