Axelerant is dedicated to maintaining strong relationships with both clients and contractors. This policy outlines the guidelines and procedures for hiring employees who work with our clients and contractors whose team members collaborate with usstandardized process that we will follow when hiring candidates who are currently working with our clients or contractors. By establishing clear guidelines, we aim to ensure fairness, transparency, and professionalism throughout the hiring process.
Following the process and getting the required approvals will also protect us from any legal issues that may come up when recruiting from clients or contractors.
Process:
When a client/contractor’s employee expresses interest to work with us either by applying directly or by involving another team member, the recruitment team will reach out to them to ask about the following details:
the role they are interested in,
what is their salary expectation,
from when they can be available, and
if they get selected, will they agree if that our team reaches out to their employer for consent before an official offer is released.
If the interest to work with us is expressed via another team member, the said member should share the details on #job-referrals. The recruitment team will then reach out to them as per the above process.
When the recruitment team gets clarity on the above, they will add the details in the ATS and process the candidate for the culture conversation. If the candidate clears the culture conversation, then the recruitment team will create a private discussion channel for the member if they have worked with us on Slack #hiring-<person_name>-<surname>-<client/contractorname>.
The following folks need to be added to the channel:
Their prospective Career Manager
People Operations Manager
Account Manager of the Client/Contractor
...
starting with the interviews.
What’s next?
A private discussion channel will be created on Slack (#hiring-<person_name>-<surname>-<client/contractorname>) for further communication by the recruitment SPOC. They will also share the data they have acquired in the channel after adding relevant stakeholders (Account/Partner Manager of the Client/Contractor, prospective Career Manager) to it.
Approvals
Scenario 1: When the candidate has agreed to take consent from their employers before starting the interview process.
The recruitment team will send a confirmation e-mail to the candidate to obtain their official consent to contact their employer.
After receiving the candidate's approval, the respective Account/Partner Manager will be requested to contact the client/contractor and seek their approval. The Managers should provide updates in the channel with a screenshot of the e-mail confirmation.
Scenario 2: When the candidate does not agree to take consent from their employer before starting the interview process but would prefer to take consent just before the offer conversation. In such a scenario Recruitment team SPOC will consult with the Account/Partner Manager about the role criticality and take a decision on whether we should move forward and take approval only when the candidate reaches the Decision stage.
When a candidate does not prefer to take consent before the selection. The recruitment team will ask them if they agree to the consent if they are shortlisted and are in the decision stage. If they agree, then, the Recruitment team SPOC will speak with the Account/Partner Manager about the importance of the post before deciding whether to proceed. They will only seek approval once the candidate has reached the Decision stage.
Scenario 3: When the candidate disagrees to take consent at any stage.
If in any scenario, we do not receive the approvals, we will not move forward with the application.
Once the recruitment team obtains the necessary approvals, they will update the applicant tracking system (ATS) and proceed with the culture conversation.
After the Culture Conversation
If the candidate clears the culture conversation, the following steps will be followed :
A. If they have directly worked with us:
. Additionally, request the Account/Partner Manager to share their feedback and add team members to the channel who have worked with the candidate to ask for more reviews.
If
...
the feedback is
...
favorable, we can discuss if we need to follow the same recruitment process or if it can
...
be altered. Once confirmed, we should proceed with the agreed steps.
B. If they have not directly worked with us:
If the
...
candidate has not worked with us directly before,
...
the regular interview process
...
Once the individual has cleared the interviews and is in decision stage, the respective account manager will reach out to the client/contractor and inform them about this development and request for a go ahead from them via an e-mail. The account manager then should share the further updates in the channel with the screenshot of the email.
If we receive a green signal from client/contractor’s side, we can go ahead with the offer.
After offer is released
...
will continue.
Offer
For candidates from Scenario 1, we can directly move to the offer stage if they are selected. But if any candidate from Scenario 2 reaches the offer stage, we will seek approval as per the process defined in Scenario 1. The recruitment team will inform the channel about it in the channel an If it is decided not to proceed with the rehiring, we will notify the member and also close the channel with appreciationif the offer is accepted or not, along with a note of gratitude, and then archive the channel.