Our Recruitment Process can be categorized in three phases, namely: -
- Planning - Structure, Focus, Identity, Prepare
- Implementation - Contact, Motivate, Evaluate
- Closure - Select, Offer, Candidate joining
At The Shapers, we follow a carefully structured
selection process, which start right from understanding the clients'
needs and functions all the way to follow-ups with both clients and
candidates post recruitment. A brief description of the different stages
involved in our recruitment process is given below: -
In the planning stage, we evaluate the needs and
requirements of our clients to determine the required set of skills,
understand organizational behavior and relationships. Working as a
cohesive team with our client, we identify the required experience and
other characteristics, which are necessary for the successful candidate.
We select those candidates, who fit in well with the company's plan. In
order to find the suitable candidate we give prime consideration to the
company's existing business activities, business plans, work-culture,
structures, systems and future plans. We concentrate on the job
description, its key result areas, opportunities, career implications,
location, salary and benefits.
The initial planning enable us in identifying the needs of both the
company as well as the candidates, which further leads us in deciding on
a search strategy to target on specific skills, education, personality
During the mapping exercise, we performing industry specific desk and
field research on companies and relevant people so as to identify the
key competencies. It includes job title, principal accountabilities, key
result areas (KRAs), authority to be infested, external / internal
contacts, reporting procedures and supervisory relationships, working
conditions / environment, job specifications, compensation package,
location and other necessary details.
Long List Generation
The Field research provides us a long list of qualified candidates, who
are worth pursuing. After this process, we start the search to identify
the suitable candidates either from our own exhaustive database or by
advertising for the position.
The implementation stage consists of several phases
including, preliminary interviews, short-listing of candidates, informal
reference checks, client interviews and formal reference checks.
For preliminary interviews, we select the potential candidates on the
basis of prior work experience, qualifications, strength and weaknesses
and the ability of candidate to fit into the work-culture and ethics of
the client organization. The potential candidates are contacted and
interviews will be conducted to find out their interest and suitability.
We deploy the necessary expert assessment after the screening of
candidates by drawing up competency profiles through the most innovative
proprietary platform. During this phase, our consultants keep on
updating the client of the progress achieved.
Short List Generation
The preliminary interviews result out in short-listing of highly
qualified candidates. Confidential reports are generally prepared and
submitted in writing to our clients on four or five individuals, who
fulfill the specified position closely.
Informal reference Checks
We conduct informal reference check to verify the listed achievements
and last few work experiences of the short-listed candidates. After this
phase, a list is handed to the client with our recommendations and
After the informal reference checks, we schedule a meeting between the
short-listed candidates and the client with proper travel arrangements
and handling of reimbursement of travel expenses. The consultant asks
both the client and the candidates for the feedback after every
Formal Reference Checks
After client interviews, we conduct a formal reference check of the
selected candidates. Our team contacts individuals / companies that are
capable of providing details of the candidate's qualifications, work
ethics and other relevant feed back. The comments made by these
references are then reviewed with the client.