Problem 1: Finding Immediate Joiners

One big challenge we faced was that the client needed people who could join immediately. But most candidates we found outside were already working somewhere and needed to serve notice periods — they couldn’t join right away.

Solution: Checking Our Bench First

Our team quickly checked our own internal bench list — these are skilled people who are not currently working on a project but are ready to start anytime. This smart move saved us a lot of time. We got a head start by shortlisting these available candidates.

But our recruiters didn’t stop there. They also stretched their working hours — staying late, working weekends, and going the extra mile to search for more profiles. This dedication helped us speed up the process and meet the deadline

Problem 2: Scheduling Interviews

The next big challenge was setting up interviews. Both the client and the candidates had very tight schedules. Some candidates were only free late at night, while the client could talk only early in the morning or between their busy meetings. On top of that, we had 750 profiles to process in a short time — which made things even tougher.

Solution: Using Flexibility and Technology

Our recruiters stayed flexible. They worked outside regular hours — early mornings, late nights, and even weekends — just to make sure interviews happened on time. They also prepared candidates beforehand in technical terms so the interviews would go smoothly.

To handle the large number of profiles, we used our AI voice bot to take the first round of interviews. This helped us quickly screen many candidates, saving time for both our recruiters and the client. Thanks to this smart use of technology, we were able to meet the client’s needs without delays.

Problem 3: Maintaining Candidate Engagement

The third hurdle was keeping candidates engaged throughout the process. With so many companies hiring, candidates had multiple offers. It was easy for them to lose interest or accept another job midway.

Solution:

Our recruiters played the role of career advisors and motivators. They kept in touch with every candidate, helped them understand the value of working with client, explained the long-term career benefits, and guided them through the process with care and clarity.



Problem 4: Pressure and Stress

The pressure on our recruiters was intense. There was a strict deadline, a high number of positions, and a lot at stake. But instead of giving up, our team turned pressure into performance.

They supported each other, worked like a family, shared updates constantly, celebrated small wins, and stayed focused on the goal.