What is you total experience: 5.

5 years

What is your relevant experience in IT Recruitment: 5.5 years

What IT roles have you hired for in the last 6 months: Software Engineer(0-10 years),
Senior Director (Technical Background), Developer Advocate

How many joiners did you have in the month of July or whenever you hired for last: Total
5 Hires in June Month – 3 Hires (Out of 10 best selected candidates we have hired 3 people
which was my our target), 2 Senior Director(Out of 5 best selected candidates we have hired
2 people which was my our target)

What is your current CTC: 15 LPA (All fixed)

What is your expected CTC: Company Standards

What's your official notice period: Immediate Joiner

What your current location: Bangalore, Karnataka

What's your native location: Samastipur, Bihar

Can you work from office 5 days a week: Yes

The location will be Hinjewadi Phase 1, Pune; is it commutable everyday: Can you come
for an in-person interview on Wednesday between 10AM -7PM IST: Currently I am based
out of Bangalore and interested to relocate at Pune Location. I would request you
accommodate for a virtual interview.

Reason for Relocation – My wife work location is Pune due to that I am very keen to
relocate to Pune Location.

What's the most challenging role you have worked on in the last 6 months and tell us why
was it challenging:

The most challenging role I have closed in the past was the Google L4 Software Developer
position, specifically for Platform Engineers with expertise in backend languages like Java,
C#, Python, C++, and GoLang. The role required candidates with 4-15 years of experience in
Data Structure & Algorithms and distributed system design, including High-Level Design
(HLD) and Low-Level Design (LLD). The challenges in closing this role were as follows:

Mismatch in Profile Sourcing: Initially, sourced profiles were getting rejected as I was
targeting Application Developers instead of the required Platform Engineers.
Understanding the distinction between the roles and the specific expertise needed was
crucial to identify the right candidates.

Limited Pool Availability: Finding qualified candidates with the desired skill set and
experience level was challenging due to the limited pool of active candidates in the market.
Candidate Convincing: Convincing potential candidates who were already comfortable in
their current roles and organizations to consider the opportunity at Google was difficult.
Overcoming their hesitations and motivating them to invest time in preparation for the
rigorous interview process was a challenge.

High Bar for Assessments: Google's interview process included multiple rounds with high-
level coding interviews, system design evaluations, team fitment interviews, and
behavioural assessments. Ensuring candidates met the high bar for these assessments was
a challenge.

Down Levelling and No Show: In some cases, candidates were not ready to accept the level
of role offered (down-levelling) or didn't show up for scheduled interviews, impacting the
hiring process.

What do you dislike about recruitment:

The most dislike about recruitment is instability of the Talent Acquistion role in job market.
Talent acquisition professionals are often the first to be hired during Economic Boom and
the first to be laid off during economic downturns. This can make it difficult to plan for the
future and to feel secure in your job even being the brand ambassador of your organization.
Most of job role at large scale organization at Contract or being an External resource.

Give us 2 reasons to select you and 3 reasons to reject you:

Two reasons to select

 I am a great communicator. I will be able to clearly and concisely communicate with
candidates, clients, and stakeholders. This is essential for building relationships and
for ensuring that everyone is on the same page throughout the talent acquisition
process.
 I started my career in informal sales, where I developed a passion for building
relationships and providing excellent customer service. My interest in people
management grew from there, and I eventually transitioned into a human resources
role. My versatile experience includes working in a consultancy, a service-based
organization Publicis Sapient, a product-based organization Google, and a startup.
This experience has given me a deep understanding of the needs of different types of
organizations and the importance of using technology to automate tasks and make
better hiring decisions. I am confident that my skills and experience make me a
valuable asset to any team.

Three reasons to reject

 I do not hesitate to say No for something which is against my company interest,

policy & involves malpractice without burning the bridges with them.
  I am dedicately available beyond my working hours to make the process for
other peers smoother and hassle-free given the nature of my role. Occasionally,
I also anticipate prompt responses from others due to the demands of the job.

 Sometimes I have been used unconventional way of sourcing like hiring

Software Developers Tutors from Scalar & Masai School instead of Software
Developer. We need to think out of box.

What are the top three Hard Skills you think a recruiters needs to have in order to succeed
in today's candidate driven market (Please don't mention any soft skills):

 Data Metrics & Data Analysis

 Technology skills to automate tasks, source candidates, and conduct interviews.
They should be able to use tools like applicant tracking systems (ATS), video
interviewing platforms, and social media to find and connect with candidates.
 Market Research and Industry Knowledge- Being aware of compensation trends, job
market dynamics, and emerging skills in the field helps stand out in a competitive
market

What all boolean operators do you know about apart from AND, OR, NOT:

Quotation Marks ("")

Parentheses (())

Asterisk (*)

When in Google X Ray Search

Intitle:

Inurl:

Intext:

Tell us how have you leveraged ChatGPT or any other AI tool in the last few months since
the penetration of generative AI in our lives:

 I have used ChatGPT to help me with my communication - For example, I recently

used ChatGPT to help me write an personalised email to a potential candidates.
 I have used ChatGPT to help me with my writing – For Example I recently used
ChatGPT to help me write a job description, tailor my messages for an important
announcement, Joining Message & Exit Email Messages, Relieving Letter &
 Performance related policies especially when I am not sure how to express myself
clearly.
 I have used GPT to clear my doubts about Core Engineers/ Platform & Application
Engineer and sometimes to summarize the job descrption to get an understanding of
it.
 I have used bard & ChatGPT simultaneously to understand both the answers.

What are your thoughts on AI Taking over Recruitment function:

Pros
Artificial intelligence (AI) is rapidly changing the world of work, and the talent acquisition
function is no exception. AI-powered tools are already being used to automate tasks such as
sourcing candidates, screening resumes, and conducting interviews. And as AI continues to
develop, it is likely to take over even more of the talent acquisition process.

There are a number of reasons why AI is poised to take over recruitment. First, AI is much
faster and more efficient than humans at completing repetitive tasks. This means that AI can
quickly and easily screen a large number of candidates, identify the best fit for a job, and
schedule interviews.

Second, AI is better at analyzing data than humans. This means that AI can identify patterns
and trends in data that humans may miss. This information can be used to make better
hiring decisions, such as identifying candidates who are more likely to be successful in a
particular role.

Third, AI is able to learn and adapt over time. This means that AI tools can get better at
recruiting as they are used more. This is in contrast to human recruiters, who may not be
able to keep up with the latest trends and technologies.

Fourth, I consider AI as tool for a specialized work like Microsoft Excel for data entry of
candidate but the final decision will lies on Human. It just helps us to be more efficient like a
tool.

Cons

Human Touch: Recruitment often involves understanding not only a candidate's skills but
also their personality, motivations, and cultural fit. The human touch in building
relationships and making nuanced judgments can be challenging to replicate with AI.

Ethical Considerations: The use of AI in recruitment raises ethical questions about data
privacy, transparency, and the potential dehumanization of the process. Candidates should
feel that their data is handled responsibly and that the recruitment process is transparent.
Impact on Jobs: The fear of AI replacing human jobs is a concern across various industries.

Thank you

Regards,

Milind Kumar