Recruitment Process

  1. HOME
  2. SERVICES
  3. RECRUITMENT PROCESS

At BCT Consulting, we have built a strong and mature recruitment engine that empowers organisations to scale up without much ado. Our end-to-end recruitment process taps into the best of our 75,000+ talent pool of resources to choose the right ones for your needs.

Strong & mature delivery engine to meet requirements with quick TAT

End-to-End Recruitment

Handshake call
SME driven handshake call with Hiring Manager
Elimination
Elimination of candidates by administering onlinetools and further qualified by a technical discussion
Discussion
Simultaneously a detailed HR fitment discussion from BCT-HR team ensure the cultural fitment
Evaluation
Present qualified resources for evaluation to client Hiring
Approval
Collection of BGV documents and submission to approved BGV Vendors
On-Boarding
Rigorous follow up to ensure on-boarding with shadow resources identified
Pool-Resources
BCT Best of Talent Pool resources

Powerful support teams to accelerate the recruitment engine

The recruitment engine is backed by three support teams who steer through the process and ensure our customers’ expectations are met.

Our Database Team is the veritable powerhouse that constantly feeds into our resources pool with high-performing skilled professionals based on in-house competencies and general market demand based on parameters such as industry trends, country-specific goals and future predictions. The team has churned around 75,000+ lateral CVs in our virtual pool of resources so far.

Our Business Ops Team is the measurement yardstick we have in this business. Comprising SMEs, this team constantly scrutinizes and qualifies resources’ technical abilities and cultural fitment, and categorise them into different sub-pools based on competencies, talent, experience and skillset. Thanks to this team, at any given juncture, we shall have 3-5 resources for standard and most-in-demand skills in the market.

Our Client Team is the face of BCT Consulting—they qualify opportunities with existing pool of talent and provide intelligence on hiring forecast. This also helps the Database Team make course corrections to their scope of search based on the hiring trends in the industry or as per market needs.

From Sourcing to Recruitment

Our Sourcing model is immune to macroeconomic changes—70% of the requirements we attend to are supported by our Bench, Virtual Pool and Employee Referrals systems, while only 30% are scouted through public portals and job boards. At any given point in time, we maintain a 3-5% of bench resources and the open positions will be mapped against these resources. A detailed profiling follows and if the suitability is as expected, the resource will be sent for next-level of screening by the client team.

Our Background Verification Process (BGV) is very elaborate and thorough. We work backwards, starting with the current employer and then, move on to check the candidate’s educational qualification, place of residence, court records and global database. This allows us to scan and scrutinize the candidate end-to-end before presenting them to the client for screening.

We have astute Resource Transition Plan that gradually takes a resource through the different stages of transition until his/her final absorption into mainstream work. Our resource graduates from the status of a shadow resource to that of a live project resource within an average of 2-5 weeks of absorption into a project.

INCEPTION

Identify the resource

Review of existing process and documents

Client location

AM/DM/Transition Team

PLANNING & ANALYSIS

Documentation

Prepare understanding plan

Client location

Transition Team

KNOWLEDGE TRANSFER

Detailed client as-is process map

Client location

Transition Team

PILOT PHASE

Pilot monitored

SLA defined and accepted

Risk and contingency plan

Client location

Transition Team

RESPONSIBILITY TRANSFER

SLA defined and accepted

Client location

Transition Team