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Recruitment Process

At HR Zones, we not only provide recruitment consultancy service to our clients but also give the applicants a perfect platform to get jobs with top notch companies that prove to be excellent career decisions. We provide our client companies with not just a set of candidates, but we also provide coordinated and proactive information on best-fit market availability and comparative benchmarking.

Our Recruitment Process can be categorized into a three phase exercise : -

  1. Planning
  2. Implementation
  3. Closure and Retentionn

At HR Zones we follow a carefully structured selection process, which starts from understanding the clients' needs and functions all the way to follow-ups with both clients and candidates post recruitment.



We evaluate the needs and requirements of our clients to determine the required skill set (Educational Qualifications, experience).We understand the organizational hierarchy, culture and relationships. Working as a cohesive team with our client, we align the job profile so as to identify target companies, the required experience and other characteristics, which are necessary for the right candidate.

We select those candidates, who fit in well with the company's plan. In order to find the suitable candidate we give prime consideration to the company's existing business activities, business plans, work-culture, systems and future plans. We concentrate on the job description, its key result areas, opportunities, career implications, location, salary and benefits. This helps in deciding on a search strategy to target specific work groups with respect to skills, education, personality, compensation and experience.

There are positions which are very industry specific with respect to their skill set and experience .Here we are required to do a Mapping Exercise. During the mapping exercise, we perform industry specific desk and field research on companies and relevant people so as to identify people with one or more key competencies required by the client.

Based on the above a job/company dossier is drawn up to provide the candidate with information on the role and the client company so that he may take an informed decision.



The implementation stage consists of several phases including preliminary interviews, short-listing of candidates, informal reference checks, client interviews and formal reference checks. For Preliminary Interviews we select potential candidates on the basis of prior work experience, qualifications, strength and weaknesses and the ability of candidate to fit into the work-culture, salary structure and ethics of the client organization. The potential candidates are contacted and telephonic/personal interviews are conducted to find out their interest and suitability. During this phase, our consultants keep on updating the client of the progress achieved.

A short-list of suitable candidates and their resume are compiled and sent to the client. We may also submit a Confidential report to our clients if he so requires on our view and assessment of the four or five candidates, who fulfil the specified position closely.

After the client gives us the short listing of candidates, we schedule a meeting between the short-listed candidates and the client with proper travel arrangements and handling of reimbursement of travel expenses. There after, we also conduct a formal reference check of the selected candidates if required as per terms of service. Our team contacts individuals / companies that are capable of providing details of the candidate's qualifications, work ethics and other relevant feed back. The comments made by these references are then reviewed with the client and sent in writing for record.



The closure stage consists of negotiation & offer, follow-up / progress and handholding. We actively participate in the negotiation process including compensation. Both the client and the candidates draw on our in-depth knowledge of market compensation and benefits in order to discuss and plan a competitive and equitable package and make an offer which is acceptable to both parties.

At HR Zones we understand the importance of the follow up / progress phase. We keep in constant touch with the candidate until the time he / she joins the company. Any signs of withdrawal are studied so that the client does not lose time in replacing the candidate in case he/she does not join.

After the candidate joins there is a need to do some handholding for a while. We keep an ongoing dialogue with both the candidate and the client. This handholding process ensures a smooth integration into the organization and facilitates trouble shooting in case of problems in settling down. The follow up phase in both joining and probation is critical so as not to defeat the entire exercise.


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