Selection Process
Every customer of GS Lab has an owner. In every recruitment action, GS Lab’s process makes the account owner the final decision maker. This creates a sense of responsibility in the Account owner to make new hires successful as well as develops loyalty in the new hire towards him. For key positions, multiple account owners are involved along with the stake-holding customer.
GS Lab’s technical recruiters have been programmers in earlier jobs. This makes the hiring process grounded in reality rather than personnel driven coordination.
GS Lab’s recruitment process high-lights are as below:
Stage 1 – Introduction: In-house technical recruiters introduce GS Lab to the referred candidate. She also conveys the position description, collects the basic requirements of the candidate, explains the recruitment process, and schedules interviews.
Stage 2 – Hands-on test: The candidate is given a couple of actual programming or hands-on questions to solve. This is done for all engineering staff. Every technical employee at GS Lab is required to be hands-on.
Stage 3 – Interview 1: The first panel, typically the Technical Manager of the customer team doing the hiring and one of his key engineers, carry out this interview. This is a technical interview and suitability of candidate’s technical knowledge for the product he is to work on is judged.
Stage 4 – Interview 2: The second panel, typically a Technical Manager or Executive of a team other than the one hiring and one of his key engineers carry out this interview. This is also a technical interview and suitability of the candidate’s technical knowledge for a general technical fit at GS Lab and depth of experience are judged.
Stage 5 – Interview 3: The third panel, necessarily attended by a technical VP level person, re-checks both the areas that were covered by the first and the second panel. This ensures added coverage and provides a common ground for decision-making later. GS Lab also asks for and checks the candidate’s references at this stage.
Stage 6 – Customer Meeting: This stage is ensured for key persons being hired for the customer and occurs only when GS Lab is completely sure of hiring the candidate. GS Lab conveys the assessment after the candidate’s interviews and arranges a meeting between the candidate, GS Lab account-owner, and appropriate customer personnel. The objective of this stage is to permit the customer to get to know the candidate, make discrete judgments, and convey the product technology and position to the candidate. Stage 6 becomes an interview only if GS Lab is not in a position to test a candidate in a special skill domain knowledge. If the candidate is being hired for horizontal skills, GS Lab requires that all interviewing is done by GS Lab only.
Stage 7 – Offer Making and Continuing Contact: In this stage, a compensation package is generated and conveyed to the candidate. GS Lab recruiter also stays in touch with the candidate until he actually comes on board on the joining date.