Professional Documents
Culture Documents
Module #1
Setting Up The Recruitment Process
Steps in Setting Up The Recruitment Process
System Administrator:
● Responsible for smooth operations and proper maintenance of the computer systems of the
organization.
UX Designer: Back-End Developer:
Database:
● An easily managed, well organised way to store everything data of a web application, website or
mobile application.
API: SaaS:
● A combination of two words (development & ● A person who develops, maintains and
operations), is a process to enhance speedy operates the software. He has to look out for
delivery of the final product, increasingly any emerging complex systems.
being adopted by the technical community.
Different developers use different
computer languages to design a
program. Here’s a list of all the
common languages that you
should be aware of as a technical
recruiter.
Understand Your Company’s Tech stack, the
combination of all the programming languages,
frameworks, servers, tools, softwares etc. used
by the developers in your organisation to build
the finished product.
Understanding tech stack helps you...
It Helps..
Personality Interests
● Job Title:
○ Growth hacker, growth ninja, customer acquisition manager are all different names for the
same job title. Zero down on a job title which is also SEO friendly.
● Where do they work:
○ Consult hiring team for a list of companies they may be eyeing to source the next hires.
● Experience:
○ What level of experience is required? Is sector experience necessary? Does a lack of
experience disqualify someone or is it just a guideline?
● Demographics:
○ Do candidates need to belong to a certain location? Are you looking for candidates from a
certain background... programmer, developer, etc? Are there any specific universities that need
to be targeted?
● Current interactions with the candidates:
○ Where is the team finding these candidates right now? LinkedIn, Twitter, other online forums,
etc.? Is the strategy working?
When including Candidates...
Right from unsuccessful applicants, to prospects, to candidates currently in your hiring
process, asking questions related to candidate persona help because:
Ask them, the same questions that you asked your employees for drawing up a quick
comparison, and improving your candidate persona.
Identifying the industry trends helps to spot the commonalities in
requirements for different roles.
UX Designer Neha
Background: Watering Holes:
Skills: Goals:
Interests: Objections:
There are various types of psychometric tests which can be adopted based on the open
position for which you are sourcing.
Examples of Psychometric Tests
Aptitude Tests
● These are used to assess a specific or general set of skills such as numerical
reasoning tests, logical reasoning tests, etc.
Skill Tests
● These will help you assess if the candidate is a quick learner or not, how
quickly he adopts the skills that are crucial for the job.
Personality Tests
● They help in figuring out a candidate’s personality inside out as well as their
approach towards work in general.
Psychometric tests help you understand...
● Whether the candidates possess the capabilities to handle the work and
pressure?
● Do they possess the necessary aptitude for the job?
● Are they a good culture fit for your organization?
● What’s their personality traits like - is he/she a loner or prefers working in a
team?
● Does he stick to timelines?
○ For example, in the tech industries, where typically the dates of a product
launch or feature updates are pre-announced, sticking to deadlines could
be one critical factor to assess the candidate on, right at the recruitment
stage.
Recruitment is a complex process, but
can be simplified with a planned,
step-by-step approach.