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Tecklancer I Workplace Vendor

Recruitment Process


At WorkplaceVendor, we have designed and implemented a wonderful recruitment process that is result oriented and caters to the most complex demands of our clients. Through extensive use of our excellent human resources and latest technology, we are evolving the workforce dynamics to provide cutting-edge recruitment and hiring solutions. The different phases of our Recruitment Process are explained below:



At this level, we spend time and effort to understand client’s requirements and utilize such details to strengthen our search. We further work to plan a strategy that is based on the possible challenges, the mechanism to counter such challenges, the ongoing trends in the market, competency levels available, parameters required for the position etc. With the blueprint present we initiate our work on the R&D.



In Research Phase, we put our efforts to search for the right competency levels on the parameters of skill, experience, stability, and performance. By ranking the candidates on these parameters we select and share quality candidates with our clients.


Recruitment Methodology

Utilizing the following sources, along with others, we find the right resource with the required experience and skills-set:

Private Database & References - We mostly find the resources from our own database of candidates & reference techniques.

Job Portals - Our recruitment consultants are well versed in IT Skill search techniques of major Job Portals.

Social Networking Sites - Very often we use Social Networking Sites like LinkedIn, Facebook and Twitter to source and interact with candidates.

Other Sources - Apart from this we have numerous options to source and interact with candidates like Online Advertisement, Employee Referral, etc.


Preliminary Screening & Interview

With the selection of candidatures, we are engaged in the preliminary screening where we assess them on Key Result Areas (KRA’s), Compensation Package, Job Title, Job Location and other details. Our team of consultants personally conducts their interviews to assess the candidate’s competency.


Screening Methodology

We prefer Face to Face communication when it comes to screening the candidates because it helps us know more about Candidate's Personality, their best fit for the position, their expectation, etc.

Face to Face Communication – This is our preferred method.

Telephonic Communication – For out-station candidates and those who have busy schedules, we conduct Telephonic communication for preliminary screening.


Validation through Reference Check

With the preliminary screening and interview, we validate the candidate through discreet reference checks.


Shortlisting Criteria

Different organizations have a different shortlisting process and we strictly follow that process, and in case of no defined shortlisting criteria, we apply our own process of shortlisting the candidates.

Psychometric / Technical Test - We help candidates to appear for Technical Test if predefined by our client. We are also available to supervise online technical test, using online tools.

Group Discussion - This technique is good when profile demands good management & leadership criteria as required skill sets.

Personal Meeting - Personal meeting is always helpful to know the candidate & their expectation, their best fit for our client and the available job, and we always prefer this before candidate joins our client's organization.


Employer Branding

During the process, we also focus on Client's corporate branding, especially if it is a start-up. We never cause a bad name to our client's company reputation; rather enhance it to our level best.

In case of start-ups, there is a challenge of recruiting top-level candidates. We bring an experience of branding and recruiting top-level candidates for start-ups.


Candidate's Submission

After going through all the processes, if we find that the candidate is perfect for the available opening then we submit a customized resume along with other employment details like Current CTC, Expected CTC, Relocation Preference, Notice Period required by candidates, etc.


Client Interview

Once the candidate is accepted by the client, we fix and coordinate for candidate’s interview with the Client. We make sure that the candidate is available on time and fulfills the initial requirements. At this level, the client will directly assess the capability and potential of the candidate.


Formal Reference Check

With positive feedback from the client, we make a formal reference check about the candidate regarding his/her work ethics, performance, behavior and other basic details.



The last phase of the process is Negotiation Phase where we negotiate for the salary package, joining date and offer letter. Also, we continue to maintain our relationship with both our client and the selected candidate to ensure smooth integration of the candidate in the organization.