Sourcing methodology
At Search Quest, we follow a carefully structured recruitment and selection process, which starts with identifying and understanding the clients’ requirements and following through with both, the client and candidates post recruitment.

Our Recruitment Process can be categorized in to four distinct stages, namely:

1. Information gathering
2. Sourcing and validation
3. Client feedback and co-ordination
4. Post recruitment follow up

Stage 1 – Information Gathering

In this stage, we evaluate the position(s) that need to be filled in, understand the client organization, its business model, people policies and hiring procedures.

Going beyond mere job description, we also consider the key result areas (KRA), how they fit in with the company’s growth plans, reporting structure, compensation package, career implications and other benefits.

As part of de-briefing, we also send a comprehensive note to the client detailing our understanding of the position. This forms an integral part of our customer-focussed recruitment services.

Stage 2 – Sourcing and Validation

At this stage we carry out industry-specific search in an attempt to identify the key competencies, principal job responsibilities, compensation package, current reporting relationships, job location, and other vital information. Tapping in to our vast network and scouring our extensive database, we develop an initial candidate list.

After a detailed screening of CVs, we establish contact with the shortlisted candidates, apprise them of the opportunity and find out their interest in the position. We conduct a thorough and structured evaluation to determine the profile match.

We send the final shortlisted CVs to the client on an assessment sheet with our recommendations. We also highlight any aberrations, strengths and concern areas. We provide a very comprehensive reference before an offer is extended and conduct detailed background verification, if required.

Stage 3 – Client feedback and Co-ordination

We provide full support to the client right from arranging interviews to the closure stage involving the negotiation process, compensation and benefits.

With first time clients, we request the Human Resource department to give us clear, critical feedback on the first set of CVs that we shortlist. This helps us understand the position and requirements in detail. We then select candidates who best fit into the work-culture of the client organisation.

We send bi-weekly/weekly reports to the clients using our MIS which is at the crux of our business processes. This helps us keep track of the assignments and obtain quicker feedback.

Stage 4 – Post recruitment follow up

A candidate joining for a specified job is as critical to us as s/he is for the client. Understanding the importance of follow-ups, we have a systematic procedure in place that includes sending mails and periodic phone conversations. This helps us to stay in touch with the candidates even after the offer.

We believe the key to a successful joining lies in proper assessment of the candidate. To that end, we maintain a best practices document that is available with each consultant and which lists out the finer points and subtleties in candidate assessment. This helps us avoid last minute joining glitches.