Best Practices in Staffing Industry

ThanQ Jyotiben for the referral.All the above opinions(especially yours and Shri Romeshbhai's) make a very  meningful reading. At the same time, in all such exercises, for a commoner like me it appears that the interviewer may be trying to boost  his own confidence mostly relying on the psychological games. I do not know, whether the employer will be able to lay his hands  on Mr.RIGHT and get the maximum if one simply relies on firm hand shakes, addressing by first names etc etc etc... At least, even after initial efforts to make one another/each other psychologically comfortable , it is pertinant that candidate's suitability to the job/position under reference is to judged/evolved  objectvely without selector getting biased.I feel that it is possible onlywhen the both the seeker and the sought  know the job-role thoroughly.  

Great Share... Ramesh Sir....Could you please add a little about MBTI? Would like to update knowledge in this segment!

Thanks a ton for the responses. :)

One should understand their clients requirements properly and sort out candidates accordingly. These candidates has to be initially screened, and make a report about his skills set, attitude and willing ness to take the responsibilities and prepare an analysis report to map and mach then with the clients requirement.

Also need to communicate entire information about the interview dates and Venue to the candidates. Provide them the feedback after the interview (Both +ve & -ve points) so that it helps candidate to rectify them in his next interview.  

Doing so will help in sourcing the right candidate for right position and delivering the best service.

A huge dimension starting from how the Job Description is prepared , screening the C.Vs , speaking to the candidate, explaining the role in detail, scheduling the interview keeping in mind the candidate's convenience, closure, post follow up and fine on boarding. Each interaction should be a positive experience and should follow a set pattern and all responses of the candidate noted which helps in the soft skill analysis of a candidate.During the process the candidate must be aware of the whole recruitment process and incase of not taking a candidate forward ,the same to be communicated as soo as possible.

Do introduce yourself to each recruit with a firm handshake. He is in an unfamiliar environment, and it is each member’s responsibility to make him feel comfortable.Do be confident in yourself. Do invite alumni to attend your recruitment events. Let your alumni share their experiences with recruits. Do make a concerted effort to remember each recruit’s name. Use his name often in conversation (i.e. “Hello Chris, it is nice to meet you.”) Repeated use of the recruit’s name makes him feel comfortable and at ease, and will also help you to remember his name when it’s time to introduce him to another brother.


  Do not release the handshake until you are sure of the recruit’s name. Do not talk excessively about yourself. Listen to the recruit and talk about what interests him. Do not talk about sterile subjects (hometowns, majors, etc.). Listen to what the recruit has to say, and then discuss his interests. Do not leave a recruit by himself for any reason. There is nothing more uncomfortable than being alone among strangers. Do not criticize any other fraternity or individual.

Also go thru this.  http://toostep.com/insight/myth-busters---top-10-recruiting-myths