Related Posts
Conversation Starter
Hello Guys,
I joined Cognizant recently, the project interview calls which I am getting is not from my base location.
I have the location constraint, should I wait for the right opportunity or raise this concern to ADP team so they can look in to it?
As per ADP policy, one should not have any constraints and take the project as FCFS basis.
Cognizant
How much time Mindtree take to release offer letter? I am waiting from last 2 weeks or more. On their candidate portal it is showing Shortlisted, however no offer letter . I have called the HR 2-3 times in past 5 days, however HR doesnt pick up my calls.
Below is the email i received from Mindtree, a week ago.
We would like to inform you that you have been selected in final interview with Mindtree. We are currently in process of taking your candidature for further processing.
Mindtree
More Posts
Hi guys,
Need 11 likes to access dm's
Thank you
Community Builder
New to Fishbowl?
unlock all discussions on Fishbowl.
Make sure you’re not dragging out the process. I’ve been in interview processes where I had to explain the same things multiple times only to different people.
An interview process should have no more than 3 steps executed within a (max) 2 week period. Recruiter call, team/technical call, and final in person/zoom call to make sure it’s a fit and get other team members’ blessing. Offer stage should come within a week of the final interview with a week for negotiation afterwards. All together, 2-4 weeks max if there’s a lot of negotiation or HR doesn’t know how to move quickly with an offer. If your process is more complicated than that, fix it. If you are low balling candidates and surprised they know that, then pay more. Fight for the people you want to work for you, not assume people have time or want to jump through extraneous hoops.
OP, in this terrible job market, if you have people dropping out at the final stages it just means 2 things:
1. you are selecting candidates that would have never accepted the role/salary in the first place- you’re being way too much elitist in your initial screening of candidates.
2. you are dragging the process long enough for candidates to drift in another direction- which also mostly occurs due to #1.
Pro
It sounds like a “you snooze you lose” situation. If you take too long in the process, a good candidate is likely to get an offer elsewhere.
You didn't explain your process, so it's hard to say. The last interview I dropped out of was honestly just annoying. I interviewed with the recruiter, then a month later they wanted to do an hour long interview with "the management team" and then they kept emailing and calling me asking if I was prepared.
In this age of “ghosting” you have to make sure you are touching bases periodically. Do some check-ins with the applicant or candidate to let them know what stage in the hiring program we are in.
Unless you’re C-suite and/or asking someone to relocate, there’s no reason to not find a qualified applicant in 3-4 days. If you take longer, you have doubts. Move on and stop wasting everyone’s time.
And how many times do we see stories about some company’s extensive search to land a big exec and see that person gone in 1-2 years? Look at how much money and time was wasted there.
Each stage should have the q&a of the previous stage and their questions should be predefined. Tell them a few of the questions from the upcoming stage to see how they prepare themselves
Have a clear next steps, deadline, and communicate with candidates as you move through the process. Also make sure your interviewers review notes after each interview and have different set of questions. Also dont drag the process too long (for example 2 months, 6 or 7 interviews)
Do a thorough analysis before sure it could be your leaders and miscommunications, lack of alignment and you total comp.
OP- Could you share your interview process?
Agreed to all of the other comments. We also include some personal touches like sending swag ...but im in biotech, so its very competitive