This document outlines the process for staffing client needs efficiently with a focus on teamwork. It describes dividing recruiters into technical, non-technical, and ITES teams. Each team has two recruiters responsible for tasks like creating candidate databases from sources like job boards, references, emails and posting jobs. Recruiters conduct phone interviews and line up candidates, providing daily reports. The MIS team manages client communication and updates. The overall aim is to line up qualified candidates within the allotted timeframe through this coordinated team-based process.

1. Task: to cater the HR need of client most efficient
and professional way, with regular feedback and
single point of contact.
Major Concern:
Team work.
Research methodology
Commitment towards the given task
Designed by –Paul Dominick for HR Consultant.
LINKED ID:Paul Domnick Raj

2. FILLING OF HRF MIS ANALYSYS
ALLOTMENT OF
TASK TO TEAMS
NON
TECHNICAL TECHNICAL ITES TEAM MIS
TEAM TEAM
CREATION OF MASS MAIL/JOB
DATA BASE POSTING
SHORT LISTING TELEPHONIC
OF CVS FOR INTRVIEW/LINE
INTERVIEW UP

3. Explanation:
Once The Client signs an agreement for man power requirement, the given HRF is dully filled up by the
BDM ,BDE ,the HRF is forwarded to the MIS for registration once the registration has been done the
HRF is forwarded to the analysis team for better understanding, of requirement ,mode of search etc, the
views and suggestion is forwarded to the director for approvals. Based On the approval of the Director
the HRF is forwarded to the respective team. Each Team consist of two recruiter, the team work has
been designed as follows.
•At the first instance one member of the team concentrates in Executive for cvs and creating data base
for the given JD in border aspect. Were as the second member of the team concentrates in mass mails
and Job posting.
•Once certain data are generated, short list cvs and forwards it to second member of the team who then
concentrates in telephonic interviews, line up of candidates.
•It becomes the routine work of the first recruiter to create data base from feedback of mails, Job
posting etc.
•It is the responsibility of the team to report at the end of day in terms of data, line up etc.
•It is mandatory that every team forward report to the Director, HR Manager and the MIS.
The MIS team would be responsible for every communication with client, updating on requirement, The
entire process is defined below

4. General procedure towards the achievement of task:
It is the routine role of the business development Executive towards to development of business in terms
of staffing ,The business development follows it own strategy towards the client, and the growth of
business ,Its is mandatory for the BDM ,BDE to duly fill the Human Request form before the approval of
the any job requirement. Based on the based on the analysis HRF and the approval of the Management
the requirement is put on process.
HRF Form:
Name of Client
Required Designation
Industry preferred
Experience
Relevant Experience
Skill sets required
Language Fluency
Work Location
Total number of vacancies
Turn over Time
CTC/Negotiable
Duration for roll of the offer
Contact Details

5. Explanation:
Name of client shall be clearly mentioned ,with requirement of skill set ,experiences, industry ,
CTC, location, Time that can be granted to candidates if selected ,total number of vacancies ,turn
our time ,Contact person mail id with mobile number for correspondence.
Analysis of HRF
The filled up HRF has to be processed to the HR Manager directed to the Analysis team for
further the Process.
The analysis team consists of 3 members from technical, Non technical, ITES for the better
understanding of the requirement, Sources, and approval. A review on the analysis is forwarded
to the Director for the further Approval.
What is Job Analysis and How Can It Help?
Job analysis is the use of any of a number of structured techniques to study the work of an
organization. The unit of study in Job Analysis is, of course, the JOB, or more precisely, the
positions making up the structure of an organization. Job analysis organizes information about
positions, such as relevant behaviors (tasks), knowledge, skills, abilities, and other attributes,
(sometimes referenced as KSAOs), required of incumbents holding positions. The information
gathered during job analysis provides a foundation for such necessary human resource
management activities as selecting personnel to fill positions, training them to perform job-
specific tasks, developing performance evaluation standards, determining appropriate
compensation, and promoting personnel within career families.

6. Explanation
The analysis team understands the requirements;, mode of sourcing profile, in case if Head hunting
and shares their views to the director for approval. In completion of the approval the task is forwarded to
respective team.
Team Structure:
Based on the requirement of the client the recruiters has been
divided into 5 Teams:
1. Technical Team
2. Non Technical Team
3. ITES Team
4. Research, Client Correspondence and MIS
5. Internal Recruitment Team
Each Staffing team consist of 2 Recruiter (Senior and a junior), it is the responsibility of the
respective team to line up candidate to their clients in given span of time. Team shall be
responsible for the entire
Human resources availability
Skill set availability
Consultant Engaged
CTC/Age/Experience/Location
Mode of sourcing
Turn over Time
Job Freshness
Comment

7. Explanation
The analysis team understands the requirements;, mode of sourcing profile, in case if Head hunting
and shares their views to the director for approval. In completion of the approval the task is forwarded to
respective team.
Team Structure:
Based on the requirement of the client the recruiters has been
divided into 5 Teams:
1. Technical Team
2. Non Technical Team
3. ITES team
4. Research, Client Correspondence and MIS
5. Internal Recruitment Team
Each Staffing team consist of 2 Recruiter (Senior and a junior), it is the responsibility of the
respective team to line up candidate to their clients in given span of time. Team shall be
responsible for the entire Process of selection and generating feedback, submitting
reports on the same

8. Work Process for Each Team:
Function 1: Creation of Data Base for given profile
Function 2: Mass Mail
Function 3: Job Posting
Function 4: Telephonic elevation and line up
Function 5: Reports, Feed Back.

9. Creation of Data Base:
Following steps need to be followed in Creation of Data Base
A: Executive search from portal
B: References
C: Mails
D: Job advertisement
E: Head Hunting

10. A: Executive search
This process mainly rely on recruiter to mine data from Portal based on Job requir
ment, skill set ,Industry Preferred, Ctc, total years of experience ,etc.
Recruiter can also concentrate in existing data ,referrals .It is always advisable that
Executive search in wider manner.
Mass Mail:
Based on the requirement a mass mail can be sent to relevant candidates. Standard
Template for Mass Mail:
Subject : Immediate opening for the post of------
Content:
It is my pleasure to inform you that we do have immediate opening for the post
of_____ for one of our reputed client located in___,the CTC for the same would be
between— to ---,If interested please do mail your updated cv to:
Name of recruiter:
Email:
Thanking you,
With best regards,
Date

11. Method To send mass mail to candidates:
1.Login as an Admin/Recruiter
2.Click Candidates tab.
Click Mass mail to candidate’s link, located at the right panel
Click Send mass mail link
In the Mass mail to candidate's page, select the following and click Send Mass Mail button:
- From Address
- Custom View
- Email Template
Note: You can add CC and BCC, which is optional
Mack sure when you send mass mail to filter profiles based on JD ,so that the mail reaches the
correct personnel.
Please be clear on your mail id and contact ,
Do not disclose the name of client at any point of time
Mack sure to explore the feed back in daily basis

12. Job advertisement:
Job Posting is the major area of recruitment, where the candidates himsel f
understands the vacancies in a particular organization, where he analysis his skill,
education, experience ,and CTC before applying for the particular position.
There the Job posting should be very clear ,well defined for the understanding of
the particular position improper Job Postings leads to junk and irrelevant
applicant which shall corrupt the entire inbox .
Below is the format of job posting:
Job Title
Job Description
Experience
Major area of responsibility
Qualification
Skill set
CTC
Location
Industry Preferred
Date of advertisement
Mail ID(please do not use @
,Use at),Name

13. Use these steps to develop your job descriptions.
Gather the appropriate people for the task. The manager to whom the position will report takes the lead
in developing a job description, but other employees who are performing similar jobs can contribute to its
development, too. Additionally, if the position is new and will relieve current employees of work load,
they should be part of the discussion. A first position ? The manager or company owner can develop the
job description on his or her own.
These are the normal components of the job description:
Overall position description with general areas of responsibility listed,
Essential functions of the job described with a couple of examples of each,
1 .Required knowledge, skills, and abilities,
2. Required education and experience,
3. A description of the physical demands, and
4. A description of the work environment

14. Title of Job:
Position Description:
Write a one sentence description of what the position does within your organization. Example: The
Human Resources Manager guides and manages the overall provision of Human Resources services,
policies, and programs.
Major Areas of Responsibility
Use bullet points to list the major areas covered by your job. For example, a Human Resources Manager
might list responsibilities that include, but are not comprehensive, such as these.
Required education and experience,
Required knowledge, skills, and abilities, CTC etc
Head Hunting:
Head hunting
Headhunting refers to the approach of finding and attracting the best experienced person with
the required skill set. Headhunting involves , hunting through referrals, social network,
institutes and convincing the person to join the organization..,

15. Telephonic Evaluation and line up
Once the Data Base is created, relevant candidate’s cvs are filtered and reached through telephonic
interview for the further process, shortlisted candidate’s cvs are sent to the client for screening and line
up candidates for interview .Please do fill the evaluation sheet during telephonic interview. Evaluations
sheet need to be attached to all shortlisted CVS .
Evaluation sheet:
1. Formal qualifications (Meets them , exceeds them, equivalent experience)
Comments_______________________________________________________________________________
_______________
2. Experience (highly relevant, meets the minimum requirements, appropriate, not appropriate)
Comments_______________________________________________________________________________
________________
3.Professional/technical knowledge (very knowledgeable, demonstrates a high degree of knowledge of
related field, meets Minimum requirements_________________________________________
4. Interpersonal skills (A very good ability to persuade and influence others, strong communicator,
moderately sociable and persuasive, might have problems relating and influencing others, would not
relate effectively to others)
Comments__________________________________________________________________

16. 5. Problem-solving Skills (Demonstrated high degree of understanding and experience, reasonably strong,
lacked an
understanding and knowledge)
Comments_____________________________________________________________________
6. Reason for leaving last position (More responsibility and remuneration, career development
opportunity, location, not
Currently in a position)
Comments__________________________________________________________________
7. Availability (Starting date):
8. Overall evaluation (highly recommended, acceptable, not recommended)
Comments_____________________________________________________________________
9. Decision .(shortlisted , not short listed)
Comments_____________________________________________________________________
Interviewer’s name:________________________________________________
Date____________________________________

17. Indidual team work Flow Chart
Identifying prospective
candidates/Short
listing for Telephonic
Round
Hold talk with
candidates
Candidate Not reachable/Rejected
selected Candidates
shortlisted cvs are Sent to client
Final list for Candidate line Final selected
interview up/report list /dOJ etc

18. Daily Report Sheet
Position1 Position2 Position3
Total number of cv in Data
Bank
Total number of cv Shortlisted
Total number of calls for day
Total number of cv dispatched
for day
Total number of candidates
lined up for day
Total no of candidates
attended interview till day
Over all selection status till
day
Date
Team NO Over all status of day:
NOTE: : Please do attached the folder shortlisted cvs ,to this report when ever cvs are
sent to clients or candidates sent for interview ,in daily basis .Every day report shall

19. MIS:
Function: Any Human Request form Filled by the BDM ,BDE, has to be processed to the MIS ,before
forwarding to the Management,:
1. The MIS registers the HRF,(Total number of requirements, Turn over Time..etc) ,Contact details,
Pending SRS if any , in the main Machine.
2. MIS shall play the mode of contact between the Client regarding feed back, Interview Schedules.
3. CC of All Reports shall be forwarded to MIS in every day Basis.
4. MIS shall be responsible for brief report clarification to the Director in case required.
5. MIS would be responsible regarding Clarification interview status, selection status , Client up date.
6. MIS shall be responsible for client interaction in daily or weekly basis
7.It is also the function of MIS to Maintain Master Data base , and selected Data Base .

20. Thanks for Viewing the presentation.
IT was Mainly designed as a guide Lines for recruitment Firm in terms of
Recruitment and selection Process.
Cooperate Generally deals with similar HRF but Consultant handle multi
Task where the recruiter need to be 99 Times Faster and aggressive than
a normal HR of a company or a cooperate ,the salary is limited but huge
effort is essential for the achievement of task never the less to say a
person strong in recruitment from a recruitment Firm should prove 100
better than any cooperate HR ,do not disheart working for a vandor I
wish them all the best to reach a Number one Cooprate.
REGARDS>>>
Paul Domnick R
(MBA,MTM,LLB)
LINKED ID:Paul Domnick Raj