Recruitment

1. Job Openings

Q1: How can I view current open roles across departments?
You can access the list of current open roles by visiting our internal job board or the careers page on our company website. Each listing includes detailed job descriptions, responsibilities, and qualifications required.

Q2: Are there location-based openings available?
Yes, our job postings specify the location of each role, including options for remote work, positions based in Pune, USA, and other locations. You can filter job listings based on your preferred location.

Q3: What are the required qualifications and skills for open positions?
Each job description outlines the necessary experience, educational background, and specific skills required. This information is available on the job posting itself.

Q4: Where can I find links to internal and external job boards?
Internal job postings are available on our company's intranet under the 'Careers' section. External candidates can view openings on our official careers page and affiliated job portals.

Q5: How can I check the status of my application for a specific role?
After submitting your application, you will receive a confirmation email. You can track the status of your application by logging into your candidate profile on our careers portal.

2. Hiring Pipeline

Q6: What are the stages in the recruitment process?
Our recruitment process typically includes the following stages: Application Review, Initial Screening, Technical Interview, HR Interview, and Final Offer.

Q7: How is candidate status tracked throughout the hiring process?
We use an Applicant Tracking System (ATS) to monitor each candidate's progress. Statuses include 'Application Received,' 'Under Review,' 'Interview Scheduled,' 'Offer Extended,' and 'Hired.'

Q8: What is the protocol for scheduling interviews?
Once a candidate progresses to the interview stage, our recruitment team coordinates with both the candidate and the interview panel to schedule a mutually convenient time. Calendar invites are sent to all participants.

Q9: Are there templates available for interview feedback?
Yes, standardized interview feedback forms are provided to interviewers to ensure consistent evaluation criteria across all candidates.

Q10: What are the expected timelines for moving candidates through each stage?
We aim to complete the entire recruitment process within 4 to 6 weeks. Each stage has specific timeframes: Application Review (1 week), Interviews (2-3 weeks), and Offer Decision (1 week).

3. Interview Guidelines

Q11: What interview frameworks are used during the hiring process?
We employ structured interview frameworks such as the STAR (Situation, Task, Action, Result) method and competency-based assessments to evaluate candidates effectively.

Q12: Are there evaluation rubrics for different roles?
Yes, we have role-specific evaluation rubrics that outline the key competencies and skills required for each position, ensuring a fair assessment process.

Q13: Is there a repository of interview questions by domain?
Our recruitment team maintains a bank of interview questions categorized by domain, including Technical, Sales, and Product roles, to assist interviewers in their preparation.

Q14: Can you provide examples of behavioral and technical questions?
Certainly. Behavioral Example: "Describe a time when you faced a challenging situation at work and how you handled it." Technical Example: "Explain the process you follow for debugging a complex software issue."

Q15: What are some do's and don'ts during interviews?
Do's: Be punctual, dress appropriately, research the company, and prepare questions. Don'ts: Avoid speaking negatively about previous employers, interrupting the interviewer, or providing vague answers.

4. Candidate Database

Q16: How can I access and update candidate profiles?
Authorized personnel can access and update candidate profiles through our ATS. Ensure that any changes made are accurate and documented appropriately.

Q17: What tools are used for resume parsing?
We utilize advanced resume parsing tools integrated within our ATS to extract and organize candidate information efficiently.

Q18: Are communication logs and email templates available for candidate correspondence?
Yes, all communications with candidates are logged in the ATS. Standardized email templates are also available to maintain consistent messaging.

Q19: How are interviewer notes managed?
Interviewers are required to input their notes and feedback directly into the candidate's profile within the ATS after each interview.

Q20: What is the protocol for handling duplicate or resubmitted applications?
The ATS flags potential duplicate applications. Recruiters review these cases to determine if the candidate should be reconsidered or if the application is redundant.

5. Onboarding Process

Q21: What checklists are followed for onboarding new hires?
Our onboarding process includes comprehensive checklists covering IT setup, HR documentation, and manager-specific tasks to ensure a smooth transition for new employees.

Q22: What documents are required from new hires?
New employees must submit KYC documents, signed NDAs, tax forms, and any other relevant paperwork as part of the onboarding process.

Q23: What does the Day-1 agenda look like for new hires?
The first day typically includes a welcome session, orientation, IT setup, and introductions to team members and key stakeholders.

Q24: How is the probation period structured?
The standard probation period is 3 to 6 months, during which performance is monitored. Regular check-ins are conducted, and a formal review is held at the end of the period.

Q25: Are there department-specific onboarding plans?
Yes, each department has tailored onboarding plans that address role-specific training, tools, and expectations to help new hires acclimate effectively.