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Recruitment Process Mapping Guide

This document outlines the recruitment process and responsibilities of various roles. It discusses the manager's role in identifying requirements, sharing job descriptions and feedback. It also describes the recruiter's role in screening candidates, discussing compensation with managers, and recording details. The process includes candidate interviews, updating records, seeking approvals, assisting with offers, and keeping managers informed. It provides tips for overcoming delays such as maintaining a pipeline and using employee referrals, portals, and consultants.

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madhuuppal
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186 views8 pages

Recruitment Process Mapping Guide

This document outlines the recruitment process and responsibilities of various roles. It discusses the manager's role in identifying requirements, sharing job descriptions and feedback. It also describes the recruiter's role in screening candidates, discussing compensation with managers, and recording details. The process includes candidate interviews, updating records, seeking approvals, assisting with offers, and keeping managers informed. It provides tips for overcoming delays such as maintaining a pipeline and using employee referrals, portals, and consultants.

Uploaded by

madhuuppal
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd

RECRUITMENT

PROCESS MAPPING
MANAGERS ROLE ( Recruitments)
Identify the manpower requirement based on project need
Share the required parameters and numbers with recruitment team via mail keeping HR
manager in loop
Manager must share the Job descriptions with the recruitment team
KNQ’ s – Important must have information to be shared with answers with the recruiter for
better screening
Must share the calendar with the respective recruiter for Interview process and necessary
discussion as when required
Should share the proper feedback on mail keeping HR head in mail for records
RECRUITMENT PROCESS
POINTERS
Receive the actual requirement and update in the central data sheet
Going through the JD thoroughly
Confirming KNQ’s with manager before working on any requirement
Making proper quality searches on time and saving them on portal
Screening quality resumes and calling potential candidates
Share the market pricing/ costing with HR Manager and Hiring Manager for better screening
Discussing the CTC issues ( If arising ) with manager before sharing resumes
Discussing all stuck points and searches made with HR Manager
Recording every details in matrix
Sharing the resume along with matrix hiring with manager
MATRIX
Name of candidate
Current Company and designation
Current Location
Reason for change
Current CTC- In hand monthly
Availability for Interview if shortlisted
Ratings on KNQ’s – Please note no resumes should be shared with manager unless they meet all KNQ’s
mandatorily
Expected CTC
Notice Period
INTERVIEW PROCEDURE
POST SHORTLISTING
1st Round – HR Manager ( as per availability) along with first line manager
2nd Round – Project or Hiring Manager
Sharing the Interview Assessment sheet with feedback/ Comments with HR team
POST INTERVIEW PROCESS
Updating Information of shortlisted candidate on centralised sheet
Saving resumes as per role and Interview date maintaining data bank folders for future reference
Sharing necessary details with HR Manager before proceeding
Seeking approval from management on CTC and required parameters
Assisting HR officer/ Executive in connecting the potential candidate for offer discussion
Keeping tab with HR Executive and Candidate monitoring Progress
Keeping HR Manager and Hiring Manager Posted regarding candidate update
Creating Pipeline for the position as required to avoid last minute back outs
OVER COMING RECRUITMENT
STUCKS
Creating Pipeline for same position
Rolling out multiple offers if required
Always preparing data bank by saving resumes with similar roles
Working on employee referrals
Approaching and working around available potential Management Institutes , Quality Portals,
Linkedin, social media etc
Updating posts on portal and social media
By doing timely Job Postings and Mailers
Getting in touch with consultants in case multiple opening
OFFER RELEASE:
Discussing and negotiating and seeking approval from management
Sharing offer letter with potential candidate post confirmation on all parameters
Sharing Information with HR Manager and team as per progress
Signalling Recruiter along with hiring manager for rework/or about offer acceptance
POST OFFER RELEASE:
Keeping track with candidate from time to time
Keeping HR Manager and Hiring manager posted about any unforeseen condition arising
Bringing pipeline in picture to push the fresh candidates and working on TAT to fulfil the position
timely

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