Employment Agencies in Bangalore

• Start with a discussion with the hiring manager to understand what must a good hire deliver in the role and add those details in the notes of the job description.
• Get the job description reviewed by the hiring manager if all the hiring criteria are relevant and the role is described well.
• Assess if the hiring criteria are in alignment with talent availability. If the specifications are unrealistic, go back to the hiring manager and the senior people in the HR team to recraft the requirements.
• Source candidates whose attributes match with the specifications and draw them towards the employer brand
• Listen to their reactions, address their concerns and highlight the value proposition that the employer brand offers
• Upon getting the consent of the candidate to pursue the opportunity, assess deeper into the personality such as values, beliefs, future plans and motives to seek alignment with your organisation culture.
• Upon a good match with the hiring criteria as well as the organisation’s culture, present the candidates compellingly to the hiring manager for further evaluation
• Use experienced recruiters and assessors to hire the best employees.

• Engage with the line manager / hiring manager to understand his/ her perspectives about the ideal candidate and the expectations from the ideal candidate.
• Research the talent pool to figure out if the hiring criteria are pragmatic enough to draw a decent pool of candidates towards the opportunity. In case, the potential pool of candidates is too small, get the specifications recrafted or set the expectations of the hiring manager accordingly.
• Engage the candidate well to understand his/ her motives, plans, values and beliefs. These inputs indicate how strongly the candidate is attracted towards the opportunity and how well the candidate matches with the organisation’s culture.
• Make sure that the evaluation of candidate’s fitment or suitability for the role is carried out by skilled assessors and an objective assessment takes place.
• Deliver an experience to the candidate through the selection process in such a way that the candidate understands the culture in the organisation
• Show a realistic preview of the job – neither an over-projection nor under-projection. It is critical that the candidate gets the right information and we prevent dissonance after he/ she joins the organisation.

• Test for the knowledge and attitude of the candidate to know if the individual possesses the right levels of knowledge and the ability to learn your company’s specific situations.
• Attract the right talent by targeting the right campuses and communicating what your employer brand has to offer
• Use the right tools to check the fitment with the attitude you are looking for and the levels of knowledge you want in the predetermined areas / domains.
• Give quick feedback to all the candidates who go through the recruitment process and explain details when asked.
• Treat them with respect and gratitude that they chose to pursue a career with you, the skills they bring and the possibilities they hold for the future.

• Draw up a good plan, right from the stage of understanding the trends in the talent market and defining the job descriptions with pragmatic hiring criteria to make a clear project plan with timelines, the number of candidates to be assessed and the list of assessors and decision makers.
• Engage experienced recruiting organisations to spread the word, communicate your value proposition and source the right candidates for you.
• Ideally use one agency as a master vendor to run the project as an RPO (Recruitment Process Outsourcing) project on an end-to-end basis to run the processes efficiently and cost-effectively.

• Use an outsourced agency to run a recruitment project for you as an RPO (Recruitment Process Outsourcing) if you need to hire a large number of people.
• If you need just a handful of people, use a couple of contingency hiring agencies who are willing to partner with you for a year-long engagement and understand your needs. They can source the best-fit candidates easily for you.
• Draw up the requirements clearly and in a pragmatic manner so that the efforts to source the right candidates are directed effectively and no time is wasted in the process of trial and error
• Listen to candidates deeply so that we understand their motives well and not lose them later in the hiring cycle, putting the process back to square one.

The best job consultants are the ones who have a large client base. They work with a large number of organisations to find the best candidates for them. They have a large team, typically spread across the country tapping into each pool of candidates available. Last but not the least, they are smart in leveraging technology giving a good experience to candidates seeking a new job. In Bangalore as well as in India, CIEL HR is one of the best job consultancies. They have a huge database of 2 Million plus candidates; they service 1800+ organisations spread across multiple industry sectors; they are 300+ people spread across 39 cities in India.