Technical Documentation

Recruitment Consulting & Talent Acquisition Delivery Framework

Organization: Orbit Global HR Consultants (India)
Audience: CXOs, HR Heads, Talent Acquisition Leaders, Operations Teams
Scope: India-focused (Gurugram, Delhi NCR, PAN India delivery)

1. Purpose of This Document

This technical documentation explains the architecture, workflow, roles, and control mechanisms used by Orbit Global HR Consultants to deliver structured, compliant, and outcome-driven recruitment services.

The document is intended to:

• Provide operational clarity to client stakeholders
• Standardize recruitment execution across roles and industries
• Support audits, compliance checks, and internal governance
• Serve as a reference for onboarding new client teams

2. System Overview

2.1 Recruitment Consulting System Definition

The recruitment consulting system is a multi-stage, human-led process framework designed to:

• Translate business hiring needs into actionable role mandates
• Source, assess, and close candidates efficiently
• Minimize attrition, compliance risk, and offer fallout

The system combines:

• Structured human workflows
• Market intelligence
• Compliance checkpoints
• Client–consultant collaboration

3. System Architecture

3.1 Core Components

4. Role Definitions & Responsibilities

4.1 Client Stakeholders

• Define business and role objectives
• Approve job descriptions and compensation bands
• Conduct final interviews
• Own offer approvals

4.2 Orbit Global HR Consultants

• Lead role discovery and market advisory
• Execute sourcing and evaluation
• Manage candidate communication
• Support offer closure and onboarding

4.3 Internal Compliance Reviewer

• Validates documentation completeness
• Ensures labour law alignment
• Flags risk before joining

5. Recruitment Workflow (End-to-End)

5.1 Step 1: Requirement Intake

Inputs:

• Role title & reporting structure
• Business objectives
• Team context
• Target compensation range
• Location (e.g., Gurugram, Noida, Delhi NCR)

Outputs:

• Requirement Brief (RB)
• Hiring Priority Classification

5.2 Step 2: Role Calibration & Market Benchmarking

Activities:

• Salary benchmarking using NCR market data
• Skill availability analysis
• Attrition and counteroffer risk assessment

Deliverable:

• Calibrated Job Description (CJD)
• Realistic hiring timeline

5.3 Step 3: Talent Sourcing

Channels Used:

• Internal curated databases
• Direct outreach (passive candidates)
• Industry networks
• Referrals

Controls:

• Duplicate candidate prevention
• Role relevance validation

5.4 Step 4: Candidate Evaluation

Evaluation parameters include:

• Technical / functional skills
• Role-specific experience
• Cultural and team fit
• Compensation alignment
• Notice period risk

Each candidate is submitted with a Consultant Evaluation Note, not just a CV.

5.5 Step 5: Interview Coordination

System supports:

• Interview scheduling
• Feedback capture
• Candidate expectation management

Turnaround SLA:
48–72 hours per interview stage (typical NCR market benchmark)

5.6 Step 6: Offer Management & Closure

Activities:

• Compensation structure validation
• Counteroffer risk mitigation
• Joining date confirmation
• Dropout risk tracking

Critical Control:
No offer is released without compensation and compliance alignment.

5.7 Step 7: Pre-Joining & Onboarding Support

Includes:

• Candidate engagement during notice period
• Documentation checklist
• Joining confirmation

6. Compliance & Risk Management Layer

6.1 Compliance Coverage

The system aligns with:

• Shops & Establishments Act (state-specific)
• Labour documentation standards
• Background verification norms
• Data privacy expectations

6.2 Risk Flags Monitored

• Fake experience risk
• Employment gap inconsistencies
• Offer letter misalignment
• Contractor vs employee misclassification

7. Metrics & Reporting

7.1 Standard Metrics Tracked

Reports are shared monthly or per project, depending on engagement model.

8. Engagement Models Supported

8.1 Contingency Hiring

• Fee on successful placement
• Suitable for mid-level roles

8.2 Retained Search

• Milestone-based engagement
• Used for leadership and confidential hiring

8.3 Hybrid / RPO-Light

• Ongoing hiring support
• Workforce planning + recruitment execution

9. Security & Data Handling

• Candidate data shared strictly on a need-to-know basis
• No unauthorized third-party sharing
• Secure storage of resumes and documents
• Compliance with Indian data protection norms

10. Exception Handling

Common Exceptions:

• Candidate offer withdrawal
• Role change mid-process
• Compensation revisions

Each exception triggers:

• Client notification
• Revised timeline
• Risk re-assessment

11. System Limitations

• Final hiring decisions rest with the client
• Market volatility may impact timelines
• Counteroffers cannot be eliminated, only mitigated

12. Versioning & Updates

• Framework reviewed quarterly
• Updated based on market changes, compliance updates, and client feedback

13. Conclusion

This recruitment consulting system is designed to move Indian businesses away from resume-driven hiring toward structured, compliant, and outcome-based talent acquisition. Get direction