NEW RECRUITER TRAINING

Understanding the Basics

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Introduction
This training module will provide new recruiters
with a comprehensive overview of the
recruitment process, from sourcing and
screening candidates to conducting effective
interviews and ensuring a positive onboarding
experience. By the end of this training, you will
be equipped with the knowledge and skills to
become a successful recruiter, contributing to
the growth and success of your organization.

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Introduction to Recruitment
Recruitment is the process of actively seeking out, finding, and hiring candidates for a specific position
or job.

What is Recruitment? Importance of Recruitment Role of a Recruiter

Recruitment is the process of finding Effective recruitment is crucial for Recruiters are responsible for sourcing,
and attracting qualified candidates to organizational success, as it ensures screening, and selecting the best
fill open positions within an that the right people are in the right candidates, while also providing a
organization. roles, driving productivity and positive candidate experience
innovation. throughout the process.
The Popular Job Portals

01 Naukri.com 06 Indeed India

02 Monster India 07 Apna

03 Shine.com 08 Work India

04 TimesJobs

05 LinkedIn
 Industries We Served

Telecom Banking and Finanace

E-commerce IT/ITES/BPO

Hospitality Insurance

NGO-Free Services Retail

Real Estate Education

We work in all these industries, but currently,
we are focusing mostly on Banking and Finance,
Insurance, and Retail.
BFSI - Banking, Financial Services, and Insurance
NBFC - Non-Banking Financial Company
Understanding the Recruitment Process
The recruitment process is like finding the right puzzle piece for a picture. First, the company
figures out what kind of piece it needs. Then, it looks in different places to find that piece, like
job websites or asking friends. Once it finds some potential pieces, it checks if they fit by
looking at their skills and experience. Finally, it picks the best piece and adds it to the picture,
making the team stronger.
 Sourcing
Identifying and attracting
qualified candidates
through various channels,
such as job boards, Screening
social media, and employee
referrals. Identifying and attracting
qualified candidates
Interviewing through various channels,
such as job boards,
Engaging candidates in social media, and employee
structured interviews to assess referrals.
their skills, experience, and
cultural fit. Hiring
Extending job offers to the
selected candidates and
finalizing the recruitment
process.
Sourcing Strategies
Diverse Sourcing Channels
Leverage a variety of channels, including job boards,
social media, employee referrals, and professional
networks.
Best Sourcing Practices
Optimize job postings, use targeted outreach, and
leverage employee referral programs to attract top
talent.
Best Sourcing Practices
Utilize applicant tracking systems, social media, and
other recruitment tools to streamline the sourcing
process.
 Candidate Screening and Selection

Importance of Screening Phone Screening Best Practices

Thorough candidate screening helps identify Conduct well-structured phone interviews to
the most qualified individuals and assess candidates' fit and gather additional
streamlines the hiring process. information.

Resume Screening Techniques Candidate Selection Criteria

Develop a systematic approach to review Develop a systematic approach to review
resumes, focusing on key skills, experience, resumes, focusing on key skills, experience,
and qualifications. and qualifications.
Interviewing Techniques

Interview Types
Utilize a variety of interview formats,
including phone, video, and in-person
interviews.

Structured Interviews Effective Questioning

Develop a consistent set of questions to Use a mix of open-ended and
assess candidates' skills and behavioral-based questions to gain
experience objectively. deeper insights into candidates.
The Process Of Recruitment
Understanding Job Description (JD)

Definition of Job Description (JD): A

detailed document outlining the
responsibilities, qualifications, and
requirements for a specific job role.
Importance of Understanding the JD:
Ensures clarity in identifying the right
candidates for the position.
The Process Of Recruitment
Setting Critical-to-Quality (CTQ) Parameters
Explanation of Critical-to-Quality (CTQ)
parameters: Key criteria that are
essential for success in the job role.
Importance of Setting CTQ Parameters:
Helps in evaluating candidates
objectively and efficiently.
Examples of CTQ Parameters:
Educational Qualifications
Work Experience
Skills and Competencies
Industry Experience
Domain Expertise
The Process Of Recruitment
CTQ Check Criteria
Introduction to CTQ Check Criteria: Specific
requirements that candidates must meet to be
considered for the role.
CTQ Check Criteria Examples:
Candidate Age: Age range suitable for the position.
Education: Minimum educational qualifications required.
Work Experience: Minimum years of relevant work
experience.
Domain Expertise: Specific knowledge or expertise in a
particular domain.
Industry Experience: Previous experience working in
relevant industries.
The Process Of Recruitment
CTQ Parameters for the Life Insurance Industry
Work Experience in BFSI (Banking, Financial Services, and
Insurance):
Candidates should have a minimum of 6 months to 2
years of experience in BFSI roles.
This ensures that candidates have a foundational
understanding of the financial services industry.
Job Stability and Duration Check:
Candidates' job history should demonstrate stability in
previous roles.
Preferably, candidates should have held previous
positions for at least 6 months to a year.
This indicates reliability and commitment to their work.
The Process Of Recruitment

Location Check:
Candidates must reside in the same city as the job
location.
This ensures proximity to the workplace and reduces
potential commuting issues.

Introduction Skills:
Candidates should be proficient in delivering a concise
and engaging introduction.
The minimum duration for the introduction should be 60
seconds.
This demonstrates effective communication skills, which
are essential for client interactions.
The Process Of Recruitment

Presentation and Appearance:

Candidates should present themselves professionally,
wearing formal attire.
Both male and female candidates should adhere to
professional dress codes.
This creates a positive first impression and reflects
professionalism in client-facing roles.
Recruitment companies employ various
methods to find candidates, including

Job Portals Referrals

Social Media Headhunting

Database Search Email Campaigns

Networking Events workart

Job seekers can find recruitment companies and
job postings through various channels, including

Job Portals Referrals

Social Media Networking

Company Career
Websites Pages
Approach Structured For Recruiters

Shortlisting Relevant CVs

Scheduling Interview
Interviews Process
 Positive Negative
Feedback Feedback

Documentation

Offer Letter
Onboarding Reshuffle
Calling Format For Fresher

Every candidate and situation is different, so recruiters often need to

customize their approach. Understanding the candidate's background,
career goals, and the nature of the job role helps recruiters tailor their
communication style and strategy. Some candidates may prefer a
formal conversation, while others may respond better to a more friendly
and informal approach. It's important for recruiters to gather feedback
after each interaction to understand what works well and where
improvements can be made. Being adaptable and flexible in their
approach allows recruiters to engage effectively with candidates and
achieve successful outcomes.
1. Greeting:
Hello [Candidate's Name], this is [Your Name] calling from [Recruitment
Company/Agency]. How are you today?
2. Introduction:
I'm calling to discuss a job opportunity that I think you might be interested in.
3. Job Brief:
We have a job opening for [Job Title] in [Location]. It's a [brief description of the role,
company, and responsibilities].
4. Candidate Interest:
Are you currently looking for job opportunities, and would you be interested in learning more
about this role?
5. If Interested:
Great! Can you please provide me with some details?
What is your current location?
Are you open to relocating, and if so, what locations are you considering?
What is your expected salary or CTC (Cost to Company)?
Could you please share your CV with us?
Also, may I have your PAN number for documentation purposes?
6. If Not Interested:
I understand. Could you please share the reason why you're not interested in this
opportunity?
7. Referrals:
Do you know anyone who might be interested in this opportunity? We appreciate referrals.
8. Any Other Queries:
Is there anything else you'd like to know about the job or the company?
9. Thank You:
Thank you for your time and consideration. We'll keep you updated on any future
opportunities that match your profile. Have a great day!
 Calling Format For Experience
1. Introduction:
2. Hello [Candidate's Name], this is [Your Name] calling from
[Recruitment Company/Agency]. How are you today?
3. Experience Inquiry:
4. Can you please tell me about your current or last
company's domain and the industry/channel you worked
in?
5. Motivation to Switch:
6. What is the reason behind your interest in switching jobs?
Is there anything specific you're looking for in your next
role?
7. Verification:
8. Just to confirm, could you please provide me with the total
number of years of experience you have in your field?
9. Also, I'll need some documents from you. Can you ensure
your CV is updated and share it with us? Additionally, may
I have your PAN number for documentation purposes?
 General Interview Questions

1. Tell me about yourself

2. Why are you interested in this position/company?
3. What are your strengths and weaknesses?:
4. Can you provide an example of a challenging situation you faced at
work and how you handled it?:
5. Where do you see yourself in 5 years?:
6. How do you handle stress and pressure?:
7. What do you know about our company?:
8. Do you work better independently or as part of a team?:
9. Can you describe a time when you had to adapt to change?:
10. Do you have any questions for us?:
Agency Channel:

1.Field Sales – Life insurance

2.Candidates have to recruit Agency/Advisor from their own
network
3.They can recruit CAs, Doctors, Advocates, Retirees, Housewives,
and Businessmen as freelancers
4.They have to manage the freelance team and achieve targets
5.On roll job with salary + handsome incentive + fast-track
promotion if they achieve the 6-month target
Direct Channel:

1.Field Sales – Life insurance

2.The company provides 60% leads and 40% from the open
network
3.Candidates have to call customers and meet a minimum of 3
customers daily
4.On roll job with salary + handsome incentive + fast-track
promotion if they achieve the 6-month target
Banca Channel:

1.Field Sales – Life insurance

2.Candidates have to sit at the tagged branch
3.They have to build relationships with branch RMs, and RMs will
provide leads
4.Meet a minimum of 3 customers daily
5.Onroll job with salary + handsome incentive + fast-track
promotion if they achieve the 6-month target
Common Challenges
1.Lack of Experience:
2.Building a Candidate Pipeline
3.Client Relationship Management
4.Time Management:
5.Handling Rejection:
6.Understanding Job Requirements
7.Technology Adoption:
 Legal and Ethical Considerations

EEO Compliance
Ensure recruitment practices
adhere to Equal Employment
Opportunity (EEO) laws and
regulations to avoid discrimination.

Sensitive Information Ethical Decision-Making

Maintain strict confidentiality when Uphold high ethical standards
handling candidates' personal and throughout the recruitment
professional information. process, treating all candidates
with respect and fairness.
Onboarding and Retention

Comprehensive Positive Candidate

Onboarding Experience
Develop a structured onboarding Prioritize a positive candidate
program to help new hires experience throughout the
integrate seamlessly into the recruitment process to build a
organization. strong employer brand.

Employee Retention Strategies

Implement programs and initiatives to engage and retain top

talent, reducing turnover and maintaining a skilled workforce.
Performance Evaluation and
Continuous Improvement
Recruitment KPIs
Establish clear and measurable key performance
indicators (KPIs) to track the effectiveness of your
recruitment efforts.

Metrics Tracking
Regularly monitor and analyze recruitment metrics to
identify areas for improvement and optimize your
processes.

Continuous Improvement
Implement feedback mechanisms and utilize lessons
learned to continuously enhance your recruitment
strategies.
THANK
YOU
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