Understand how our recruitment process works from start to finish. Share your active job requirement, and your dedicated relationship manager (RM) coordinates candidate sourcing, screening and interviews, so your team can focus on evaluating candidates and making the final hiring decision.
Each stage has a clear purpose. You provide the job requirements and hiring feedback; our team coordinates the agreed sourcing, screening, shortlisting and scheduling activities.
Here is what happens at each stage, what our recruitment team handles, and what we need from your business.
Start by sharing your active job description (JD), including the role, experience level, work location and essential skills. A clear requirement gives the recruitment team a stronger basis for identifying suitable candidates.
An up-to-date JD, required qualifications, experience, location and any must-have skills.
Your dedicated relationship manager searches the available candidate database for profiles aligned with your job requirements. This helps the process begin with targeted candidate discovery instead of relying only on incoming applications.
Identify potentially relevant profiles based on the role, experience, location and required skills.
Before profiles are shared with you, candidates are screened against the agreed criteria. Initial checks may cover relevant experience, availability and interest in the role, helping reduce avoidable mismatches.
Check the basic suitability of available profiles before progressing them to the next stage.
Shortlisted profiles are compared with the specific requirements in your job description. The aim is to present candidates whose experience and skills are relevant to your vacancy, rather than sending an unfiltered collection of resumes.
A shortlist of profiles selected against the agreed role requirements for your review.
Once you approve a shortlist, your relationship manager helps coordinate interview availability between your team and the candidates. This includes scheduling discussions, confirming suitable times and managing follow-ups as needed.
Interview availability, preferred time slots and feedback on the shortlisted candidates.
Your team interviews the candidates, assesses their suitability and makes the final hiring decision. Your relationship manager can follow up on interview outcomes and help keep communication moving in line with the agreed recruitment process.
Evaluate candidates, share timely feedback and decide whom to hire.
The objective is to make recruitment more structured by defining what happens before candidates reach your interview stage. Instead of spending as much time sorting through unfiltered applications, your team can concentrate on assessing candidates against the role and business needs.
Use your JD to guide sourcing and candidate screening.
Review profiles against role-specific criteria.
Reduce scheduling back-and-forth and follow-up work.
Keep candidate evaluation and hiring decisions with your team.
Having the following details ready helps your recruitment team understand the requirement and begin the process with clear criteria.
Include responsibilities, skills, experience and location.
Share your preferred timeline for filling the position.
Identify suitable times once a shortlist is approved.
Share decisions and feedback to guide subsequent steps.
Answers to common questions about candidate sourcing, screening and interview coordination.
Timelines vary according to the role, experience requirements, candidate availability and selected package. An initial shortlist may be available within a few business days for some requirements, but this is not guaranteed. A clear JD and timely feedback can help the process move forward.
Inform your dedicated relationship manager about the revised requirements. The sourcing and screening criteria can then be reviewed and adjusted for the next stage of recruitment.
Prepare your interview questions, confirm the interviewers' availability and decide what you need to evaluate for the role. Your relationship manager helps coordinate the agreed scheduling and communication activities.
Yes. Share specific feedback about the profiles and explain which requirements need closer alignment. This helps the recruitment team refine the criteria used for further sourcing and shortlisting.
Whether you're hiring for one position or managing multiple openings, start with your job requirements and explore the support available through Jobs @ ITroSys.
If you want to understand our recruitment process for employers before signing up, here's exactly how it works from start to finish. Once you share an active job requirement with us, your dedicated RM takes over the time-consuming parts of hiring — sourcing, screening, and coordination — so your team only steps in for the parts that actually need your judgment: the interview and the final decision.
This page walks through each stage in detail, what we handle on our end, and what we'll need from you along the way.
You send us your active job description along with the basics: role, experience level, location, and any must-have skills. The more specific this is, the faster and more accurate the rest of the process will be, since every later step is built around what you tell us here.
Your dedicated RM searches our active candidate database for people who genuinely match your requirement, rather than waiting for applications to trickle in. This is often the biggest time-saver in the whole process, since it starts before a single resume lands in your inbox.
Before any resume reaches you, we screen candidates for basic fit — confirming experience, availability, and interest in the role. This filters out the mismatches that usually eat up the most review time on your side.
Shortlisted candidates are checked specifically against your job description, not just a general skill category. You receive a shortlist of people who are worth your time, not a raw pile of applications to sort through yourself.
Once you approve a shortlist, your RM handles the back-and-forth of scheduling — proposing times, confirming with candidates, and adjusting around your calendar so you're not stuck chasing availability.
This is the one part of the process we don't do for you, on purpose. You meet the candidates, ask the questions that matter to your team, and make the final call. Your RM follows up afterward to keep things moving, whichever way the decision goes.
The main advantage of this recruitment process for employers is what it removes from your plate, not what it adds. By the time a candidate reaches you, they've already been checked against your actual JD, so your interview time goes toward judging genuine fit rather than confirming basic qualifications. This is similar in spirit to a structured interview approach, where a clear, consistent process ahead of the interview itself leads to more reliable hiring decisions than sorting through unfiltered applications under time pressure.
It varies by role and package, but most employers see an initial shortlist within a few business days of sharing a clear job requirement.
Just let your dedicated RM know. They'll adjust sourcing and screening criteria going forward based on the updated requirement.
Only your own interview questions and availability. Your RM handles scheduling and coordination on both sides.
Yes. If a shortlist doesn't feel right, share specific feedback with your RM so the next round of matching can be adjusted accordingly.
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