Recruitment lifecycle document

1. Recruitment Lifecycle
 Requirement – A requirement is simply a job vacancy in “XYZ” company. A requirement is supposed to
flow from “Client > Your company Account Manager > Your Team Leader > You (Recruiter)
(Note: A Job Vacancy Must contains Job title, Job Location, Client name, and Pay/Salary).
 Sourcing - Sourcing refers to the process of searching for, identifying, and contacting potential
candidates. Recruitment kicks in after sourcing, and includes the processes of screening, interviewing,
and evaluating applicants. Mainly “Sourcing” is considered as the first step of the recruiting process.
 Screening - The screening process determines if a job applicant is qualified for the role and a potential
fit for the position for which they applied. This includes double checking the skills, the candidate has
provided in his/her resume. This makes sure that before submitting a profile to the client, we are
at-least completing the minimum asked requirements/skills by the client.
 Initial Interview - The purpose of an initial interview is to get/Doublecheck some basic information
about candidate’s skills, qualifications, and interest in the position over the call. This makes sure that
before submitting a profile to the client, we are at-least completing the minimum asked
requirements/skills by the client.
(Note- Mostly Quality check is done when you connect with the candidate over the call.)
 Shortlisting – When the recruiter confirms all the basic minimum requirement along with his best rate
of interest in the job as per the Job Description with the candidate over the call. They finalize the
profile for the submission process.
 Submission – Submission is a process where the Recruiter shares the Shortlisted profiles via email to
his/her Reporting manager/ Team Leader.
 Feedback – Feedback is the term for “Approval” of the profile by your respective RM/TL. When a
recruiter submits any profiles, The assigned AM/TL will be calling the candidates to give them an idea of
the job they’ll be interviewing for. Also, they run up few questions with the candidate so there can be
another QC done at his level of Knowledge/Experience.
 Interview Schedule – This is the process which need more responsibility than the other steps. Here,
after the approval over the profile you submitted, will be scheduled with an interview with the Client’s
Hiring Managers. There can be several rounds of interviews ranging from 2-4 rounds of interview.
(Note- This is a crucial process, as you must get the candidate’s available time slots for the interview as
per the client’s availability. In which you must keep the candidates warm till the interview is done.
**Miscommunication with the candidate after the interview schedule will always leads to the
candidate not attending the interview and this will leave a huge impact of our company’s image for
the client)

2.  Verification/Confirmation – When the client is done with all the interview (Technical + HR Round {This
includes Salary Negotiations + Double checking of the candidate’s provided documents}). They send a
confirmation to our company stating that they want to proceed with the profile we submitted for the
final procedure of joining.
 Offer/Purchase offer/ PO – This term in Recruitment refers - The profile submitted by the recruiter has
been hired by the client. Finally, The Recruiter is Just one step before bringing a real business for the
company he/she is working for.
 Joining Formalities – This is the final procedure also known as Onboarding. In this process, the
candidate must submit his/her previous company’s required documents like (Offer Letter, Resignation
Letter, Salary Slips, Bank Statement & Contact Information of RM/TL of the candidate)
(Note- If by any luck candidate is not able to provide any Professional/Legal document for
verification, there profile might get rejected and the recruiter can lose his/her PO.)