Hiring Guides for Employers

Candidates decide in seconds whether a listing is worth applying to. Give them the facts they search for.

• Use the job title candidates actually search for, not an internal grade or team name.
• State the city and area, working days, shift timings and whether the role is on-site, hybrid or remote.
• Show a salary range — it filters out mismatched applicants early.
• Separate must-have skills from nice-to-haves and keep the must-have list short.

Good candidates are often talking to several employers. A fast, consistent first screen keeps them interested.

• Agree three or four must-have criteria with the hiring manager before reviewing resumes.
• Use a short phone screen to confirm current CTC, expected CTC, notice period and location.
• Reply to every applicant, including a clear “no” — it protects your employer brand.
• Aim to move shortlisted candidates to an interview within a few days.

Asking every candidate the same core questions makes comparisons fair and decisions faster.

• Prepare a fixed set of questions for each stage and score answers on a simple scale.
• Include a short practical task that reflects real work in the role.
• Keep the process to as few rounds as you genuinely need.
• Have interviewers share feedback on the same day while it is fresh.

Offer drop-outs during the notice period are one of the biggest hiring risks in India. Plan for them.

• Benchmark pay for the role, city and experience before you make the offer.
• Share a clear salary breakup so the candidate understands CTC and in-hand pay.
• Plan for notice periods — 30 to 90 days is common — and agree a realistic joining date.
• Stay in touch during the notice period and send the offer letter in writing promptly.

A smooth first week reduces early attrition and gets new hires productive sooner.

• Share the list of joining documents in advance: ID and PAN, certificates, relieving letters and payslips.
• Complete background verification with the candidate’s written consent.
• Set up PF, ESIC and payroll registration where applicable.
• Give the new hire a first-week plan and a named person to go to with questions.