Our Ingenious

Prescreening

Understand the client organisation with regards to existing business model, activities, organisational structure, cultural traits, future growth plans and the role linkages leading to accomplishment of a common purpose.

For more than two decades, we have been involved in Leadership successions in India, and other International Locations, we believe that this skill we have developed over time and it has given us an edge to identify the right candidate who is extremely skilled and will create enormous value to the organization.


In our experience we do four basic checks while picking a candidate:

  • We work painstakingly to clarify the essential qualities needed to succeed in the job
  • We keep an open mind about where the best candidate will come from
  • We go deep to understand which candidate is the best fit
  • We allow for imperfections in the chosen candidate.

Position Description - Finding “the Pivot”

We start by understanding the current and future requirements of the job, zeroing in on the critical capabilities. We don’t dismiss complexities or contradictions; we cut through them and deduce what skills and capabilities are essential, iterating until they hit on the right combination. We believe it is important to identify the pivot
in very specific terms—and most important is to get it right.

That’s what we call “The Pivot.” - Map position specific competencies including,

  • Job title – We encapsulate the position in hierarchy, experience and expertise of responsibilities, soft skills desired like management, leadership, communicator and various other attributes.
  • Deliverables – Our search process will identify prospective candidate who is willing to give customers a single access point for a mix of offerings with a competitive edge, allowing compatibility with competitors’ products, and reduce the bureaucracy so to execute better thus leading to immediate results.
  • Principal – Our search process will identify prospective candidate who has acumen and ability to deliver results that are legendary, with strong innovative streak and a feel for the consumer, operational excellence and a focus on technology with ability to mobilize the workforce.
  • Accountabilities – Our search process will identify prospective candidate who is willing to be an innovator and a game changer leading to profitable growth with flair for creating a highly differentiated experience that consumers want
  • Internal/external contacts
  • Work environment – Our search process will identify prospective candidate who is willing to take corrective action to the bloated cost structure and the pricing structure with the right people setting thus cost efficient.
  • Compensation,
  • Location and other relevant details.

Sourcing Strategy - Clean Slate – Fast-Paced


We stand behind our commitment to provide clients with the most knowledgeable and experienced talent in the business and the industry. We utilize our network along with our database to develop a list of most promising candidates within these companies.

When drafting the final short list of candidates who might fit “The Pivot.”, we start with a clean slate. This list is presented to the client as a comprehensive list of people we intend to approach. We battle against hidden assumptions and biases.

We excel at selection process as we are willing to expand the lens, to look at a leader who is adept to the digital age with relevant years of experience and quality of ascendancy to necessary change.

We specialize in strategic and innovative staffing solutions leading to identification, evaluation and placement of suitable candidates across various industries.

Selection of Required Personnel - Best Fit


When we are down to the final few potential candidates, each one would have passed multiple filters in our recruitment process and is most likely to be a highly accomplished leader, our selection process goes deeper to understand how well each candidate matches up with “The Pivot.”,

Our recruitment Process creates a complete and accurate picture of each candidate to determine not the best leader but the “best fit”.

Our Recruitment Process drills into a different line of questioning recommending candidates, who fit “The Pivot. ”, best with imaginative ideas for taking the company into new areas, with exceptional quality to execute and build business through acquisitions and through organic growth.

We establish contact once we have determined a mutual interest in pursuing specific candidates, we contact them, apprise them of the opportunity and elicit their interest in the position.

Skill Based Evaluations


Our hiring process is completely aligned with the dynamics of the global economy which is experiencing massive change - Upskilling and Reskilling have taken on a renewed sense of urgency. Success through these transitions requires major shifts in thinking about how hiring should be done.

Our hiring process determines which are most critical skills for a role and the organization at large. Technical skills often take center stage in skills-based hiring, especially for roles requiring expertise in specific software or systems. However, skill requirements are ever-changing, so we look at candidates who are open and willing to continually update their skills or learn new ones entirely.

Our hiring Process helps to identify a potential candidate based on innate abilities and personality traits which play very important in today's talent landscape, rather than we focusing solely on technical skills. We further believe that candidates' characteristics can be better indicators of any job success.

Our Hiring process evaluates new hires based on their skill sets instead of their work history which can help level the playing field. It also makes talent pools more diverse and often makes hiring more effective.

  • Self-Report: We conduct an assessment by simply asking the candidate about their skills by assessing what he has mention in his résumé. Our recruitment process goes beyond the basics and has developed an effective assessment method for hiring as individuals may inflate their abilities to secure a job. Therefore, we approach self-assessments with caution.

  • Third-Party Evaluations: We ask for assessments from supervisors and colleagues which provides us a very valuable valid insights close to accurate evaluations. We are again caution to the fact these inputs might be influenced by various situational factors, like wanting to help a colleague.

  • AI-Powered Assessments: We use AI to infer candidates’ skills based on their résumés, prior job experiences and online data as we believe that simply holding a job previously doesn’t mean the candidate excelled or acquired a certain level of skill proficiency.

    Our Recruitment Process AI-generated assessments can produce non biased results. This method aids us with critical analysis leading right candidate identification, ensuring accuracy and fairness. Additionally, we follow-up with other technical assessments to truly evaluate skill proficiency.

  • Structured Interviews: One of our most effective recruitment processes is to assess skills through structured interviews to determine how candidates have successfully applied their skills in the past.   

    We present candidates with real-world problems so they can demonstrate their skills in real time. By adhering to standardized evaluation criteria, structured interviews present a strong predictor of job performance.

  • Formal Skills Assessments: We at Ingenious have professionally developed assessments, such as those used for licensure and certification, often provide the most accurate measures of skills and competence.

    Our recruitment process technical assessing is small subset of critical skills that are most predictive of job performance as we believe candidates may get turned off by lengthy, effortful assessment processes.

    We rethink though the job description, Highlighting the desired skills — the candidate’s ability to perform certain tasks. By taking a skills-based approach to the hiring process, diplomas and titles can sit alongside assessments, certifications, endorsements, and other alternate methods for determining the capability and fit of a candidate. We Stay focused on skills — and the assessments that can measure them. From hard skill evaluations like coding tests, to innovative soft skill assessments, to “job auditions.

    We have over two decades of experience in developing various skill base matrix which help us to gauge a candidate’s ability to perform without relying on their education or experience as proxies.

    Our evaluation process involves unexpected interview questions which lead us to see how a candidate processes information and problem-solves in real time.

    We evaluate the candidate with a positive attitude and evaluate his learning commitments while on the job, his strength to be flexible and adaptive thus creating a culture of learning.

    By focusing on skills base hiring, employers can increase the size of their talent pools, allowing them to pinpoint quality applicants for hard-to-fill roles.

    We focus squarely on “The Pivot.” ,and evaluate candidates with the aim of determining a profile match with the job, their career aspirations and suitability in the context of existing business model, activities, organisational structure, cultural traits, future growth plans and the role linkages.

Reference Checks

Checking references is most important piece of our hiring protocol—the final motion to go through before you extend a formal offer to a candidate.

Our Reference check process will evaluate Candidate if he has vastly overstated his qualifications and has other professional skeletons in his closet thus saving the organization from a Great damage and it helps to yields “vital” information about the candidate” .

Our reference check program reaches out to relevant external observers who are in a better position to give an accurate estimate of whether the candidate will be able to perform with regard to the specific circumstances and challenges”

Thus, provide perspective on the candidate’s “strengths and limitations”

Our Reference check process Seeks input

  • The first step in the process is to solicit feedback from all the people who interviewed the candidate, we try to understand if any concerns?
  • Then we try to ascertain, what is it the hiring manager would like follow up on about the candidate? We seek input on candidate’s soft skills and social and emotional-intelligence-based capabilities
  • We try to understand if candidate has worked in different types of cultures and has ability to learn and adapt to a new one – keeping in view with the different goals of organization – may be collaborative or more competitive understanding on long-term orientation and adaptable to short-term orientation.

The goal of our reference check process is to “go beyond simply verifying facts” on a resume and find out who will be best positioned to provide the context and insight About the candidate we intent to hire and also explain on specific about the role for which we are trying to fill and its challenges.

We work jointly with the candidate to find the right people from whom to seek
information.

  • To assess the candidate’s leadership skills, talk to former subordinates; about candidate’s strategic orientation, talk to former bosses.
  • If we want to measure his influencing skills, talk to peers.

We conduct detailed references on the final candidate(s) you wish to hire, before the offer is formally extended.

Negotiations

Our Recruitment Process helps us to prepare for a successful salary negotiation, and prepare us to deeply understand prospective candidates concerns and aspirations
1. Know the going rate.

  • We strictly adhere and greatly emphasis on staying within budget.
  • We feel it is important to stay up to date with standard salary expectations of the market vice versa prospective candidates’ standard salary expectations.
  • To reach a good sense on Salary Expectation, we research industry and evaluate the economic climate, talk with HR professionals in our network and review salary surveys.
  • We also compile data on various salary structures and standards about companies in various field with a similar size and location.

2. Bring up salary sooner rather than later.

  • We ensure alignment, get a sense of the salary range a candidate is seeking or inform them of the range before the vetting process progresses goes too far.
  • We support and lead the formal negotiation when you make an offer and ends when your candidate accepts that offer, we lay the groundwork early so there are no surprises.
  • As a rule of thumb, we start with a competitive offer. We leave room for some negotiation, start slightly below maximum offer, avoiding a drawn-out negotiation process.
  • Our goal is to secure a signed offer from the candidate as efficiently.

3. Listen to the candidate.

  • Our Recruitment Process helps in finding the right candidate which might be challenging. To maximize the best outcomes, we make sure to learn about what is important to a promising candidate and what job motivation drives them.
  • Do they have young children and want to end their workday by a certain time?
  • Are they looking for a work-from-anywhere position?
  • Are they ambitious and looking for a role where there is room to grow?
  • Maybe a candidate needs some flexibility because of a steady doctor’s appointment schedule.

These above listed question may seem very basic but they are deal maker –
as candidate looks at these as company’s values, culture and benefits and we
try to line up with what the prospective candidate is seeking.

4. Negotiate the full package.

  • When discussing compensation, we make sure to present company’s full benefits package, including perks like signing bonuses, annual training, vacation time, hybrid work opportunities or relocation services.
  • As part of the conversation, we discuss benefits that might have room for negotiation, including paid time off, paid vacation or tuition assistance.
  • We present options rather than an ultimatum.
  • When it comes to the actual price negotiation, we clarify the candidate about the maximum we can offer.

5. Make it a conversation.

  • Most candidates find salary negotiations stressful. We facilitate the process by communicating clearly and effectively about the offer.
  • We Help candidates feel comfortable thus allow them to communicate their needs and aspirations.
  • When accepting an offer, a candidate should feel valued and Want to be part of the company for which he signing for.

We elicit the final candidate’s compensation requirements and if you wish, assist you in completing the hiring arrangements

Post joining follow-up with the client and candidate ensuring smooth transition.