The Interview process begins with the HR screening and shortlisting of the profiles from the Consultancy/job portal/referral etc. No matter the entry point the HR profile screening is a mandate bottle neck. Once the Profile shortlisted I got a call from my consultant asking me to take a online Versant test (Cut off for the Versant score was 60). Once I was done with this round, I was asked to wait for a call from the HR. In a day the HR POC called me and asked about some basic questions - about my previous employment and roles and responsibility and so on. Later I was informed that some one from Operations team will conduct my next rounds of interviews. The next day I got a call from some one who was already working in the process and I was informed that they had scheduled an interview on the same day at a particular slot (They had also confirmed my email address and sent me an invite - which was very cool). This was probably the most difficult round as I believe that my communication skills and fitment to the role were both assessed at the same time. Both the interviewers were very polite and they gave me my space to answer the questions, they asked me follow up questions based on my pervious role and my performance. they were very keen to know the reason why I had left my previous job and what made me choose this opportunity. They also asked scenario based questions to see if I could handle feedback and stress at workplace. Once done they asked me if I had any questions and thanked me for my time. It was an interesting interview considering that they have not divulged the process information at all.

The structured recruitment cycle involves an introductory screening with the human resources department, a technical discussion led by the hiring manager, and the completion of two standardized Versant assessments to evaluate language proficiency.