Recruitment Life Cycle

1. Raj Mani Bharadwaj
Recruitment Life Cycle
 Requirement Understanding
 Sourcing
 Screening
 Submission
 Interview Request
 Offer Letter
 Background Check
 Start
o Requirement Understanding
This is the initial step of recruitment cycle, where we acquire the job
profile along with the required skill set and responsibilities from the
client. We get all the information regarding job profile from various VMS
(Vendor Management System) softwarewhich comes from MSP
(Managed Service Provider) of the client’s company.
o Sourcing
Sourcing is the second step in recruitment cycle. This is one of the most
important steps in recruiting an employee as we fetch the candidate’s
data fromvarious job boards. At times staffing company havetheir own
application tracking system (ATS), which is used to fetch candidate’s
information from various job boards withoutactually visiting the specific
job boards. To sourcethe potential candidates, we need to put various
key terms which may include skills, experience, specific KRA’s, etc.
o Screening
Screening process consists of various sub tasks. Sub tasks which come
under screening are as follows:
 Shortlisting.
 Connecting candidates.

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After sourcing weget resumes of different candidates suitable for the
specific job with the qualities and skills. Next to that we shortlistthe
candidates thoroughly to assurethatthe right resumes would be
forwarded ahead for further processes.
After shortlisting candidates from the resumes that we received earlier
during sourcing, weconnect with the shortlisted candidates over call
most of the time to assuretheir availability for the job weare hiring for.
During screening we collect various information from the candidates
such as: their availability, commitment check, location, etc.
After all this steps weshortlist the resumes for submission to our
ResourceManager (RM).
o Submission
After shortlisting the resume, weforward all the shortlisted resumes to
our resourcemanager for further shortlisting of the resume of the
shortlisted candidates. This submission is known as internal submission.
Further resourcemanager shortlists the resumeand forward those
resumes with the client through MSP software. This submission is known
as external submission.
o Interview Request
After submission, clientselect the resumeof the candidate for interview
and send us the intimidation. We connect with the shortlisted
candidates again to know their availability for the job and book a slot for
interview if he/she agrees to go ahead with the job profile.
Then we book a time slot for interview as per the client’s and
candidate’s convenience.
o Offer Letter
If all the process goes well and client select the candidate for the job
profile. After that we issuean offer letter for the candidate. We connect
with the candidate again for their acceptance and will let them know the

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further process. If thecandidate declines the offer, then weintimidate
client about this and closethe process hereitself.
o Background Check
When candidate accepts the offer and is willing to join the client’s
company on their terms, then there is a mandatory step for which US HR
comes into the process. Beforehiring the candidate, every company
ensures that the candidate should have a clean background. For this the
US HR conducts a background check of the candidate. Under some
circumstances drug test is also mandatory.
o Start
After all the recruitment procedures, this is the last step wherethe
candidate starts working for the company if all the procedures are
followed. And candidate is willing to work for the client.