At Pragna, we took upon the challenge of improving the candidate hit rates for Full-time (FTE) hiring. Improving the hit rates obviously provides significant advantage to Organizations – They can spend more time with project work and employee training than interviewing loads and loads of candidates for each position.
Here is a snapshot of the process that enabled us to achieve 100% or better improvement with candidate hit rates:
1. Sourcing:
- Working with hiring managers, we prepared a very detailed profile of the position
- We employed targeted headhunting through social sites to identify pool of passive candidates
- We used a team that worked round-the-clock (from Seattle & Bangalore) to cover all timezones and international candidates
2. Technical Screening – Written
- We prepared a technical screening questionnaire tailored to each position and the job level
- The written answers are throughly evaluated by competent technical people (not recruiters but sr. engineers)
- We shortlisted candidates based on written test and examination of resume (spend 20 mins on reviewing/understanding resume vs. 2 mins
3. Technical Screening – In-depth Pragna Interview
- This interview is done by senior engineers of the same job level
- We did live meeting interview to visually see the coding abilities
4. Prepare a Candidate Scorecard
- We prepared a detailed analysis report that Pragna sent to hiring managers with details from our interview
- We identified strengths & weaknesses along with detailed descriptions of the problem we worked with the candidate
- Then we submitted the candidate with all the above documentation (saved managers precious time to weed out 90% of the candidates)
5. Optimization
- We reviewed feedback on candidates after each client interview
- Based on each candidate (successful or not), we optimized and updated our process to improve it
This resulted in significant gains to the organization in terms of both saving their precious time as well as getting better candidates and hires for the organization.