Employee Hiring/ Recruitment

STEP 1 - Defining Job Roles and Requirements

1.CEO/Founder (2 Positions)
Job Description:-
 Lead the company's vision and strategy.
 Oversee day-to-day operations, resources, and budgets.
 Build relationships with investors and critical partners.
 Promote innovation and maintain the company's competitiveness in the IT
market.
Qualifications:-
15+ years of leadership experience, preferably in technology startups.
Proven ability to grow enterprises and lead huge teams.
MBA or similar experience.
A thorough awareness of emerging IT trends.
Skills Required:-
Effective leadership, strategic thinking, and stakeholder management.

2. Chief Technology Officer (CTO) (1 position)

Job Description:-

 Drive the technological trajectory and strategy roadmap.

 Head/Manage the engineering development team.
 Oversee architectural direction of software solutions.
 Validate and ensure in-place cybersecurity for business solutions by enforcing
compliance across requirements.
 Alignment with the chief executive officer around business goals and the technology
interface.

Qualification:-
More than 10 yrs as a techno leader.
Piloting into Cloud computing/ AI/ ML and Cyber-security
B S. M S relevant. or certifications on AWS, CISSP.
Skills Necessary:-
Team-leading skills, troubleshooting creativity.

3. Chief Marketing Officer (CMO) (One Position)

Job Description:-
 Develop and implement marketing strategies.
 Enhance brand visibility and oversee digital marketing activities.
  Track market trends to promote growth.
 Coordinate media and public relations relationships.
Requirements:-
More than 8 years of marketing experience, with at least 3 years of experience in leadership
Experience with digital marketing tools such as Google Analytics and HubSpot
MBA in marketing or related fields
Skills:-
Creativity, analytical thinking, and communication

4. Chief Sales Officer (1 position)

Job Description:-
 Develop and execute sales strategies to maximize revenue.
 Guide and direct a sales team.
 Establish and sustain key client and partner relationships.
 Track sales performance and adjust strategy accordingly.

Qualifications:-
Experience
10+ years of sales experience, with 5+ years in leadership roles
A history of success in growing revenue in the IT business
Effective communication and negotiation skills
Competencies
Leadership, strategic thinking, and relationship building.

5. CFO (One Position)

Job Description:-
 Oversee financial planning, analysis, and reporting.
 Plans for financial growth and expense management.
 Risk, compliance, and investor relations management.
 Maintenance of financial stability and profitability.
Qualifications:-
10+ years of experience in finance, 5+ years in senior-level positions
CPA, MBA, or equivalent qualifications
Experienced in financial modeling, budgeting, and forecasting.

Skills:-
Financial analysis, strategic planning, leadership

6. Business Development Manager:- (four)

Job Description:-
 Source new business opportunities as well as partnerships.
  Develop strategies aimed at increasing market presence of the company.
 Long-term and short-term client and stakeholder relationships building.
 Collaborate with sales and marketing teams to accelerate growth.
Qualifications:-
5 or more years of expertise in business development.
A thorough awareness of market trends and client needs.
Excellent communication and negotiating skills.
Skills Required:-
Strategic thinking, relationship building, and sales expertise.

7. Customer Service Representatives (4 Positions)

Job Description:-
 Customers can be helped over the phone, via email, or through chat.
 Resolve difficulties and respond to client concerns.
 Maintain client satisfaction by providing prompt responses.
 Record and track consumer interactions.
Qualifications:-
1-3 years of experience in customer service.
Excellent communication and problem-solving skills.
Experience in CRM software will be added as an advantage.

Skills:-
Customer service with empathy, understanding, and the ability to communicate.

8. Software Architect – 6 people

Job Description:-
 Designing and managing software architecture development
 Guarantees that the system is scalable and reliable.
 Develops cooperation with development teams implementing architectural decisions
 Keeps updated with technological advances
Requirements:-
8+ years of expertise with software development and architecture.
Proficiency with cloud computing, microservices, and system architecture.
Bachelor's degree in computer science or a related field.

Skills Needed:-
Problem solving, technical leadership, and system design.
9. Product Manager (three positions)
Job Description:-
 Define the product roadmap and strategy.
 Collaborate with the development, design, and marketing teams.
 Industry trends and customer feedback for the improvement of products.
 Release product features on time.
Qualifications:-
More than 5 years of experience in product management.
Strong knowledge of market research and client needs.
Knowledge of Agile techniques.

Skills Needed:-
Leadership, strategic thinking and communication.

10. Designers (five openings)

Job description:-
 Designable UI/UX for web and mobile applications
 Wireframing
 Prototyping and mock-ups.
 Collaborating with developers regarding the feasibility of the design
 Keeping track with design trends as well as designing tools.
Education:-
A Bachelors's degree in the field of designs, fine art, or their closely related streams.
Familiarity with tools such as Figma, Adobe XD, as well as the Photoshop
Impressive portfolio designs

Key skills required:-

Creativity along with effective communicating and user- centred thinking

11. Software developers (10 postings)

Job Description:-
 Efficiently and scalably write Java, Python, or C# code.
 Work collaboratively with QA to ensure that the software produced is of top quality.
 Debug and enhance the existing systems.
 Participate in Agile sprints and facilitate continuous improvement.

Qualifications:-
Bachelor's in computer science or a closely related field.
1–3 years of experience as a software developer.
Experience using Git, Docker, and a variety of other frameworks like Django and React.
Understanding of APIs and databases including SQL/NoSQL.

Attributes:-
Attention to detail
Team player
Agile

12. Legal Advisors (three positions)

Job Description:-
 Provide legal advice on IT compliance and contracts.
 Draft and review agreements, NDAs, and policies.
 Ensure data protection compliance under GDPR and IT Act.
Qualifications:-
LLB or equivalent degree in corporate law.
5+ years of experience in IT or technology-related legal consulting.
Knowledge of intellectual property and cybersecurity regulations.

Skills Required:
Analytical thinking, bargaining skills, and attention to detail.

13. Marketing Department (three positions)

Job Description:-
 Assist in the creation and execution of marketing programs.
 Conduct market research to determine client demands and trends.
 Help maintain social media accounts and digital marketing campaigns.
Qualifications:-
Marketing experience ranges from 2-4 years.
Understanding of digital marketing tools such as Google Analytics and SEMrush.
Degree in marketing, business, or a related profession.

Skills Required:
Ability to be creative, communicate well, and analyze information.

14. CHRO (One Position)

Job Description:-

 Lead the company's HR strategy.

 Talent acquisition, staff engagement, and performance management.
 Observes labor laws and requirements
Qualifications:-
10+ years' experience in HR role, out of which 5+ years in leadership
Human resources or a related field degree
Excellent leadership and organizational abilities

Knowledge-Based Skills:-
Strategic thinking, leadership, and employee relationship

15. HR Department (three)

Job Description:-
 To support recruitment, onboarding, and employee relations
 Maintain employee records and ensure their compliance with the employee relation
policy
 Support the HR strategy and activities as designed by the CHRO
Qualifications:-
2-4 years of experience in human resources.
Human resources degree or equivalent profession.
Knowledge of human resource software and tools.
Skills Required:-
Communication, planning, and attention to detail.
16. Quality Assurance (QA) Engineer (two positions)
Job Description:-
 Conduct both manual and automated testing to ensure product quality.
 Identify bugs and issues, then work with the development team to resolve them.
 Develop and maintain test strategies and cases.
Qualifications:-
2+ years of experience with QA testing.
Knowledge of the testing frameworks and tools, say Selenium.
Undergraduate degree in computer science or a related area.

Skills and Abilities:-

Detail-oriented, good problem-solving ability, and also teamwork skills.

Step 2 - Sourcing Candidates

Objective
To utilize a mix of less expensive and expensive recruitment channels tailored to each
position, aligning with the predetermined job requirements and organizational goals.
1.Recruitment channels and cost-efficient strategies.
 These tools are more feasible for entry-level and middle-level jobs where mass hiring
is required.
 Motivate employees to recommend candidates to broaden their workforce network.
 Provide referral incentives, such as ₹5,000 for each successful hire, to promote
effective referrals.
 Most appropriate for the roles of Software Developer, Designer, and Customer
Service Representative.
 Advertise job vacancies on LinkedIn for ₹1,700 each post.
 Use LinkedIn's "People You May Know" feature and extensive search capabilities to
find passive applicants.
 Especially for the Chief Technology Officer, Chief Marketing Officer, and Product
Manager jobs.
Free Job Boards:-
 Seek talent by posting free job openings on sites like Yahoo Jobseekers and OLX.
 Suitable for entry-level position like Customer Service Representatives and Quality
Assurance Engineers.
 Invite fresh talent from top engineering and design colleges through campus recruits.
 Conduct campus recruitment to hire Software Developers and Designers.
2.Cost-intensive practices
 Reserved for senior as well as niche positions that will require specialized experience.
 To draw in experienced expert, use a premium job ads on Naukri.com at ₹ 1,650 per
post.
 Ideal for positions like Legal Advisor, Software Architect, and CFO.
 Use placement companies specializing in IT recruitment to source the right talent for
challenging positions.
 Ideal for senior positions like CTO and CSO.
RPO: Recruitment Process Outsourcing
 Outsource the recruitment process for large-scale hiring to ensure efficiency and
scalability.
Role Primary Channels Rationale
CEO or Founder Placement agencies, Target experienced leaders
LinkedIn, referrals with proven expertise.
Chief Technology Officer LinkedIn, Naukri.com, Focus on sourcing passive
(CTO) placement agencies candidates with niche
technical skills.
Chief Marketing Officer LinkedIn, referrals, Attract candidates with
(CMO) placement agencies leadership and digital
marketing expertise.
Software Developers Employee referrals, Focus on cost-effective
LinkedIn, campus channels for volume hiring.
recruitment
Designers Campus recruitment, Leverage fresh talent and
 LinkedIn, job boards creative portfolios
Legal Advisors Placement agencies, Target candidates with
Naukri.com specialized legal expertise in
IT.
Customer Service Free job boards, referrals Cost-effective channels to
Representatives attract entry-level
candidates.
Product Managers LinkedIn, Naukri.com, Target experienced
referrals candidates with strong
cross-functional skills.
Software Architects LinkedIn, Naukri.com, Focus on attracting
placement agencies experienced professionals
for critical technical roles.
QA Engineers Campus recruitment, Source candidates with a
referrals, LinkedIn blend of fresh talent and
experienced hires.

Step 3 - Selection Process

Objective
To analyze candidates' technical capabilities, cultural fit, and role-specific competences using
a multi-stage evaluation process that ensures alignment with the organization's aims and
values.

Selection Stages:-
1. Pre-Screening Objective:-
 Identify unqualified candidates to save time and resources.
 Use an Applicant Tracking System (ATS) to search resumes for terms related to the
job description, such as "Java," "UI/UX," and "GDPR compliance".
 Conduct a brief phone screening to determine communication skills, availability, and
compensation expectations.
Red flags are: job hopping, unexplained employment gaps, and unrealistic income
expectations.

2. Technical Skills Test Goal:-

Check the technical aptitude of candidates by domain-specific tests and practical tasks.

Methods:-

 Developers will test their code on platforms such as HackerRank or Codility.

 Problem-solving, algorithm design, and debugging skills.
 Portfolio assessment and design challenge of a prototype of a mobile app for
designers.
  Reviewing originality, attention to detail, and user-centered thinking
 The employer will use the case study as a tool in evaluating knowledge about IT laws,
the drafting of contracts, and the compliance framework
 Leadership position, such as CTO or CMOs, should go through strategic problem-
solving exercises or business simulations.
 Review decision making, vision, and team management skills
3. Behavioral Interview Objective:-
 Examine soft skills, cultural fit, and alignment to organizational values.
 Conduct structured interviews using the 7C's of selection- Competence, Capability,
 Compatibility, Commitment, Character, Culture, and Compensation.
Question for leadership positions will be:-
 "Tell me how you led the team through one of the worst situations?"
 How do you prioritise user requirements in your design?
 What action would you undertake to ensure observance of the GDPR?

4. Group interviews:-
Focus: Thorough scrutiny with feedback coming from many directions.
Panel - this would consist of HR, domain experts, and team leaders
Technical depth-problem-solving, teams-teammates with whom one needs to work.
Use of the weighted grading method to get objective grades.

5. Reference checks:-
Objective:- To check the candidate's credentials, performance in the previous job, and work
ethics.
Steps:- Obtain at least two professional references.
Key focal areas include; Rationale for leaving previous employment, dependability, attitude
towards teamwork

6. Offer Rollout and Negotiation:-

Objective
Complete the hiring process by presenting offers to selected candidates
Process:-
 A letter of detailed offer outlining salary, benefits and work requirements must be sent
out.
 Maintain follow-up with candidates to have an offer accepted.
 Prepare alternative candidate in case offer is rejected.

Touchpoints and Pain Points for Each Stage of the Selection

Process
1. Pre-screening Touchpoints: -
Resume Submission:- Candidates submit their resumes through job boards, professional
networks, or referrals.
Applicant Tracking System (ATS): The resumes are filtered through specified keywords and
criteria.
Phone Screening: HR makes a brief call to confirm basic information including availability,
wage expectations, and communication skills.

Pain Points:
ATS limitation is that it heavily relies on keyword matching. Therefore, the good candidates
with resumes which do not have specific keywords may get eliminated.
Generic resumes pass the filter but are shallow for the job.
Incomplete and misleading resume activities may cause inefficiencies in the hiring process.
The applicant might not be reachable during the call-back due to scheduling conflict or
uncooperative conduct.

2. Technical assessment touchpoints:

Assessment Invitation: The test contains all the instructions regarding the test including
access to platforms and deadlines
Online Platforms: Tests are provided through HackerRank, Codility, or even proprietary
systems.
Review of Submitted Assessments: HR or Technical teams review all the submitted
assessments for correctness and relevance.

Pain Points:
Longer or complex tests cause candidates to drop off the process.
When the test instruction is not very clear or platform has technical glitches, candidates can
get frustrated.
Candidates may use illegal assistance during exams, leading to wrong answers.
Evaluation bias happens when poor design of exams favors candidates with certain
backgrounds or experiences, thus rejecting diverse talent.

3. Behavioral Interviews.
Touchpoints:-
Interview scheduling: HR collaborates with candidates and interviewers to agree on dates and
times.
Structured Questionnaires: Interviewers use pre-set questions to evaluate candidates' soft
skills and cultural fit.
Candidate Interaction: Candidates discuss their experiences, expectations, and role alignment
with HR and team leaders.

Pain Points:-
Candidate and interviewer schedule conflicts can postpone the interview.
Interviewers' biases can give inconsistent ratings.
Even with fantastic technical or professional skills, the candidate may still be nervous and
underperform during the interview.
4. Panel Interviews: Touchpoints
Formation of Panel: A panel comprising HR, technical leads, and senior management is put
together.
Elaborate Analysis: Candidates are analyzed on many parameters such as technical depth,
leadership ability, and teamwork.
Interactive Discussions: Candidates answer questions, provide case studies, or solve real-
world problems.

Pain Points:-
Multiple panel members' schedules need to be coordinated, and this delays the process.
Candidates feel overwhelmed when sitting before a panel, especially for entry-level positions.
Panel members may rush through the evaluations because of time constraints, and poor
outcomes result.

5. Reference Checks and Touchpoints:

Contacting References: HR contacts the candidates' previous employers or colleagues to seek
feedback.
Verification Process: The candidate is given specific questions related to their previous jobs,
performance, and work ethics.
Documentation of Feedback: Feedback from the references is documented and shared with
the hiring team.

Pain Points:
Unresponsive References: Unable to get hold of references due to non-current contact details
or unwillingness to give references.
Vague or general reference feedback can also make it impossible to assess a candidate's true
abilities.
Biased references-Reference may also give biased answers based on personal prejudices and
not on observations.

6. Provide rollout and negotiation touchpoints:-

Offer Letter Drafting: HR drafts the final offer letter with details regarding salary, benefits,
and job expectations.
Communication with Candidate: The offer is made via email or over the phone in a follow-up
call.
Negotiation Phase: Candidates negotiate and even discuss features of the offer, such as
compensation, benefits, or start date.

Pain Points:
Candidates decline offers due to unmet expectations or better prospects elsewhere.
Slow Hiring Process: Long response times from candidates slow down the hiring process.
Counteroffers: Current employers use counteroffers to lure candidates to stay with them.
Solutions to Touchpoints and Pain Points in the Selection Process
1. Pre-Screening Solution:-
Overcome the limitations of ATS by selecting potential candidates using machine
learning on the basis of context rather than keywords.
Update job descriptions and keyword criteria regularly according to role-specific
details.
Inadequate or misleading.
Resumes:-
Make obligatory fields a part of the application process, so that all the required
information is presented by the candidate, such as skills, certificates, and
achievements.
Add a pre-screening questionnaire for confirmation of key qualifications.
Candidate Unavailability:
Use automated scheduling solutions, such as Calendly, to allow candidates to choose
convenient hours for phone interviews.
Send reminders to applicants via email or SMS to ensure they are available for
planned calls.

2. Technical Assessment Solution:-

For candidate drop-offs, keep assessments brief (1-2 hours) and provide clear
instructions and sample questions beforehand.
Allow for flexibility in exam timing to assist candidates with busy schedules.
Cheating or External Assistance:-
Use proctored testing services that monitor applicants with webcams and screen-
sharing devices.
Design tests that require high-order thinking or novel problem solving so the applicate
is less likely to be able to receive outside help.
Testing Bias:-
Periodically review and revamp test questions to make them a better comprehensive
sampling, not overly specialized.
To assess different skill sets, use a mix of objective (such as multiple-choice) and
subjective (for example, project-based) types of questions.

3. Behavioural Interview Solutions:-

Schedule avoidance: Use central software to schedule the availability of candidates
and interviewers.
Allow candidates to have many time slots to choose from, which will minimize
conflicts.
Subjectivity in Assessment:-
Use structured interview frameworks that contain pre-set grading rubrics for each
question.
Train interviewers to be aware of and minimize unconscious biases.
Candidate Nervousness:-
Start interviews with informal, general questions to allow prospects to unwind.
To ease candidate nervousness, provide them with the interview agenda beforehand.
4. Panel Interview Solutions:-
Coordinate well to ensure all members are available for a panel interview. In case of
remote panel discussions, use virtual meeting tools to make logistics easier
Overwhelming Experience for Candidates:-
Guarantee non-leadership roles will not exceed 3-4 panel members.
Prepare candidates with such information as members of the panel and the format of
the interview in advance.
Time constraints:-
It has to be huge enough for each candidate to get a comprehensive evaluation.
Structured questioning might keep you on track of relevant evaluation issues.

5. Reference Checking Solutions:-

Avoid unresponsive references by asking candidates for multiple references.
Follow up by email and phone, and be flexible about response times.
Generic or Vague Feedback:-
In reference checks, ask focused, role-specific questions (for example, "Can you give
me an example of how the candidate handled a difficult situation?").
Ask references to provide detailed feedback by explaining that the hiring decision is
critical.
Bias in feedback:-
Compare reference feedback to the interview performance and the technical
assessment done on the candidate.
Utilize a standardized offer form so as to standardize reference reviews.

6. Provide roll out and negotiation strategies:-

In relation to declines offer, after interviews hold a debrief with candidates to make
suitable offers for candidates' expectations.
Emphasize the intangible benefits including working arrangements, promotion
opportunities and working environment.
Delays responses:-
Establish time in the offer letter to expect their response and have follow-ups of
reminders.
Keep in frequent contact with job applicants to address questions or concerns that
may arise.
Counteroffers:-
Highlight the exceptional opportunities and possibility of long-term growth at your
company. With providing additional incentives.