Recruitment Process ~ Zigsaw

Step-1: Understand the requirement

Step-2: Call the Employer to tell him/her that you would be assisting on their requirement (refer to right)
Step-3: Source relevant profiles, screen them based on resume
Step-4: Call the candidates (Call the candidate. Refer to https://documentcloud.adobe.com/link/track?uri=urn:aaid:scds:US:c8d8e728-375d-42a6-8b62-ea1c706b5c09),
do a telephonic screening, pursue & counsel relevant candidates if required. Document all conversations with the Job-seekers on the review Recruiter page. Share
relevant resumes with Client
Step-4: Follow up from Clients. Build rapport & positive relationship

Initial Call with Employer

1. Clarify any doubts you have about Roles & Responsibilities of the selected person, Qualification/Experience, Maximum Salary braket (Employers would be reluctant to reveal but ask them
what is the absolute maximum beyond which they cannot consider), about Interview Process, Company USP (Every company has something that attracts talent to them. It may be required to
counsel someone who might consider a good opportunity. For example: opportunities to learn, opportunities to grow, young team, appraisals, working enviroment, biggest/fastest growing in a
specific domain etc.). Company USP could be particularly useful while counselling candidates to show interest in the Job OR for salary negotiation
2. Confirm if they would be the POC for the positions and ask them the fastest mode of communication with them (call/email/WhatsApp)
3. Show the commitment that you would be available 24X7 for them. If they need any help, they can call you anyday/anytime.
4. Tell them "I have a basic undertanding of the role & I will try to send across relevant profiles. However, if it so happens that you do not find a profile relevant, be candid about the feedback.
The feedback from you would help me finetune my understanding of the role

Sourcing (Always ask for Referrals from each candidate you touch)
1. Post Jobs on zigsaw.in. Ensure that the Jobs are circulate in our WhatsApp groups
2. Naukri.com Resdex Search + Job post. Check quota from Operations manager
3. Linkedin.com: For IT positions use skills/titles, location, years of experience, exclude (Founder, Director, VP, CXO, Owner from seniority), use function as IT/Engineering.
For non-IT positions use Skills/Function/Title, Experience, Industry (if required), location for finding the most relevant profiles.
4. Post Jobs on facebook
5. Search resume from search_candidate on zigsaw.in login
6. Shine/Monster if available
7. Facebook Group Share (https://www.zigsaw.in/jobs/2020/04/16/verified-jobs/)
8. Share Job on your personal Facebook, linkedin, Instagram
Use below techniques only if on 15%
9. Search our database (Old emails, Recruitment Tracker2 etc.)
10. Headhunting from Competitiors
11. Niche Techniques (Github, Stackoverflow, hirist for IT); For Blue Collar use quikr etc. Amounts till 1000Rs. can be invested by Recruiter for specific portal access &
refund be claimed at the end of month. Ask operations manager for niche sourcing portals for specific domains/functions

Digital Communication with Job-seekers
Message#1 (Laying the context)
Hello Raj,
Vaibhav this side from Zigsaw. We are
currently hiring for an Oddo Developer in
Ahmedabad. Would you be open to
consider a Job-opportunity?
OR (When approaching people from our
database)
Hello Raj, Vaibhav this side from Zigsaw. I
got your resume from our database. Would
you be open to consider a Job-opportunity?
Message#2 (Asking Details for IT OR
non-it)
Could you please tell me more about your
skills & experience so that I can suggest
relevant Jobs for you
1: Technology wise Experience details
(Example=> PHP: 2 years, NodeJS: 6
months etc.)
2: Preferred Job Location:
3: Current Salary:
4: Expected Salary:
5: Notice Period:
OR
Could you please tell me more about your
experience & Job-preferences so that I can
suggest relevant Jobs for you
1: Experience Details: (Do include your role
& Industry along with years of experience)
2: Employment Preference: (In terms of
role, industry and location)
3: Current Salary:
4: Expected Salary:
5: Notice Period:
Message#3 (Asking for references)
<Acknowledge what the other person says>
+ Do you have any references you would
like to share with me?
Message#4 (Call to Action OR Message
to sent at the end of each conversation
for IT OR non-it)
You can also join this Whatsapp group to
stay updated of the latest Software
Development Job alerts:
https://www.zigsaw.in/itjobs For any
queries, call 01414940949
OR
You can find your dream Job by joining the
WhatsApp group for city specific Job-alerts:
https://zigsaw.in/cityjobs For any queries,
call 01414940949
Screening profile based on Resume
1. Read through the Job-description to understand the Job role
2. Read through the ?must have? & ?good to have'' provided by the
client. Kindly note that must haves are required and candidates
without these should not be considered. Preferred
skills/experience are good to have, but not necessary. Some
examples as below
A.Lets say when hiring for a Sales Manager in Real Estate
industry, 3 years of Sales experience is required & experience in
Real Estate is preferred. This means that we cannot share
resumes with less than 3 years of experience, but can share
profiles that do not have real-estate industry experience.
B.Must have could be 2 years of Frontend experience. Preferred
could be 6 months of experience in Bootstrap.
Kindly note that the criteria provided by the company is for most
candidates & the companies could make exceptions for
exceptional candidates. Also, note that smaller companies can
make more exceptions than the bigger ones.
3. Identify skills required to execute the Job-role mentioned in
Step-1. This will help you identify skills/experience required in
addition to the ones explicitly provided by the Client in Step-1
4. Now based on your understanding of the Job-role & the
skills/experience required; check if the candidate qualifies for the
Job-role
5. Resume screening could be tricky sometimes and below are some
pointers to help us navigate resume screening effectively
A.Resume preparation is subjective: Someone might be crisp &
someone else might explain in great lengths. As a Recruiter, our
role is to talk to the candidates and understand their
Job-description better. (Example: Someone who has worked in
Archi Builders from August 2016- November 2020 in Sales
profile might more relevant than someone who has explained in
great detail his 1 year experience in real-estate sales and has all
the relevant keywords from the Job-description. Chances are
that the first guy has also exactly done the same thing but has
not reflected the same while preparing his resume for
whatsoever reason.)
B.Someone might not explicitly mention the industry they have
worked for, but mention the company they worked in. As a
Recruiter, we should be able to connect the two things.
(Example: Someone who has 3 years of experience in Archi
Builders has 3 years of experience in Real-estate industry
although real-estate might not be explicitly mentioned in their
resume)
C.Sometimes people write things in resumes they haven't really
done(happens more at Junior level). As a newbie in
Recruitment, we can assume that resumes are accurate; but as
we gain experience in Recruitement we would improve our
capability to identify someone who has bluffed in his/her resume
even though we might not have actually worked in their domain
6. If you find someone partially relevant, drop him a WhatsApp
message asking him/her to apply. If he is interested & applies,
he/she would be asked "Why do think you would be a good fit for
this role?" If you find the answer satisfactory, you can move ahead
Screening resumes based on telephonic interview
1. Conversation with the candidates: Explained in the
image shared. If the candidate qualifies, ask him/her
more about his/her experience and try to understand
more about the Job-seekers experience in his/her
previous roles. If he/she is a fresher, ask them about
their career aspirations(what they want to do) & any
projects/extra-curricular they have done to support
their career aspirations
2. On a telephonic conversation with the Job-seeker
you find relevant: Explain the work-profile to them if
you find the candidate relevant to the Job & if this is
your first communication with them. If they have
already applied, chances are they already have a good
understanding of the role. Ask them if they have any
questions about the role & suggest the way forward
Employer Prioritisation
1. Proactive employers to be high priority. These
include employers that reply on resumes without
follow up; Priority=Medium for employers that
revert on profiles but after followup; Priority=Low
for clients that revert on profiles after 3+ follow
ups
2. Companies we have closed positions in the
past with to be on higher priority than the new
ones
3. Growing companies to be high priority
4. Team Size: 5-30 > 31-100 > 4- > 100+
Sharing resume with client
1. Goto ATS from employer home
2. Click on share resume
3. Update candidate details, employer email &
share resume with the client
Follow up from Client
1. Talk to all clients atleast once in every 10
days (www.zigsaw.in/clientcommunication).
Enter the communication in the portal
2. After you have marked the resume to a client
and do not hear back within 5 days, follow up
with the client (www.zigsaw.in/pipeline)
3. Follow multiple times (atleast 3 instances of
connecting with the employer via
Call/WhatsApp/Email) before making a client
low priority

How to make entries in dashboard Coordination with Job-seekers & employers

1. Search the candidate with name/email/mobile number in the top search bar
2. If the user already exists, Click on the candidate name. You will be redirected to a page with the
URL of the type www.zigsaw.in/review_recruiter?name=<> . On this page, if the candidates resume
is not uploaded OR if an old resume is uploaded, click on ?Choose file? and upload the updated
resume of the candidate
OR
If the user does not exist in our database, you would get an option to ?Add User?. Enter the name,
email address, mobile number of the candidate to create the user account. Also upload resume if
you have the candidates resume.
3. Kindly fill the below details - Source: From where you found the candidate (Fill LinkedIn) - Select
Job: The Job-title/code for which you would like to consider the candidate. Write about candidates
experience, aspirations, salary, notice period etc. in the comments section - Click on Send to
submit the details
4. Ensure that skills & location are filled for IT profiles. For non-IT profiles fill in skill, location &
industry
1. Counselling the shortlisted Job-seekers with probable interview
questions, about the company, about the role etc. and scheduling their
interviews. It is highly recommended that we send across IPD (Interview
Preparation Document) to all Job-seekers
2. It makes sense to confirm Employer availability for the interview
(Date/Time/Place etc.). Also, it is recommended that we follow up with
Job-seekers on the day of the interview(Call/WhatsApp) & confirm the same
to the employer to ensure high Client Experience (CX)
3. Taking feedbacks
a. Asking for feedback from the employer in order to have a better
understanding of what he/she is looking for.
b. Feedback from candidates in order to better prep other candidates and
improving the IPD, thus increasing their chances of selection.
4. Interview update (Selection/Rejection) to be provided to all Job-seekers
within 2 days of appearing of interview

Some Quick Pointers for Recruitment

a. It is recommended that we reach out to all relevant profiles/applications on WhatsApp (Relevant/non-relevant) and give them a clear communication wrt their Job application
(Accepted/Rejected). The prompt communication from our end would help us
1. Build a positive relationship with Job-seekers
2. Create an individual brand of the Recruiter
3. Reinforce the brand Zigsaw in their mind
4. Save us time and make ourselves more efficient (WhatsApp is better than call)
b. Answer all queries of Job-seekers patiently.
c. Every query/resume that you receive on-call/WhatsApp/email should be answered to satisfactorily. We are Job consultants, and our role objective is not just closing positions but also
building a relationship with Job-seekers and establishing a trust so that they can trust us with their life (and of course Job). This level of trust would only come when we make a genuine
effort to help them find their dream Job.
d. Be hungry for knowledge. Ask people about their role, their company, industry. Read through their resume, linkedin profile, their company website etc. Knowledge would empower you to
become a top performer.
e. Smile (not laugh) while on the call. Commit to the conversation & be happy around it. It would help you build a positive rapport with the Job-seekers & clients alike.
f. Improve your English while at Recruitment. Although, it should not be but people tend to pay more attention to Recruiters who use English & are confident.
g. Queries of Job-seekers (on call/email/WhatsApp) to be answered within 24 hours
h. Resumes to be shared within 3 days of approaching the candidate.
i. If the expected salary goes out of the client budget ask him if the expected salary is negotiable. Tell him/her about the available budget for this position & leave some scope for negotiation if
required.
j. Always get the below points when having a conversation with the Job-seekers. Do mention the details received in the review_recruiter page of each Job-seeker (Example:
https://www.zigsaw.in/review_recruiter.php?name=13
1. IT Positions
1. Technology-wise Experience details (Example=> PHP: 2 years, NodeJS: 6 months etc.)
2. Preferred Job Location:
3. Current Salary:
4. Expected Salary:
5. Notice Period:
2. Non IT Positions
1. Experience Details: (Do include your role & Industry along with years of experience)
2. Employment Preference: (In terms of role, industry and location)
3. Current Salary:
4. Expected Salary:
5. Notice Period:
k. For applications received from channels other than our website, we would invite Job-seekers to apply on our site. WhatsApp communications with the Job-seekers should have the below
inclusions
1. Link to apply for this Job
2. Relevant WhatsApp group link specific to this candidate. Refer to the below point for reference
3. Link to view all related Jobs on the website
l. Common message for all Job-seekers after the communication with them
1. IT Positions: You can also join this Whatsapp group to stay updated of the latest Software Development Job alerts: https://www.zigsaw.in/itjobs
For any queries, call 01414940949
2. Non IT Positions: You can find your dream Job by joining the WhatsApp group for city specific Job-alerts: https://zigsaw.in/cityjobsFor any queries, call 01414940949
m. Each person is different & humans prepare resumes so it is very subjective
n. Be hungry for knowledge. Job-seekers are really helpfull and always willing to share more about how their industry functions & their about their Job-role. If you do not know something, ask.
This knowledge would be specifically useful when screening resumes
o. Incase we feel that a resume does not do justice to the skills/experience of the candidate; we can ask the Job-seeker to prepare a new resume highlighting the skills/experience we require
for a specific Job