Recruitment and Talent
Structured hiring: fewer bad hires, faster decisions
How to build a scorecard-based process — and use AI screening responsibly.
Write an outcome-based role brief
List the three to five results the role must deliver in its first year, then derive the skills needed. Separate must-haves from nice-to-haves before any job post goes live.
Use a scorecard and structured interviews
Agree criteria and questions in advance, score each candidate independently, and collect written feedback before discussing. Structured interviews are consistently more predictive than unstructured conversations.
Use AI screening carefully
AI tools can shortlist faster, but they learn from past data. Keep a human reviewer, check results for bias, and be transparent with candidates about how applications are assessed and how their data is stored.
Get the offer right
Under the Labour Codes, issue a compliant appointment letter and show the CTC breakdown clearly, including PF at the new ₹25,000 ceiling where it applies. Surprises in take-home pay are a common reason for early exits.
Keep candidates informed
Share the process and timelines upfront and close every loop. Candidate experience shapes your employer brand, especially in tight talent markets.
This article is general information, not legal, tax, or regulated statutory advice. Requirements vary by business and location; seek appropriately qualified advice where needed.