tasks and responsibilities
Requirement Collection 1> Share the Requirement gathering from with the managers which includes RCD2> Receive the form and check if all details required are received or not and if the details are descriptive enough 3> If any clarification required, sit with the managers and clarify the same 4> If all ok go to next step Prepare ASK with deal breakers5> Prepare the ASK based on the RCD received from the managers and general deal breakers 6> Identify the deal breakers like pure veg and others. 7> Share the ASK and deal breakers with the department Manager and get their sign offPrepare Interview Assessment form and Task assessment form 8> Look at the ASK given by the departments and prepare the STAR questions - if not given get that also from chat GPT for the profile9> Use chat GPT to gather questions to test the ASK10> Prepare Interview Assessment form and Task assessment form Selecting Source for the profile11> based on the requirement to use the funnel approach to decide 2-3 mediums for recruiting the candidate12> for example -job portals, recruitment agency, college, classes, referrals, internal movement, newspaper ads, newspaper inserts, social media, posters on local tea shops or upskilling internal people13> once decided use funnel approach again to decide the best in that category - for example if you have chosen online - decide which online14> lets say you decide Naukri and Indeed If we already have an account upload on that if we don’t get the purchase team to get them onboard and post15> if there are challenges with the purchase team, get the approval from the management (along with budget) for the portal and give to them so they can onboard16> use the same procedure for any channel selectedExecute posting 17> Once the channel is selected post the job posting on that for a month minimum (max will be based on the plan taken)18> start monitoring the candidates auto applying and see if they are the quality we need19> if not tweak the post20> if then the candidates come great21> if still not look for inputs from manager and management to tweak it further22> if still no good candidates look for another source in the same category23> for example if you were posting on Naukri and not getting - move to Apna or Work India24> if that also does not work by doing tweaks then this time use a different category - may be approach colleges /ITI / classes25> if after 2-3 months still not able to close then upskill an internal employee26> or hire someone who is willing to acquire and work on that skill27> it’s a rare possibility but if its not happening for 6 months then reconsider the profile and look for the next best match that could do the job and repeat the process from step 11When Job applications filled 28> as you start receiving profiles on portals either start evaluating there , track on excel and reject29> Check the source of candidate- correct if necessary- goto duplicity step incase of multiple appln30> see if you can set auto reply to fill zoho form so you can directly evaluate from there.31> once selected on other portal ask them to fill the zoho form32> some candidates may fill the form directlyEvaluating the form33> evaluate the zoho form filled and reject right there if the candidate is not a match34> In the zoho form look at the location / other deal breakers35> then see if the candidate has filled the full form36> agreed for BGV37> has find in the 3 key wins section38> uploaded a video39> has uploaded the salary slip40> open the requirement form next to you for that profile and see41> see if all details match the criteria mentioned on the requirement form42> see if the key words are there in the CV that the managers are looking for43> See if there is anything that tells you about the attitude of the candidate44> finally reject or proceed to next step if all things are matching the requirementAssessment for candidate45> once all is ok send the assessment created above to the candidate46> give a TAT to fill the same47> see if the candidate gives before / on time / after48> ask the candidate the reason for the same49> see if there are any attitude traits in that50> if found negative reject even w/o looking at the assessment51> if the candidate is genuine, go ahead and proceed to the next stepHR & TR round52> Fix a time ok with Candidate HR and TR53> follow up with the candidate a day before if they are expected54> also follow up 1 hour before interview to make sure the candidate joins55> ask the Attitude question to check the attitude of the candidate56> us the interview evaluation form for that and more57> let the TR if they are with you ask the skill and knowledge question58> if for some reason the TR is not with you, then you ask the initial skill and knowledge question as well59> then arrange the TR round and check selection accordingly60> towards the end of the interview ask for the Veg only office, which could be a deal breakerMR Round61> if it clears HR and TR round62> collect all the data and send to MR and ask for their inputs if they would like to go ahead with the MR round63> take time from MR and candidate and plan the MR round64> use the same interview evaluation in the MR round65> if the MR finds the candidate suitable, either the MR or HR can do the salary and joining date discussion66> if all goes well prepare the offer and get approval from MR and give the offerMR cleared 67> if offer accepted start BGV68> first ask for the resignation copy69> once resignation copy received take reference 2 people from previous 2 organizations each - in case of fresher use the spring verified BGV70> call if possible if no response Watsapp or email for feedback71> important question would be if they would take the candidate back if they could72> yes means the candidate is wonderful73> no means maybe there is something to watch out for74> do other standard BGV questions as well and share the feedback with management75> reject or follow up till joining as per management feedback
