Hiring Services

Few Managerial Decisions are as important as hiring. In a world where human assets have become the key differentiator between competing firms, the quality and capabilities of the people you bring onto your team will determine it success—and yours as a manager.

Like many other activities undertaken by organisations, hiring is a business process – a set of activities that turn inputs into outputs. We at EBDZ had defined a five step hiring process. This will not only improve the quality of hires, but will make you more confident that you are hiring the right people.

1.       Defining Job Responsibilities

2.       Sourcing Promising Candidates

3.       Interviewing

4.       Evaluating the candidates

5.       Making the decision and negotiating offer

Defining Job Responsibilities:

The team at EBDZ works very closely with their clients to bring out the best description of the Job and responsibilities, for the prospective employee.

We go at depth to bring out

·         The primary responsibilities and task involved in the job

·         The background characteristics needed to perform the job. (education and experience)

·         The personal characteristics required. (does the individual need to be very intelligent or need to have strong interpersonal skills)

·         The key feature of the client organization’s culture. (team orientation, degree of conformity, reward systems)

·         The client managerial style (authoritative, coercive, democratic) and its implication for an effective working relationship.

Sourcing and Screening Promising Candidates

We work our best to bring out the small pool of highly qualified Prospective employee. We utilize our well targeted and relevant channels to get the word out about our client positions. Some of our channels includes but not limited are.

·         Our own database

·         Professional associations

·         Networking

·          Internet Portals

·         Campus recruiting

·         Colleague referrals

·         Other recruiting agencies

·         News paper ads

Screening Resumes

We apply two pass processes to screen the best resume for the JD

·         Eliminate candidates who fail to meet the basic requirements, or we run a basic demand-supply mapping services to eliminate the candidates

·         Select candidates with resumes, which reflects

o   Signs of achievement and results

o   Career goal in line with the job being offered

o   A strong overall construction and clean appearance

In cases where huge amount of resumes passes the first pass, we carry out a screening test, which brings out the top 5-10% of the candidates, based on the requirements.

Interviewing

A hiring interview has one primary purpose: to provide the interviewer and the job candidate with an opportunity to obtain the information that both need to make the best possible decision.

·         Screening Interview – Telephonic

This need to be done, to confirm that candidate meets the requirement stated in his resume. 

·         Initial in-person interview

o   Prepare for the interview:  for this purpose we follow interview preparation form (EBDZ property).

o   Conduct interview and write notes about the candidate, which become part of candidate employment file

Can be done by EBDZ or by the client

·         Second round

To be done by the client.

Evaluating the candidates

Once all interviews are done, an objective evaluation must be done for all the candidates.

Evaluation matrix

We at EBDZ follows a decision matrix (EBDZ property), which is filled for all the candidates. All candidates are compared on the same matrix, and people responsible for decision sit together to identify the Prospective Employee.

Reference Checks

Reference checks verify claims made by the candidate during the interview process and fill in information gaps.

We at EBDZ have two aims while checking on the reference.

·         To verify what the candidate has told us about his/her work experience.

·         To identify the candidate success and failures, work habits, strength and weakness and so on.

Making the decision and Negotiating the offer

 

Decision making

This is totally with the clients, but we just help them taking it.

Based on the sufficient information we have about the candidates and the job description, we at EBDZ rank each of the candidates, on a ranking scale (EBDZ property).

Negotiation on offer

We at EBDZ negotiate with candidates on behalf of the client, on the following

·         Joining date

·         Job Title

·         Compensation

·         Benefits summary

·         Time limit to respond on the offer

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