The document discusses IT recruitment processes and issues. It describes the typical IT recruitment process as attraction, selection, onboarding, and retention. It also outlines common pain points in the process like identifying the right candidates, time consumption, and high expenditures. The document proposes solutions like conducting thorough screening and evaluations, keeping an applicant database, automating processes, and leveraging social media and referrals. It emphasizes that automation can improve efficiency, reduce bias, and help find the right candidates, while social media can be used to evaluate cultural fit, promote the company, and advertise open positions.

1. PROCESS FLOW, ISSUES INVOLVED AND
ITS SOLUTIONS
- BY ANANTHA PADMANABHAN

2. IT RECRUITMENT - INTRODUCTION
 In general, Recruitment (hiring) refers to the overall process of identifying
and appointing suitable candidates for jobs and it is a core function
of Human Resource Management.
 The Recruitment process carried out in IT Industry is termed as ‘IT
Recruitment’. It involves process such as:
Attraction -> Selection and On-boarding Candidates -> Retention.
 The IT Recruitment team consists of Managers, human resource generalists
and recruitment specialists.
 The Internet-based technologies have become the essential tool for IT
Recruitment , as it supports all the aspects of recruitment and is ubiquitous.

3. PROCESS CHAIN - RECRUITMENT

4. SOURCING CHANNEL - JOB BOARDS
 Recruiters commonly source the Candidates through the
Recruitment Channels like:
Domestic Recruitment portals: (India)
 Naukri, Monster, Timesjobs, Indeed, LinkedIn
US Recruitment portals:
 Dice, Ladders, Monster, Indeed, LinkedIn
UK Recruitment portals:
 Indeed , JobSite.co.uk, TotalJobs, Reed, Monster,
LinkedIn

5. PAIN POINTS AND POSSIBLE SOLUTIONS (1/4)
Pain Points in IT
recruitment
Possible Solutions
Identifying RIGHT
Candidates
Following Process can be implemented :
1. Discussion and Understanding of CLIENT'S
Requirements
2. Effective job advertisement to reach the RIGHT
Candidates
3. Pre Screening of Candidates
4. Evaluation of short listed Profiles
5. Managing Client's Interviews
6. Feedback given by Client's for Shortlisted/selected
Candidates
7. Communication / Confirmation with the selected
candidate

6. PAIN POINTS AND POSSIBLE SOLUTIONS (2/4)
Pain Points in IT
recruitment
Possible Solutions
MARKETING and
Advertisement
To reach the RIGHT candidates for the job, a job advert
speaks to them clearly and directly. Following to be
included:
1. Job type and level of the job in the headline, such as
Senior Test Manager or Junior Developer.
2. Description of job responsibilities in an appealing but
clear way, starting with the most important duties.
3. List requirements such as education, experience, skills
or certifications.
4. Brief description of the company and its successes.
5. Finally, clear directions on how to apply for the job,
along with any materials to include such as a resume,
work samples or references.

7. PAIN POINTS AND POSSIBLE SOLUTIONS (3/4)
Pain Points in IT
recruitment
Possible Solutions
TIME Consuming
Process
1. Keeping the applicant's information database
readily available for future requirements.
2. Always keeping the pipeline ready
3. Leveraging Social Media
4. Smooth Recruitment Process
EXPENDITURE 1. Build out social recruiting
2. Hire smart the first time
3. Zero in on compensation
4. Effective Employee Referral Program

8. PAIN POINTS AND POSSIBLE SOLUTIONS (4/4)
Pain Points in IT
recruitment
Possible Solutions
BACKGROUND Check 1. Always conduct background checks prior to hiring
an employee.
2. Choose specific background checks on the position
being filled.
3. Always alert potential employees that background
checks will take place if an individual opts to apply
for a position.
4. Always ask applicants to give their written consent
before conducting a background search of any kind.
5. Background checks should be conducted by a
trained human resources professional or an outside
organization that specializes in this type of service.

9. GAME CHANGER – AUTOMATION
• Automation helps recruiters find the right candidates for the right
roles and it removes human error and bias, whilst encouraging
human interaction when appropriate and necessary.
• Those organizations that have up till now been too slow to
incorporate automation into their recruitment systems are in danger
of losing the best candidates to their more forward thinking
competitors.
• Automation improves consistency, efficiency and reduces costs.
• Functionality such as video interviewing, self-scheduling, on-
boarding and online offer making improve candidate interaction and
all support the production of real-time reports.
• Hence, the e-Recruitment system incorporating automation has
become an essential part of any recruiter’s toolbox.

10. SOCIAL MEDIA RECRUITING
 Social recruiting (social hiring or social media
recruitment) is recruiting candidates by using
social platforms as talent databases or for
advertising. Popular social media sites used for
recruiting are LinkedIn, Facebook, Twitter,
Viadeo, XING, Pinterest, Instagram and
Google+.
 Three ways to use Social Media to recruit better
Tech Talent are:
 Use Social Media to Evaluate Cultural Fit
 Use Social Media to Evangelize Your
Business, Mission and Values
 Use Social Media to Advertise Open
Positions

11. THANK YOU
Twitter: @Coolanand93
LinkedIn:https://www.linkedin.com/in/anan
thapadmanabhanss/