Recruitment Strategy for SDR

Hiring Goal:

1. Right Fit with required experience and attributes as required by the Hiring Manager.
2. Quick Closure

Posting Strategy:

1. Posting on a single Platform (Naukri) to avoid collation of data that may slow down the process and also to
avoid duplication
2. We will preferably redirect the job post to our website (If possible cost wise). This helps in various ways -
i. To maintain all profiles in a centralised pool.
ii. It will help us to collect data in a desired format.
iii. It will automatically filter out the lazy/reluctant candidates
iv. It helps in employer brand building by redirecting to the career page

Screening Strategy:
With a goal to screen the suitable profile a set of filters will be applied (qualification, years of experience in SaaS
Sales, CRM usage)
 INITIAL HR SCREENING (4 LEVELS)

LEVELS FILTERS TAT

3 years experience in Experience working Graduate in any

Within 3 working days
CV Screening SaaS Sales on a CRM Platform stream of receipt of CV
Development

Years of Preferred How many What were your

Questionnaire Location: Open to cold calls do sales achievements Within 2 working
Experienc
work in US days of receipt
Screening e in CRM Hyderabad / you do on an vis-a-vis your target
of response
platforms( Guwahati / Others shift (Yes) average daily for the last 3 quarters
Yes) (Hyd / Guw) basis? (*****)

Within 5 working
Initial HR Call Confirmation of Communication in days of receipt
Questionnaire English of Q. Screening

Recorded Sales Sample of email draft Within 2 working

Assignments Pitch days of receipt
of HR Call
 Recruitment Strategy for SDR
Interview Strategy:
1. Interview Assessment Sheet is introduced to collect and collate responses of individual interviewers.
2. Interview rounds can be taken individually on separate days. It shall help us to -
i. Avoid Interviewer bias due to presence of a panel
ii. The consistency of the interviewer can be checked over a period of time. This shall help us draw a
more realistic picture of the candidate.
iii. The Final round that is to be taken by KC, the HR and the hiring manager can sit together, not to
interview but to understand KC’s way of judging the candidates that shall help us screen more
effectively in the future.

Psychometric Test:
I would suggest that we do the psychometric test at the very last step, as opposed to the usual practice of doing it at an
earlier stage. There are three reasons for it -
1. It might bring down the number of applicants to a great extent which may not be ideal for us.
2. Having it at the last step will give us a validation of our subjective analysis of the candidate.
3. Since we have not done a psychometric test before I am not sure how valid the analysis will be.
This can be taken as a testing phase for identifying the right tool for psychometric tests.
 INTERVIEW ROUNDS (3 LEVELS)
EXPECTED
LEVELS FILTERS DURATION

3 working days of
HR ROUND Cultural Fitment Long term Vision Salary Fitment receipt after
Assignment Score from
Hiring Manager

DOMAIN 1 week After HR

Cultural Fitment Domain Specific Fitment Round
ROUND

2 weeks after HR
FINAL ROUND Cultural Fitment Domain Specific Fitment Salary Fitment Round

Domain Test Behavioural Test Within 2 working

PSYCHOMETRIC
days after Final
TEST Round