Strategic Information Technology Volume hiring !
Everyone curious to know Strategic Volume hiring ? Let me start by asking what is hiring ?, you may say
Right person, Right Job at the Right place ? Well, you are marginally near. Are you aware what it takes
To achieve the 3R’s.
This is a basic work flow of Hiring.
Requirement àSourceà Selectà OfferàHire
End result for everyone is to hire a quality resources.
Ø Stop being reactive and start being Proactive. If you are aware that a certain project gives “X” number of requirements then build a healthy pipeline for a particular skill.
Ø Strategize your staffing needs by having periodic meetings with the Account Managers / Project Managers. Work on weekday / Weekend panel availability etc. Rather give a plan to the Hiring Manager to fulfill the demands in stipulated time.
Ø Simplify your hiring process. Do not show each and every profile to panels for screening.
Example: You know the basic criteria; schedule them as per availability, needless to say
Not to compromise on the quality.
Ø Sourcing will play a key role here and your experience on hiring particular technology.
Ø Define your goals very effectively with the Hiring Manager , which will prevent miscommunication and errors. Set expectations with your HM.
Ø Follow a team based approach rather than individualistic approach. Have a focused group of recruiters/contractors/Fresher and allocate work accordingly.
Ø Try and prepare a questionnaire from the project team and do the basic checks efficiently for
Candidates. If the crowd is more than anticipated, then you might design a Written Test as a filter.
Ø During the Interview day, address the crowd on periodic intervals, this way candidates will not
Lose interest. Prepare a company Handbook which can be circulated during their waiting time.
Ø Move your sourcing desk far from your interview area. Capacity of the candidates is not there to
Make them sit, put a temporary stop to the Screening activity. This way your screened and unscreened candidates will not be at the same place.
Ø Sensitize panels before the Drive so that the goal is clear. Try to have a call with the project team to understand the pulse and put your points precisely.
Ø One need to put timelines to various sources sending profiles to your inbox. Example : For a weekend drive, Thursday morning the sourcing would stop and you would focus on scrutinizing and initial checks on the resumes received.
Ø Make your panels gather at one place on the interview day and brief them about the process. Process means, you/ your team would give resume, he can call the candidate directly in his cabin, if candidate is select make him wait else ask him to leave for the day( HR would get back). If Hold, discuss with the HR spoc.
Ø Try and automate your process by doing written Test , GD etc. or by even using any ERP. That itself is a separate topic to discuss at length on which ERP to use.
Ø Lets take a scenario : 80 Technology positions, How to fulfill ? Lets go step by step.
Ø Brief meeting with Hiring Manager to understand the Job role.
Ø
Example :
Positions
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Avg Ration as per Market
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2 Offers
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1 Joiner
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2 Offers
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4 for Final round
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4 Final Round
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6 1st round Technical select
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6 1st round Technical select
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12 candidates
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12 candidates to walk in
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24 Candidates scheduled
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24*80=1920 Candidates
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1920 Candidates
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1920 / 4 Weeks=480 candidates per week
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480 Candidates per Week
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What will you do to have 480 candidates walking in per week? I will cover this in my next Blog.
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