Lusine Harutyunyan

Step 1: Mastery of the Employee Lifecycle (Foundational Scope) What to evaluate: Do they understand how the candidate experience influences long-term employee retention? Do they know what happens to a candidate before they apply (attraction) and after they sign the offer (onboarding)? Step 2: Advanced Sourcing & Market Mapping (The Pipeline) What to evaluate: How do they identify and approach passive talent (people who aren't actively looking for a job)? Can they articulate a personalized outreach strategy rather than sending generic, copy-pasted messages? Step 3: Structured & Behavioral Interviewing Skills (The Diagnostics) What to evaluate: Can they design and conduct a structured interview? Do they know how to utilize competency-based frameworks like the STAR method (Situation, Task, Action, Result)? Can they catch rehearsed answers and ask effective, unscripted follow-up questions? Step 4: Culture-Driven Hiring (Decoding the Organization) What to evaluate: Do they know the difference between "culture fit" (hiring people who look and think exactly like the current team) and "culture add" (hiring people who share the core values but bring fresh perspectives)? How do they evaluate a candidate's soft skills and emotional intelligence (EQ) against the company’s unwritten cultural rules? Step 5: Onboarding Integration Design (The Transition) What to evaluate: How do they manage the pre-boarding phase (the gap between signing the contract and the first day)? Do they understand how to structure an onboarding process that reduces first-week anxiety and builds immediate psychological safety? Step 6: Stakeholder Management & Consultation (Internal Power) What to evaluate: How do they interact with hiring managers and department heads? Can they push back professionally if a manager’s hiring demands are unrealistic for the current market? Do they act as a consultative advisor or just an "order-taker"?