Talview E-book for recruiters gives a complete working tool kit for recruiters for a better and quality hiring. The E-book is divided into brief Six chapters where it gives complete information about the innovative change in the Talent Acquisition Department.

1. An
A-Z Toolkit in Hiring
- For All Businesses

2. Information Collection and Job Posting
Introduction
Applications
Screening Candidates
Selecting from the Best
Onboarding New Hires
About Talview
Index
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1
3
4
5
6
7
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3. Hiring the right set of candidates helps the company reach great
heights for any business. But it takes a great deal of time, energy,
and perseverance to find each one of these candidates. We
have assembled a hiring toolkit that comprises of forms, checklists,
templates, questions, and tips for you to use at each stage of your
recruitment process. You can type directly in the text box within the
forms or print the pages for immediate use.
A small team of A+
players can run circles
around a giant team of B
and C players.
Steve Jobs
Founder, Apple Inc.
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Introduction

4. The very first step in recruiting process is understanding the need for
open position from the hiring manager. The conversation you’ll have
with the hiring manager is most crucial. Here, you’ll learn about the
details of the position, agree upon the recruiting timeline, and build
an execution strategy.
Writing an appropriate job description is next in line. Recruiters
usually write one or two line description about the open position;
on the contrary these need to elaborate as the candidates only
have these Job descriptions as their first point of contact with you.
Nowadays, companies also send out video broadcasts regarding the
open position in place of job descriptions.
Information Collection and Job Posting
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5. 1. Title 2. Location 3. Level
4. Is this a new role or a back fill of an existing one?
New Role Existing Role
5. What graduate degree are you looking to have?
6. Which programming languages or tools will they be working with? (if any)
8. What are the top responsibilities for this role?
7. What are the primary teams that this person will work with?
Sales Marketing Product Operations
Other
9. What other skills are you looking for? 5.What assessments to employ to evaluate this role?
10. What assessments to employ to evaluate this role?
11. What is the budget for salary for this role? Bonus
12. How will this role contribute to the company’s primary objectives?
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Hiring Manager Intake Questionnaire

6. Company Description
For an HR Manager
Job Responsibilities:
• Analyzes wage and salary reports and data to determine competitive compensation
plan.
• Writes directives advising department managers of Company policy regardingequal
employment opportunities, compensation, and employee benefits.
• Consults legal counsel to ensure that policies comply with federal and state law.
• Develops and maintains a human resources system that meets top management
information needs.
• Recruits, interviews, tests, and selects employees to fill vacantpositions.
• Plans and conducts new employee orientation to foster positive attitudetoward
Company goals.
• Keeps records of benefits plans participation such as insurance and pensionplan,
personnel transactions such as hires, promotions, transfers, performancereviews, and
terminations, and employee statistics for government reporting.
• Coordinates management training in interviewing, hiring, terminations,promotions,
performance review, safety, and sexual harassment.
• Advises management in appropriate resolution of employee relations issues.
• Responds to inquiries regarding policies, procedures, and programs.
Skills and Qualifications:
Ability to read, analyze, and interpret the most complex documents. Ability to work with
mathematical concepts such as probability and statistical inference.
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Sample Job Descriptions

7. Company Description
For Sales Executives
Job Responsibilities:
• Builds business by identifying and selling prospects; maintaining relationships with
clients.
• Identifies business opportunities by identifying prospects and evaluating their position
in the industry; researching and analyzing sales options.
• Sells products by establishing contact and developing relationships with prospects;
recommending solutions.
• Maintains relationships with clients by providing support, information, and guidance;
researching and recommending new opportunities; recommending profit and service
improvements.
• Identifies product improvements or new products by remaining current on industry
trends, market activities, and competitors.
• Prepares reports by collecting, analyzing, and summarizing information.
• Maintains quality service by establishing and enforcing organization standards.
• Maintains professional and technical knowledge by attending educational workshops;
reviewing professional publications; establishing personal networks; benchmarking
state-of-the-art practices; participating in professional societies.
• Contributes to team effort by accomplishing related results as needed.
Sales Executive Skills and Qualifications:
Presentation Skills, Client Relationships, Emphasizing Excellence, Energy Level, Negotiation,
Prospecting Skills, Meeting Sales Goals, Creativity, Sales Planning, Independence, Motivation
for Sales
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8. This is the first point of contact you have with your applicants. Though
you cannot personally converse with each applicant, you can
improve their experience by sending out personalized emails, SMS’s
from a platform that centrally handles all the details of applicants.
Getting simple e-forms filled over smartphone helps you locate
the documents easily whenever required and the candidates will
also appreciate the effort you have taken to make the process
comfortable for them. Time spent on collating a list to find out what
you have collected and what not is simplified as the platforms
provides an option of sending reminders via IVR, SMS and email.
Mobile based tool makes it easier for the candidates to submit their
documents using in-built document scanners.
Applications
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9. www.talview.com
Application Form for Candidates
Name:
Link to LinkedIn Profile:
Phone Number:
Email Address:
Current City Zip Code:
Basic Information
School Name:
Degree:
Degree Status:
Area of Study/Major:
Country/Region:
Education Details
Work Experiences
Attachments
Employer Name #1:
Job Title:
Start Date: End Date:
Employer Name #2:
Job Title:
Start Date: End Date:
Candidate resume
Work examples
Candidate headshot
Cover Letter

10. Screening Candidates
The screening stage is where you can get a read on the
candidates’ personality, communication skills, and experience.
Telephonic interviews can be monotonous and exasperating; asking
the same questions repeatedly, scheduling for the next round of
interview is a never ending process. This also reduces how many
applicants you are reaching out to.
Video Interviews are catching up with the Talent Aquisition
ecosystem. They offer you with options to pre-feed questions to the
systems, invite bulk candidate to the assessments. You can even set
rules in the assessment that will automatically take your candidates
to next section based on preconfigured cut-off marks. Use the
following questions to evaluate the candidate’s’ behaviour, cultural
fit for the role, and more.
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11. www.talview.com
01. Tell us about yourself, your hobbies and interests.
02. Talk about your experience in this domain. What are the different products/projects you have
worked on in the past?
03. Please elaborate on your skills that are relevant to this role.
04. Give us a brief of your previous role. What were the roles and responsibilities. Also tell us a little
about the challenges you faced, and the solution you came up with.
05. Tell us why are you looking for a change in job, any specific expectation from your new job.
06. Are you open to relocation and what are your salary expectations from this job?
Knowing the Candidate
Behavioral Traits to Look For
Leadership Traits - Ask about convincing teammates and voluntarily taking up a task
Judgment - See the choices candidate makes between similar things and multi-tasking
Achievements - Overcoming bottlenecks and accomplishments
Work Relationships - Ask about a work buddy and a work-mate difficult to deal with
Accountability - Ask about the times the candidate failed in a given task
Growth - Voluntarily taking up a task and the last time the candidate seeked for feedback
Integrity - Look for reaction when asked about something s/he doesn't like and working with it
Flexibility - Ask about the times s/he stayed back late at office for a deliverable

12. Selecting from the Best
Once you have shortlisted candidates from the initial screening
process, you will now schedule interviews with handpicked
applicants. Some of them are likely to be your ‘new hires,’ you
ought to be careful what questions you ask now. Understanding
their skill-set to make sure they retain in your company helps you
add another star to your competencies as a recruiter. Using a video
interview tool that helps you see the availability of candidate for
next round interviews and automatically cross references it with
panel availability helps avoid lot of overheads at this stage.
Ensuring that these candidates are evaluated by knowledgeable
panel is necessary. Video interview platforms allows you to provide
both these at one shot. It considerably reduces your work by letting
you send reminders to panel and candidates at one click.
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13. www.talview.com
Candidate Evaluation Form
Candidate Name
Skill Tested
Total Experience
Location Constraint, if any
Primary skill (Technical)
Secondary Skill (Optional)
Relevant Experience
Work Window Constraint, if any
Educational Qualifications
(Comments on all the Primary & Secondary skills evaluated)
Communication
Language
Social Graces
Final Rating Select Reject On Hold
Comments, if any.
Candidate Profiling :
Skills :
Soft Skills :
Panel Final Rating :

14. Onboarding New Hires
You have now successfully found a batch of applicants who fit
the criteria of the hiring managers. Normally you would send the
applicant details to background verification. However, you can
automate this process by letting the candidates use the document
scanner. These applications will directly reach the vendors. They will
flag if they find any discrepancy. This minimizes the manual labour as
you don’t have to step in and send the documents to the vendors,
it is directly sent via the platform. This process has also been made
available on mobile.
These platforms also make the onboarding process easier by
automating the signing process on the day of induction. Here’s a
checklist of documents you need to collect from candidates for
background verification.
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15. www.talview.com
New Hire Checklist
Background Check
What to Check Must-Dos
New Hire Welcome Kit
Confirm joining date, onboarding roles
& responsibilities
Confirm offer letter sent to new
employee either by Human Resources
or Hiring Manager
Confirm employee’s receipt of New Hire
Letter
Assign onboarding peer for new
employee’s first ninety days on the job
Send an announcement via email to the
department announcing the new hire
and start date
Set up work station (Office supplies,
Laptop, Phone extension, Manuals/
handbook, printer)
Schedule new employee to attend the
Employee Orientation Programme
Discuss procedures for scheduled time
off and unexpected absences
Discuss work schedule, pay schedule,
dress code, and overtime policy (if
applicable)
Give an office tour (pantry, washroom,
vending machine, refrigerator,
emergency exit, parking space)
Dates of Employment
Educational degree certificates
Cause of leaving job
Issues of absenteeism
Eligibility for rehire
Salary
Performance issues
Ethical Transgressions
Documents to Collect
Proof of Identity – Passport, voters cards,
drivers license
Address – Address details including
permanent and correspondence
Education – Copies of certificates
Employment – Appointment letters,
salary statements, resignation letter, full
and final settlement clearance letter.
For international work experience work
permits, tax certificates may also be
collected.

16. www.talview.com
Talview is a video-mobile recruitment technology platform that helps
businesses build a high performing workforce by reaching out to &
screening more candidates using lesser time than traditional hiring
processes. Talview is the second largest global player in video-mobile
recruitment technology space and is a pioneer in hiring technology
augmented with talent engagement and state of the art analytics. Enabling
over three million video responses, Talview has grown to be a preferred
partner to leading organizations across the globe.
Talview’s vision is to leverage video and mobile technology in the hiring
space to create equal opportunities and a level playing field for applicants
for an efficient and effective hiring process. It’s mission is to build
technologies that help break barriers; overcome discrimination; bridge
urban-rural divide; provide similar opportunities to candidates across
geographies; help administer comprehensive assessments; and create
objective evaluation tools.
ABOUT US
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17. Simplifying Recruitment Process Across Globe
Find out how our products expedite hiring process, visit:
www.talview.com/products
or mail us at:
info@talview.com
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