Hiring Policy

This Hiring policy is to provide guidelines and standard procedures for the onboarding process of new employees at Netspective Communications LLC.

The following are the main process steps we follow as part of recruitment: [FII-SCF-011-HRS-05]

1. Identify the hiring need

   The process begins by identifying the need within the organization. The positions are either newly formed or recently vacated. The vacancies can be filled by recruitment or by, reassigning the resources from other projects with less work, or assigning resources who have not been assigned to any specific project but match the required role. If the decision is to hire a new resource, we will proceed in that direction.

2. Advertise the Position

   This includes utilizing a combination of the company’s website and social media platforms, job posting sites like LinkedIn, job fairs, and word-of-mouth recruitment.

3. Source the resume from job portals and agencies

   This includes getting resume from famous job portals like Naukri, Monster and similar paid resume database portals.

4. Initial Assessment

   We compare the candidate’s resume and other materials to the job requirements we have. The education qualification conforms what we have in the requirements. For all the technical and technology manger roles we hire only Computer Science/IT/Electronics Engineering graduates or postgraduates in computer science/Applications/IT. We check if this person’s prior job experience and skills line up with the essential requirements. We also look at the time spent in previous roles. We check if the candidate’s history of jobs demonstrates progression and drive or a tendency to bounce from job to job. Phone screenings are conducted from the HR side. Phone screening will determine the candidate’s availability and other essential requirements we have also in addition to validating what has been mentioned in the resume.

5. Technical Assessment/Interviews

   Interviews are typically conducted by a panel of 1 or multiple persons. The interview conversations and evaluations typically focus on applicants’ experience, skills, work history and capabilities. Based on the evaluation result, the need for additional technical round will be decided and after successful evaluations, the candidate will be referred for final assessment.

6. Final Assessment

   Interviews with management will be done to evaluate the attitude, ability, approach, organizational culture appropriateness etc. Final interviews are typically extended only to a selected pool of top candidates and is a mandatory process of selection like technical interview.

7. Final HR validation and Job offer

   The candidates selected from the above-mentioned processes will be contacted by the HR to verify all the relevant information provided so far, along with the qualification details. After validation and verification from HR, the list will be provided to Top management. The qualified candidates will be selected. Instructions will be given to the HR to initiate the Job offer for the candidate.

8. Joining and Induction

   Prior to joining, the certificates and documents are verified. During the time of joining the necessary documents are signed and the needful induction training will be given on the company and general approach, work culture, rules, and regulations etc. After successful HR induction, they will be assigned to suitable team for adaptation to the technology stack, practices, and processes relevant to each project. After successful training, the resource will be on boarded to the project.