Advaita Round 3

# Industry
Quick service Restaurant Industry is also known as a fast food restaurant. It is characterized with:

Minimal seating arrangements

Limited menu
Cooked / Partially cooked in Bulk well in advance
Available for ready to take away
May have series of restaurant chains

Designations: Chief Marketing Officer, Sales Head of North and South Division, Assistant Brand Manager
Head Brand Manger, Senior Marketing Analyst and Vice President administration.
Possible Recruitment sources:

External Sources:

Portals like LinkedIn, Naukri.com, Monster.com and etc for candidates with prior work
experience in relevant industries.
This is one of the easiest and cheapest ways to reach a mass audience. The portals allow
you to filter out the CVs and contact details of specific candidates as per your search
details. Once filtered, you can either call them directly or mass email them for interview
opportunities.
Through Vendors by outsourcing the recruitment process and hiring candidates on a
contractual or a permanent basis.
This method is very efficient during mass deliverables with time constraints. The
Vendors interview and filter out the desired candidates as per the job description prior
to sending the candidate for final round with the company
Headhunting
Direct interviews of candidates who walk-in through advertisements and promotions
Through referral systems within the company where the employees gets a certain
referral bonus for referring a selected candidates
Campus Recruitment, from B schools of students with some relevant experience or
Internship in sales or marketing.

Source (external)

Pros (for the hiring co.)

Portals like LinkedIn,

Naukri.com, Monster.com

This is one of the easiest and

cheapest ways to reach a
mass audience

Cons

Notes

No evaluation on the body

language and personality

for candidates with prior

work experience

Through Vendors

during mass deliverables

with time constraints

Quality may be poor as

Vendors try to just complete
their targets within time
constraints

Outsourcing the
recruitment process and
hiring candidates on a
contractual or a
permanent basis.

Direct interviews

Face to face interaction

allowing a better connect
with the candidate

Candidates Disguise can

go unnoticed

referral systems

Quality can be maintained as

Time consuming if referrals

Advertisements and
promotions

employees gets a certain

Advaita Round 3

Campus Recruitment

Head Hunting

employees know the

standard of work needed for
the positions.
Fresh Talent, knowledgeable
candidates, Mass hiring can
be done for relevant
positions
Exact quality and experience
in Mind

are not there with the

employees. Can be biased in
terms of selection

referral bonus

Time Consuming and

competitors might also be
hiring on the same day.

Depends on the college

and its track record of
grooming Talent

Very Time Consuming

Networking is the key

Internal Sources:

Promoting an existing employee to the next hierarchy level of Chief Marketing Officer
after appropriate employee evaluation
Internal Job Postings, where existing employees of the same Hierarchy level laterally
move from their existing domain to another. In this case, employees applying for IJPs
from Human Resources or Operations department will be preferable since they are in
constant touch with logistics and various departments which would help leverage in
understanding the products and its consumer behavior
Source (External)
Promoting

Internal Job Postings

Pros
Helps in motivating the
employee. New Targets
are set and s
Will be preferable since
they are in constant
touch with logistics and
various departments
which would help
leverage in
understanding the
products and its
consumer behavior

Cons

Notes

If prematurely done, the

lack of experience will
backfire on the
promotion and can lead
to poor performance.

Know the apt time for

recruiting, not too early
not too late. Too late
can result in the
employee leaving for a
better opportunity

Biasing can be an issue if

the manager shows
Biasing tendencies,
resulting in talent being
utilized at a wrong place.

There should be
interaction between the
current manager of the
candidate and someone
of higher hierarchy from
the IJP position to avoid
biasing

Possible types of interviews:

One on One:
One on one can be done anywhere as per the interviewers choice of location (e.g.: any
office branch, On Campus, or even for lunch!). Such interviews can help extract several
information from the candidate, from his behavior to different situation, adaptability, stress
handling, body language and etc; according to the different styles of one on one interviews
(Like Stress interview, Case, Situation based interview, General Knowledge and etc.). The
drawback here could be the fact that the candidate is very well prepared and is able to
disguise his true personality during the time of the interview.
Screening Interview:

Advaita Round 3

This is one of the one on one type of interview where the interviewer mostly a HR
would check the eligibility criteria of the candidate as per the Job Designation,
observe the body language of the candidate and Judge his or her stability. This kind
of interview is time saving but it does not guarantee the quality of the candidate.
Stress Interview:
Here, the interviewer creates an intense environment by giving rapid fire questions
that can become very stressful if one does not have the right patience and clear
state of mind. The more spontaneous you are the better, because it your response
under high pressure that they will judge. Can you sustain yourself throughout the
whole Stress is the acid test. Drawback is that such interviews can be handled with
experience and preparation.
Series Interview:
Series interview is nothing but a combination of back to back One on One interview.
The interviewers could be of different domains with varying Hierarchies that seek
different level of maturity or personality, in a way filtering candidates in the process.
Same Drawback as in Stress Interview
Case/Task Based Interview:
This type of interview will test the candidates analytical and creative abilities. Such
interviews give a feel of the real life situations that companies face in their daily
tasks and it also gives the interviewer a sound knowledge of the amount of fine
tuning needed in a candidate. Even though preparation can beat this interview,
this kind of interview does not involve the judgment of the stability of the candidate
nor the personality, thereby not being able to decide whether the candidate will be
the right fit for the team or not.
Technical/Knowledge Based Interview:
Such One on Ones is purely to test the technical or company specific knowledge in a
candidate. As per the Designation, the interviewer will gauge the candidates
knowledge and make a judgment whether the knowledge projected by the
candidate is sufficient enough to be hired or not. Some Drawback as in Case/Task
Based Interview is the fact that a candidate may not be in the right state of mind on
that day and unable to click at the right time, leading to mistakes

Type
Screening Interview

Interview Types
Pros
Cons
Time saving

Stress Interview

Better Judgment of
characteristics

Series Interview

Filtering candidates

Case/Task Based
Interview

Better Judgment of
characteristics

Does not guarantee

the quality of the
candidate
Easy to game with
experience
Easy to game with
experience
Cannot test the
personality, Personorganization and
Person-Team fit

Notes

Advaita Round 3

Technical/Knowledge
Based Interview

Tests the technical

capability

Cannot test the

personality, Personorganization and
Person-Team fit

Panel:
Unlike one on one interviews, panel interviews consists of more than one interviewer from
various domains and hierarchies at the same time. The benefit of this type is that multiple
interviews as clustered into one thereby giving a broader view of the candidate to each
panel member. Connecting well with each member is the key in this interview. The
drawback here is similar to the One on One interview, but with less chance that the
candidate will be able to keep himself in disguise throughout the interview with more than
one interviewer.

Group Interviews:
In this type, multiple candidates are interviewed together with one or many interviewers.
The main purpose of this interview is to check the body language of the candidate while
speaking in front other candidates and by creating an environmental pressure. This type is
the least effective way of filtering out the right candidates and hence it is seldom used by
companies.