STEP 1: Gather requirements from the client:
Our Manpower Consultants begin by identifying and building a thorough grasp of the context for the search based on the client’s requirements. We build a full knowledge of the client organization, its business divisions, structure, business goals, culture, and particular recruitment requirements after lengthy engagement with the client about their recruitment needs. The reasons why the position might be appealing to potential candidates are carefully highlighted as well.

STEP 2: Database for candidates:
A candidate database stores all information on active and passive candidates. Recruiters can access the profiles of applicants who have applied for the position in the candidate database. The applicant database is handled in such a way that both organizations and recruiters benefit. We design and manage databases in such a way that any individual applicant or group of comparable candidates may be found promptly.

STEP 3: Scrutinise and filter out:
Potential candidates are rigorously scrutinized, their credentials are analyzed, their prior performance is discussed, and their motivation and personality are evaluated. Before presenting to the customer, a broad list of qualified prospects with profiles is generally carefully debated internally. Aside from complete candidate reports, the customer is continually updated on market reaction.

STEP 4: Identify the right eligible candidate:
Hiring exceptional personnel is essential for a company’s success, both financially and culturally. Recruiting is a time-consuming and expensive endeavor, so finding out too late that someone isn’t the appropriate match for the job or organization might put you back at square one. Hiring ‘the one’ – the individual with the required abilities and behaviors to positively contribute to the team – will help your organization succeed. As a result, we choose the best candidate using a variety of ways.

STEP 5: Personality and mind behavior test:
Personality testing and evaluation are approaches used to quantify the distinctive patterns of qualities that people display in a variety of contexts. Personality tests can assist clarify a clinical diagnosis, guide therapeutic approaches, and anticipate how people will react in certain scenarios.

STEP 6: Background check and reference check:
A background check is used to search up the candidate’s criminal, commercial, and financial histories. A reference check, on the other hand, seeks to locate the best personnel match while protecting your firm from a poor performer or terrible hiring. Wherever possible, we conduct rigorous and formal reference checks to corroborate a candidate’s professional accomplishments.

STEP 7: Schedule one on one interview with the client:
Interviews and meetings are scheduled for the applicants who have been shortlisted. Following each session, all parties provide comments, and interest levels on both sides are closely monitored.

STEP 8: Help the client with the joining formalities:
We actively participate wherever necessary to assist both the client and the applicant in reaching an agreement, and we draw on our market compensation and benefits knowledge.