Management Interview - Competencies (Role-based and Culture/Core values-based)
Selection - Giving offer
1. Initial Screening
Why? The screening process is done initially by the HR to evaluate the following:
Determine if candidate is really fit for the role and our company
The hiring process is done using 'Top grading' method.
Why? To identify and select potential A-players
WHO IS AN A PLAYER ?
Ambitious to learn and grow
Takes ownership of his/her work
Thinks along with the client and participates in discussions pro-actively
Makes a strong effort to find out solutions using all available resources
Has a good presence of mind and is a good decision maker
Is updated on latest concepts in the field
Exhibits high dynamism and a 'can do' attitude
Can share ideas in a clear manner
Is a people builder
Recognizes own weaknesses along with strengths
An active listener
Remains passionate and motivated
Remains focused under pressure
3. Bridge CV format
The candidate has to enter their career details in our database - Bridge Teams (http://bridge-teams.com/). This is the CV with which we communicate
with the clients. Scheduling interview is done through this portal. The technical interview report and the management
feedback for the particular candidate is monitored here, which makes it easy for the clients to get a clear overview about the proposed developer.
4. Analytical Test
The Candidate is given a real time project Requirement for Analysis.
This will be a project which is already analyzed and developed inhouse. The technical team expects all possible questions and clarifications from the candidate. The duration for this test is 30 minutes and the candidate can jot down
his understanding and clarifications if any, of the requirement.
5. Technical Interview
The technical interview is done by a panel that comprises of the respective technology lead and the process manager.
This process involves a detailed study about the candidate's experience, depth of knowledge, attitude and principles. This round will also involve a coding test or review of previous code.
Candidates who fare well in this round are qualified for the final round.
6. Management Round
With the feedback acquired from the previous rounds, the panel that comprises of the top management will then assess the candidate and decide if the candidate is an A player.
The assessment is made based on a list of competencies, both Role-based and Company values-based, defined for each role.
Reference & Background checks
Confirm the Notice period/ Date of joining
Sign the employment agreement and other relevant documents.