This document outlines the tech recruitment process in 3 phases: pre-recruitment, recruitment event, and post-recruitment. In pre-recruitment, the hiring manager clarifies requirements and establishes a shared drive folder structure. During recruitment events, interviews are conducted in multiple rounds while being shadowed. Feedback is collected in a shared sheet. In post-recruitment, descriptive feedback and offers are rolled out, followed by candidate engagement activities like meet and greets.

1. TECH RECRUITMENT
PROCESS
11/08/2019-
- by OmVikramThapa

2. STAGES
We should follow 3 Phases for each recruitment
drive religiously
- PRE RECRUITMENT
- RECRUITMENT EVENT
- POST RECRUITMENT

3. PRE
RECRUITMENT
● First thing First - Clear Requirement
We should have a clear idea for what role and what position
we are hiring, is this a replacement or a new ASK itself.
This should be very clear between the Recruitment + Hiring
team.
● Hiring Manager
Please do finalise a Hiring Manager for each drive and make
sure they take the ownership of the whole process.
● Team Shared Drive
Once the Hiring Manager is finalised we start a Google
Drive process with Recruitment team. This recruitment
folder contains date-wise drive folders

4. SHARED
DRIVE??

5. 3 FOLDER
STRUCTURE
Each drive folder should have below folder structure which is
very crucial:
● BACKLOG is populated by Recruitment + Hiring Team
(we will add all the referrals and third party resume here)
● REJECTED as the name suggest will dump all rejected
resume here but NEVER delete them
● SHORTLISTED folder will contain the candidates
resume whom we are going to call for interview
- Recruitment Team should never share the profiles over
email, they just need to drop the resumes in BACKLOG folder
and update the Hiring Manager
- Hiring Manager should always have bunch of team leads to
filter and review the resume from BACKLOG folder

6. SHADOW &
WALK
PROCESS
Once you have enough number of SHORTLISTED resumes, it’s
time to call your team leads because we need to check how
many interviewers are available and how many are ready to
shadow them.
Everyone is aware of this process but we religiously follow this in
all the technical rounds.
For Round 1 SE tags along with SE1 and SE1 with SE II for first
hand learnings,
For Round 2 EM should Shadow few TLs to see whether they are
justifying the Round 2 and Round 3.
For Round 3 We invite Engg. Managers, Sr. TLs and TLs to
shadow EMs because these are the people who will be next set of
hands in your absence or when your hands are full.

7. CLEAR
DEFINITION
OF ROUNDS
The Hiring Manager should well define the rounds to each
member of interview panel so that -
1) Each member of panel have the same understanding
2) If someone has to take 1st and 2nd round he/she should
know what should be asked in the respective round
3) You can opt for Written test for first Round if you are
expecting huge number of footfall on recruitment day
Sample Rounds for Backend Developer

8. RECRUITMENT
EVENT
Before the recruitment drive Hiring Manager need to take care of
the following :
1) Have a meeting with the panel members
2) Drop an email to the Recruitment team and Panel members
about the definition of Round 1, Round 2 & Round 3
3) Always tell them about the time when to start, how much
time for the interview and when should we have lunch etc.
4) Make everybody clear that “in doubt always reject” the
outcome should be 0 or 1 after the interview round
5) Restrict each candidate interview round to max 1 hour
KEEP A TRACK
Always maintain a sheet (Shared between HR Recruiter and
Panel members) with candidates name, details, each Round
interviewer name and Feedback. This will help at the end of
the drive for closing the feedback quickly for each selected/hired
candidates.

9. POST
RECRUITMENT
Feedback & Offer Roll Out
Once the event is closed and we have our final numbers and
candidates. We believe in descriptive feedback thus we
motivate the interview panel to give the feedback as soon as
possible since the TAT between the final interview and
offer roll out plays a vital role
Once offer roll out and negotiations are done we believe in
Candidate Engagement to the fullest form for eg.
Meet & Greet
Invite them to meet the team in person and let them ask free
questions to new joinees and existing team members about the
work, culture, pressure etc.
Keep the candidate engaged about the tech, events, culture,
learning material and anything new in the organisation.

10. CANDIDATE
ENGAGEMENT
Candidate Engagement meet & greet before Joining Date from Hiring Team makes a
huge impact on candidate for eg. Welcome Email, F2F Meets & Social Groups