A Diamond In The Rough
In the world of recruitment, finding the perfect candidate can be like discovering a hidden gem. The success of any hiring process often hinges on the initial stages of sourcing, screening, and shortlisting- the phase we at PeopleLogic call “The 3S phase”. If during the “3S” phase, right profiles are not identified, then the entire recruitment journey comes to a stand still.
Here is a classic case of how the ISV(Industrial Services Vertical) team aced the 3S phase, identifying the right profile, which led to a quick closure.
Premise: Our recent success with our B2B e-commerce client is a testament to our expertise. Despite the client’s stringent requirements for a seasoned category head with at least 10 years of sell-side experience, our team’s meticulous approach yielded the ideal candidate.
Challenge: The client was particular about category sell-side experience and to source a candidate with only category sell-side experience was a challenge in itself because of the rarity of such resumes.
PeopleLogic Approach and Strategy
JD Analysis: Using the JD analysis tool, the requirement was analysed threadbare and the roles and responsibilities were mapped, eligibility criteria was listed down and keywords were identified .
3S phase and Identification of a diamond resume: The initial stage in the recruitment process, known as the 3S phase, involves Sourcing, Screening, and Shortlisting. The quality of outcomes from this phase significantly impacts the success of the hiring process.
Despite careful sourcing, there’s often a tendency to hastily discard resumes that don’t perfectly align with the job description. This subjective approach can lead to overlooking valuable candidates. A ‘diamond candidate’ is someone who may not be a complete match but possesses the right skills and attitude, much like a rough diamond.
Our ‘Resume Rating Tool’ helps assess candidate resumes based on various criteria, reducing the risk of missing these diamond candidates. By using this tool, we identified a promising profile that, upon further evaluation, proved to be an excellent fit for the role even though he had a mix of both, sell side and buy side experience with his recent experience being buy side. Interaction with the candidate further cemented our conviction that this candidate is indeed a diamond in the rough!
Client Communication: Client Communication: Maintaining open and consistent communication with clients is essential. When sharing candidate profiles, we provide detailed recruiter notes for each, outlining why a particular candidate is a strong fit. These notes included information about the diamond candidate, who impressed the client during the initial exploratory interview. The rest, as they say, is history!
Success
After a series of interviews, the diamond candidate was selected and an offer was made which was accepted by the candidate. The client was delighted to get the right fit and team PeopleLogic was delighted to have ensured customer delight once again.
