Recruitment is one of the most important process in organisation. Attracting the right candidate, with the right blend of skills and experience is crucial. QuantumHunts recruiter Guru Vignesh shares his insights about QuantumHunts recruitment in start ups and Virtual Onboarding.


***What attracted you to this recruiting profession?***
I love interacting with people and I am a great networker. Not only recruitment, I am always ready to do any challenging HR task.

**What are some of the common challenges that you face while working for a client? How do you handle those recruitment challenges?**
There are many challenges. Sometimes companies impose various needs & conditions. For example it's really hard to find a qualified candidate for a mean stack role when the company needs some one with medium salary expectations and short notice period.

**How have you made a candidate join Virtually during this quarantine period?**
We explained candidates clearly about the company history, Norms, polices etc. All the interview rounds happened Virtually including the final HR discussion. We also took a assurance letter from the candidate that he / she will be joining office, in person after this pandemic. Through google meet / zoom, candidates joined on the specified date.

**How QuantumHunts can help candidates, who lost their jobs during pandemic?**
QuantumHunts is a job platform to connect employees and employers. We provide strategic recruitment solutions, QuantumHunts helps employers with customised and efficient HR solutions. Candidates can register in our portal and upload resumes, they will be getting job alerts based on their relevant skillset. We can also connect them to our clients, based on the needs.

**How do you measure the efficacy of your recruiting strategies and what can you do to improve results?**
Efficacy is nothing but the measure of No of positions to be filled / Time taken to fill those positions. There will be a deadline for each position to close. If I am not closing before that deadline, then I am making some mistake. I do analyse myself to rectify that mistake.

**How do you write a good job advertisement?**
1) Starting with the pain point and ending with the solution. As a recruiter whenever I get a profile, I will try to find the pain point. Once I understood it, I will project how this job / opening can really reduce it.
2) Starting with explaining the scope of the job and solution.

**How would you sell the client company to a potential candidate?**
By understanding the payroll of the company. Benefits for the employees from the company is key to attract potential candidate.

**Suppose you have an excellent candidate but the company cannot offer them a suitable position at the time. How would you keep them interested in the company?**
I would ask him to sign up at QH Portal. We will make a note of him in the official excel too. When requirement arise we will directly forward his profile.

**How do you know if a candidate is the right fit for a specific position?**
If there is a sync between organization goals & organization requirement with candidates attitude and skillset, then he is a right fit.

**What are the most important characteristics for a recruiter?**
Attitude, Patience, Good interpersonal skills, Leadership Qualities.


**Guru Vignesh**
QuantumHunts Recruiter