1. Will take a vacancy in the process after receiving a request within one working day

2. Sets up a brief for the vacancy within the next three working days from the date of request (in accordance with Hiring Managers’ calendar)

3. On the day of the brief, the vacancy will be published in Huntflow, on the career site and the search will begin

4. Will upload the first CVs to Huntflow (minimum five) within three working days after the brief

5. Will provide feedback to the candidate on refusal within five working days after the interview

6. Will prepare job offer in one working day and start the approval process

7. Will present job offer to the candidate on the day he receives all approvals

Recruiter

Time to offer is not less than 85%. Time to offer is a number of calendar days between the date of vacancy brief and the date of candidate’s job offer acceptance.

See the table with Time To Offer SLA depending on role level and department

1. Provides feedback on the first CVs within two working days in the case of a non-standard role

2. Provides meeting slots with the candidate in the next three working days after the HR interview

3. Provides feedback on the results of the case/interview within one or two working days

4. Provides the task/business case to the vacancy no later than one week after the brief

To start the recruitment process for a role, the Hiring Manager submits a recruitment application. We expect that by providing recruitment request, the manager has time to participate in the recruiting process (meetings with the candidate, providing feedback).

The application is submitted through the manager’s personal account using Avito People. After this step, a recruiter is assigned to the position within one working day.

If you have any questions, please, use the «Help» section in the upper right corner of the personal account, where you can get answers to questions about working with your account.

The Hiring Manager account should contain all vacancies approved for hiring, as well as information about already hired employees. In case you need to change the grade, position title, stack, hiring manager or other attributes or you do not see the right information you need to adjust the C&B specialist:

Elena Kukley — supports Real Estate and Auto verticals
Alexandra Pchelintseva — supports Jobs, Services and Goods verticals

The recruiter conducts a competency interview using the STAR technique.

Recruiter Evaluates hard skills, soft skills, leadership competencies, motivation, identifies potential risks, makes a presentation of the vacancy, the company, makes deep dive into the selection process and stages, and indicates the time frame of the process.

Recruiter leaves detailed structured feedback on the assessment in Huntflow and transfers the candidate to the hiring manager stage after the interview.

Recruiter organizes an interview using KonturTalk for the hiring manager and the candidate.

The hiring manager gets acquainted with the candidate's CV and comments on the previous stages of the assessment, and independently or with the help of a recruiter conducts an interview with the candidate. The manager's aim is deep evaluation of hard skills, soft skills and leadership competencies using STAR technique.

STAR is a technique for qualitative information gathering using behavioral questions. During the interview, the interviewer asks the candidate to provide specific examples of situations from his experience. This helps to understand the candidate's skills and how they are demonstrated. To assess one competency, it is necessary to analyze at least two examples.

We clarify the situation within which the competence was revealed

We find out what exactly the candidate did to achieve the goal

We evaluate the achieved result and its complianc with the goal

We find out what the candidate’s goal was

— from real experience with personal participation of the candidate

— specific, recently occurred (over the last 1-2 years)

— completed (where there is a result that can be evaluated)

This guide will help you to prepare for the meeting and determine a list of interview questions. It contains a complete list of competencies, indicators and examples of the questions for assessing them.

During the interview, the Hiring Manager makes a presentation of himself, the company, the vacancy, the team, KPIs, role tasks and the image of the result expected from the candidate, and also answers the candidate’s questions.

At the end of the interview, the Hiring Manager fills out a structured comment using Huntflow form similar to the recruiter’s comment.

The shared form is used in case the Hiring Manager conducts the interview with the recruiter, indicating which comment is left by the recruiter and which by the manager.

The case is not used for all roles. The recruiter briefs the candidate and sends him the task if there is a necessity of using the case evaluation. Recruiter agrees with the hiring manager about the case evaluation session participants, discusses the need for pre-reading and the employee who will conduct it. Afterwards, recruiter books a slot for the session in advance, taking into account the previously received inputs. Recruiter adds the candidate's CV, task and solution (after receiving from the candidate) to the meeting.

Recruiter facilitates the evaluation session, records it, informs the candidate of the deadline for feedback providing, at the end of the session, collects feedback from participants, and adds feedback to Huntflow.

Participants of the session evaluate the solution to the business case and its presentation by the candidate, and then share feedback.


The final decision on the candidate is made by the hiring manager within one to two business days after the case.

Business Case

Recruiter presents a job offer to candidate, works through counter-offers (if any), agrees with him on the start date and talks about the employment process.

If the candidate still has questions about the role or there is a high risk of him refusing the offer, the recruiter will present the offer together with the hiring manager.

1. Accompanies the candidate until his employment: maintains contact with him, coordinates the collection of documents, answers questions

2. Clarifies with the manager who will be the buddy for the newcomer

3. Sends a reminder to the manager’s calendar about the employee’s employment date

HR team supports employment of newcomer until 14:30

13:00 — Employment

13:30 — IT induction and laptop receiving

14:00 — 14:30 — Onboarding meeting
Onboarding team tells the newcomer what the adaptation process in Avito looks like, answers all questions that arise and helps them quickly get used to the office and Avito processes.

14:30 — Mentor/buddy or Hiring manager meets newcomer

Remote newcomers receive the equipment from two to three working days after employment. In order not to waste this time, employees can start working from their personal device before receiving the Avito laptop.

On the first working day, a newcomer receives instructions on how to connect to internal systems, login and password via personal email.

1. To formulate expectations from the role and the new employee correctly

2. To learn how to conduct interviews and assess competencies

3. To make the presentation of the company and vacancy tasty

4. To generate and provide objective feedback based on the results of communication with candidates

5. To make a decision you won't doubt

6. To deep dive into recruitment as a system process

The training is recommended for all employees in managerial positions and mandatory for all new managers who will manage teams

Average completion time: up to 2 hours

2. Workshop «Candidates assessment» is developed for getting practice knowledge that will be useful for conducting interviews.

At this meeting, we will discuss and practice techniques for conducting interviews, assessing candidates and their motivation, and the mechanics of asking questions to candidates.
The workshop is a practical part of course «Hire Me If You Can» . The aim is to practice theory so that the knowledge can be easily applied in work.

Average complection time: 3,5 hours