Fast Track Recruitment
RECRUIT HANDPICKED CANDIDATE IN JUST 3 DAYS
NO HIDDEN TERMS, NO CATCHES, NO EXTRA FEES – WE GET WHAT YOU’RE LOOKING FOR
WE WORK FOR YOUR REQUIREMENT SO THAT YOU RELAX AND ENJOY HIGH PERFORMER JOINING YOUR COMPANY
Under this service, we bring to the table the following:
For every profile we undertake, a specialized recruiter is devoted fully to that particular operation, resulting in timely follow-ups and successful hiring.
We will work with you to fully understand your business and your target audience, and design our strategy accordingly.
Now this is what every cost cautious company looks for, not only we are nominally priced, but also we care more about the customer needs.
No More Percentage of Salary as Recruitment Fees
With three fixed fees, end-to-end recruitment plans, say goodbye to conventional means of payment and hiring methods.
SME / Startup Centric
HiringMonk follows an unconventional mode of hiring that comprises of serious talent acquisition and rigorous follow-ups that suit startup needs.
Yes, you read it right, we don’t brag about the number of interviews and other unwanted claims, we deliver what you’re looking for, a guaranteed hire.
WORKING PROCESS: WE’VE PROGRAMMED OUR RECRUITERS TO TAKE AWAY ALL YOUR HIRING PAIN RIGHT FROM SCRATCH. THE DEDICATED RECRUITER ACTS AS A PART-TIME HR FOR YOUR COMPANY AND AN ALL-TIME ACCOUNT MANAGER TO MANAGE YOUR CAMPAIGN HYGIENE. ISN’T THAT AWESOME!!
PROCESS GOES THIS WAY: Help us with your Job-Description > We run a feasibility check, run the formalities, you pay and we Kick-Start the campaign > The assigned recruiter starts posting the job on various avenues > We select-shortlist-run tele- interviews & you interview & hire the relevant candidates > We follow-up till the candidate Joins
PLANS & PRICING
|Rs 11,500 / USD 200||Rs 19,500 / USD 320||Rs 29,500 / USD 500||Rs 29,500 / USD 625|
|30 Days||30 Days||45 Days||45 Days|
|Experience Range: 0-2 years||Experience Range: 2-4 years||Experience Range: 4 to 6 years||Experience Range: 6 years plus|
|Devoted recruiter, job posting, telephonic interview, scheduling, follow-up||Devoted recruiter, job posting, telephonic interview, scheduling, follow-up, senior executive search, salary negotiation||Devoted recruiter, job posting, telephonic interview, scheduling, follow-up, senior executive search, salary negotiation, Extended TimeFrame, Prioritized recruitment||Tailormade for Portfolio Startups. Exclusive sourcing for candidates from Tier 1 institutes/ Top Colleges (IIT/IIM/BITS etc). Assigned with Specialized Recruiter with indepth knowledge of startup ecosystem.|
If interested to know more, please contact here.
Few popular blogs. Read here.
HELP FOR QUICK RECRUITMENT
Recruitment is a process of identifying, screening, short listing and hiring potential resources for filling up the vacant position in the organizations. The action of enlisting new people in the organization.
Recruitment is the process of choosing the right person at the right job and at the right position and at the right time. Recruitment also refers to the process of attracting, selecting ,and appointing potential candidates to meet the organizations requirements.
The hiring of the candidates can be done within the organization. It refers to the process involved in choosing individuals for unpaid roles. It involves everything from the identification of a staffing need to filling it.
IMPORTANCE OF RECRUITMENT
Recruitment is one of the most fundamental activities of the HR team. If the recruitment process is efficient then –
- The organization gets happier and more productive employees.
- It results in overall growth of the organization.
- It links the potential employees with the employers’.
- It helps in identifying the job applicant.
- It builds a good workplace environment with good employee relationships.
Recruitment is a process of finding and attracting the potential resources for filling up the vacant position in the organization. Recruitment process is the first step in creating a powerful resource base. The process undergoes a systematic procedure starting from sourcing the resources to arranging and conducting interviews and finally selecting the right candidates.
- RECRUITMENT PLANNING
It is the first step of the recruitment process, where the vacant positions are analyzed and described. It includes job specifications and its nature, experience , qualification and skills required for the job.
A structured recruitment plan is necessary to attract potential candidates to a no of candidates. The potential should be qualified by their experience, skills, capability .
The first and foremost process of the recruitment plan is identifying. The process begins with receiving the requisition for recruitment from different departments of organization to HR which contains:
- No of posts to be filled
- No position.
- Duties and responsibilities to be performed
- Qualification and experience required.
It is a process of identifying, analyzing, and determining the duties , responsibilities, skills ,abilities , and work environment of a specific job . It helps in understanding what tasks are important and how to perform them.
- Recording and collecting job information.
- Accuracy in checking the job information.
- Generating the job description based on the information.
- Determining the skills , knowledge ,which are required for job .
Job description is an important document , which is descriptive in nature and contains the final statement of job analysis . it provides information about job roles , responsibilities and the positioning of the job in the organization. And this data gives the employer and the organization a clear idea of what an employee must do to meet the requirement of his job responsibilities. Job description is generated for fulfilling the following processes:
Classification and ranking of jobs
∙ Placing and orientation of new resources
∙ Promotions and transfers
∙ Describing the career path
∙ Future development of work standards
A job description provides information on the following elements:
Job Title / Job Identification / Organization Position
∙ Job Location
∙ Summary of Job
∙ Job Duties
∙ Machines, Materials and Equipment
∙ Process of Supervision
∙ Working Conditions
∙ Health Hazards∙
Job specification focuses on the specifications of the candidate, whom the HR team is going to hire. The first step in job specification is preparing the list of all jobs in the organization and its locations. The second step is to generate the information of each job.
This information about each job in an organization is as follows:
- Physical specifications
- Mental specifications
- Physical features
- Emotional specifications
- Behavioural specifications
A job specification document provides information on the following elements:
∙ Training and development
Recruitment strategy is the second step of the recruitment process, where a strategy is prepared for hiring the resources. After completing the preparation of job descriptions and job specifications, the next step is to decide which strategy to adopt for recruiting the potential candidates for the organization. While preparing a recruitment strategy, the HR team considers the following points: Make or buy employees
∙ Types of recruitment
∙ Geographical area
∙ Recruitment sources
∙ The development of a recruitment strategy is a long process, but having the right strategy is mandatory to attract the right candidates.
The steps involved in developing a recruitment strategy include:
Setting up a board team
∙ Analyzing HR strategy
∙ Collection of available data
∙ Analyzing the collected data
∙ Setting the recruitment strategy
SEARCHING THE RIGHT CANDIDATE
Searching is the process of recruitment where the resources are sourced depending upon the requirement of the job. After the recruitment strategy is done, the searching of candidates will be initialized. This process consists of two steps:
Source activation: Once the line manager verifies and permits the existence of the∙ vacancy, the search for candidates starts.
Selling: Here, the organization selects the media through which the communication of∙ vacancies reaches the prospective candidates. Searching involves attracting the job seekers to the vacancies. The sources are broadly divided into two categories: Internal Sources and External Sources.
Screening starts after completion of the process of sourcing the candidates. Screening is the process of filtering the applications of the candidates for further selection process. Screening is an integral part of the recruitment process that helps in removing unqualified or irrelevant candidates, which were received through sourcing. It is the process of identifying the candidates from your applicant pool who best meet the required and desired criteria. It is the initial stage when every application should be checked.
EVALUATION AND CONTROL
Evaluation and control is the last stage in the process of recruitment. In this process, the effectiveness and the validity of the process and methods are assessed. Recruitment is a costly process; hence it is important that the performance of the recruitment process is thoroughly evaluated.
The costs incurred in the recruitment process are to be evaluated and controlled effectively. These include the following:
Salaries to the Recruiters
∙ Advertisements cost and other costs incurred in recruitment methods, i.e.,
∙ Administrative expenses and Recruitment overheads
∙ Overtime and Outstanding costs, while the vacancies remain unfilled
∙ Cost incurred in recruiting suitable candidates for the final selection process
∙ Time spent by the Management and the Professionals in preparing job descriptions.