When any business requirement comes, it is very necessary that a constructive dialogue happens between the Recruiter and Hiring Manager on the Job Description given.... hence one MUST insist for a detailed JD for every position. Post meeting one should publish Minutes of Meeting to all stake holders. During this meeting one should keep in mind following needs:
1. Understanding the business need - as to why the customer looking for a new addition.
2. Role of the candidate to be recruited - as to what exactly this individual will do in the project
3. Experience level and location
4. Domain expertise needed - including the sub modules
5.Expectation of customer at project site-political dynamics, environment etc.
6. Expectation of the final interviewer on skill level, complexity etc
7. Project status - what stage OR which part of SDLC - Requirement Gathering, Build, Test, UAT, Go Live or Support
8. Project type - application development OR for support - what percentage of enhancement/configuration involved OR is it a Level 1, 2, 3 OR 4 Support project.
9. Tools, Technology, Front end, back end exposure needed.
10. Soft issues - like working in the night, requirement of 24/7 on call support, travelling etc.
I have seen Recruiters just jump to any requirement that is raised by a Hiring Manager and then submit profiles which ultimately get rejected. Utter wastage of productivity. Until and unless we are clear as to what the Business needs; niche and critical requirements can hardly be closed easily.
No comments:
Post a Comment