{"id":5664,"date":"2010-05-17T15:53:35","date_gmt":"2010-05-17T15:53:35","guid":{"rendered":"https:\/\/zinavo-clientupdates.in\/vasim\/pragna\/?p=5664"},"modified":"2024-06-14T14:14:41","modified_gmt":"2024-06-14T14:14:41","slug":"improving-candidate-hit-rates","status":"publish","type":"post","link":"https:\/\/pragna.net\/old\/improving-candidate-hit-rates\/","title":{"rendered":"Improving Candidate Hit Rates"},"content":{"rendered":"<div id=\"_mcePaste\">At Pragna, we took upon the challenge of improving the candidate hit rates for Full-time (FTE) hiring. Improving the hit rates obviously provides significant advantage to Organizations \u2013 They can spend more time with\u00a0<strong>project work and employee training<\/strong>\u00a0than interviewing loads and loads of candidates for each position.<\/div>\n<div>Here is a snapshot of the process that enabled us to achieve 100% or better improvement with candidate hit rates:<\/div>\n<h6><strong>1. Sourcing:<\/strong><\/h6>\n<div id=\"_mcePaste\">\n<ul>\n<li>Working with hiring managers, we prepared a very detailed profile of the position through <a href=\"https:\/\/www.linkedin.com\/feed\/update\/urn:li:activity:7207064322869501953\" target=\"_blank\" rel=\"noopener\">sourcing<\/a>.<\/li>\n<li>We employed targeted headhunting through social sites to identify a pool of passive candidates.<\/li>\n<li>We used a team that worked round-the-clock (from Seattle &amp; Bangalore) to cover all timezones and international candidates.<\/li>\n<\/ul>\n<\/div>\n<h6><strong>2. Technical Screening \u2013 Written<\/strong><\/h6>\n<div id=\"_mcePaste\">\n<ul>\n<li>We prepared a technical screening questionnaire tailored to each position and the job level<\/li>\n<li>The written answers are thoroughly evaluated by competent technical people (not recruiters but sr. engineers)<\/li>\n<li>We shortlisted candidates based on written test and examination of resume (spend 20 mins on reviewing\/understanding resume vs. 2 mins<\/li>\n<\/ul>\n<\/div>\n<h6><strong>3. Technical Screening \u2013 In-depth Pragna Interview<\/strong><\/h6>\n<div id=\"_mcePaste\">\n<ul>\n<li>This interview is done by senior engineers of the same job level<\/li>\n<li>We did live meeting interview to visually see the coding abilities<\/li>\n<\/ul>\n<\/div>\n<h6><strong>4. Prepare a Candidate Scorecard<\/strong><\/h6>\n<div id=\"_mcePaste\">\n<ul>\n<li>We prepared a detailed analysis report that <a href=\"https:\/\/pragna.net\/old\/\">Pragna<\/a> sent to hiring managers with details from our interview<\/li>\n<li>We identified strengths &amp; weaknesses along with detailed descriptions of the problem we worked with the candidate<\/li>\n<li>Then we submitted the candidate with all the above documentation (saved managers precious time to weed out 90% of the candidates)<\/li>\n<\/ul>\n<\/div>\n<h6><strong>5. Optimization<\/strong><\/h6>\n<div id=\"_mcePaste\">\n<ul>\n<li>We reviewed feedback on candidates after each client interview<\/li>\n<li>Based on each candidate (successful or not), we optimized and updated our process to improve it<\/li>\n<\/ul>\n<\/div>\n<div>This resulted in significant gains to the organization in terms of both saving their precious time and getting better candidates and hires for the organization.<\/div>\n<div id=\"jp-post-flair\" class=\"sharedaddy sd-like-enabled sd-sharing-enabled\">\n<div class=\"sharedaddy sd-sharing-enabled\">\n<div class=\"robots-nocontent sd-block sd-social sd-social-icon-text sd-sharing\">\n<div class=\"sd-content\">\n<p>For more about Recruitment updates follow our<a href=\"https:\/\/pragna.net\/old\/blog-page\/insights\/\">\u00a0Insights<\/a>\u00a0for more info\u00a0<a href=\"https:\/\/pragna.net\/old\/contact\/\">Contact Pragna Solutions<\/a>\u00a0for your all\u00a0<a href=\"https:\/\/pragna.net\/old\/\">RPO Recruiting<\/a>\u00a0and\u00a0<a href=\"https:\/\/pragna.net\/old\/offshore-recruiting-101-top-strategies\/\">Offshore Recruiting<\/a>\u00a0Solutions.<\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>At Pragna, we took upon the challenge of improving the candidate hit rates for Full-time (FTE) hiring. Improving the hit rates obviously provides significant advantage to Organizations \u2013 They can spend more time with\u00a0project work and employee training\u00a0than interviewing loads and loads of candidates for each position. Here is a snapshot of the process that [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":4707,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"","_et_pb_old_content":"","_et_gb_content_width":"","footnotes":""},"categories":[64,102],"tags":[],"class_list":["post-5664","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-blog","category-talent-acquisition"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.3 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Improving Candidate Hit Rates: Effective Strategies | Pragna Global RPO Company<\/title>\n<meta name=\"description\" content=\"Explore effective strategies for improving candidate hit rates. Enhance your recruitment success with these proven methods.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/pragna.net\/old\/improving-candidate-hit-rates\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Improving Candidate Hit Rates: Effective Strategies | Pragna Global RPO Company\" \/>\n<meta property=\"og:description\" content=\"Explore effective strategies for improving candidate hit rates. 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