Task: to cater the HR need of client most efficientand professional way, with regular feedback and single point of contact. Major Concern: Team work. Research methodology Commitment towards the given taskDesigned by –Paul Dominick for HR Consultant. LINKED ID:Paul Domnick Raj
FILLING OF HRF MIS ANALYSYS ALLOTMENT OF TASK TO TEAMS NON TECHNICAL TECHNICAL ITES TEAM MIS TEAM TEAMCREATION OF MASS MAIL/JOB DATA BASE POSTINGSHORT LISTING TELEPHONIC OF CVS FOR INTRVIEW/LINE INTERVIEW UP
Explanation:Once The Client signs an agreement for man power requirement, the given HRF is dully filled up by theBDM ,BDE ,the HRF is forwarded to the MIS for registration once the registration has been done theHRF is forwarded to the analysis team for better understanding, of requirement ,mode of search etc, theviews and suggestion is forwarded to the director for approvals. Based On the approval of the Directorthe HRF is forwarded to the respective team. Each Team consist of two recruiter, the team work hasbeen designed as follows.•At the first instance one member of the team concentrates in Executive for cvs and creating data basefor the given JD in border aspect. Were as the second member of the team concentrates in mass mailsand Job posting.•Once certain data are generated, short list cvs and forwards it to second member of the team who thenconcentrates in telephonic interviews, line up of candidates.•It becomes the routine work of the first recruiter to create data base from feedback of mails, Jobposting etc.•It is the responsibility of the team to report at the end of day in terms of data, line up etc.•It is mandatory that every team forward report to the Director, HR Manager and the MIS.The MIS team would be responsible for every communication with client, updating on requirement, Theentire process is defined below
General procedure towards the achievement of task:It is the routine role of the business development Executive towards to development of business in termsof staffing ,The business development follows it own strategy towards the client, and the growth ofbusiness ,Its is mandatory for the BDM ,BDE to duly fill the Human Request form before the approval ofthe any job requirement. Based on the based on the analysis HRF and the approval of the Managementthe requirement is put on process. HRF Form: Name of Client Required Designation Industry preferred Experience Relevant Experience Skill sets required Language Fluency Work Location Total number of vacancies Turn over Time CTC/Negotiable Duration for roll of the offer Contact Details
Explanation:Name of client shall be clearly mentioned ,with requirement of skill set ,experiences, industry ,CTC, location, Time that can be granted to candidates if selected ,total number of vacancies ,turnour time ,Contact person mail id with mobile number for correspondence.Analysis of HRFThe filled up HRF has to be processed to the HR Manager directed to the Analysis team forfurther the Process.The analysis team consists of 3 members from technical, Non technical, ITES for the betterunderstanding of the requirement, Sources, and approval. A review on the analysis is forwardedto the Director for the further Approval.What is Job Analysis and How Can It Help?Job analysis is the use of any of a number of structured techniques to study the work of anorganization. The unit of study in Job Analysis is, of course, the JOB, or more precisely, thepositions making up the structure of an organization. Job analysis organizes information aboutpositions, such as relevant behaviors (tasks), knowledge, skills, abilities, and other attributes,(sometimes referenced as KSAOs), required of incumbents holding positions. The informationgathered during job analysis provides a foundation for such necessary human resourcemanagement activities as selecting personnel to fill positions, training them to perform job-specific tasks, developing performance evaluation standards, determining appropriatecompensation, and promoting personnel within career families.
ExplanationThe analysis team understands the requirements;, mode of sourcing profile, in case if Head huntingand shares their views to the director for approval. In completion of the approval the task is forwarded torespective team.Team Structure:Based on the requirement of the client the recruiters has beendivided into 5 Teams:1. Technical Team2. Non Technical Team3. ITES Team4. Research, Client Correspondence and MIS5. Internal Recruitment TeamEach Staffing team consist of 2 Recruiter (Senior and a junior), it is the responsibility of therespective team to line up candidate to their clients in given span of time. Team shall beresponsible for the entireHuman resources availabilitySkill set availabilityConsultant EngagedCTC/Age/Experience/LocationMode of sourcingTurn over TimeJob FreshnessComment
ExplanationThe analysis team understands the requirements;, mode of sourcing profile, in case if Head huntingand shares their views to the director for approval. In completion of the approval the task is forwarded torespective team.Team Structure:Based on the requirement of the client the recruiters has beendivided into 5 Teams:1. Technical Team2. Non Technical Team3. ITES team4. Research, Client Correspondence and MIS5. Internal Recruitment TeamEach Staffing team consist of 2 Recruiter (Senior and a junior), it is the responsibility of therespective team to line up candidate to their clients in given span of time. Team shall beresponsible for the entire Process of selection and generating feedback, submittingreports on the same
Work Process for Each Team:Function 1: Creation of Data Base for given profileFunction 2: Mass MailFunction 3: Job PostingFunction 4: Telephonic elevation and line upFunction 5: Reports, Feed Back.
Creation of Data Base:Following steps need to be followed in Creation of Data BaseA: Executive search from portalB: ReferencesC: MailsD: Job advertisementE: Head Hunting
A: Executive searchThis process mainly rely on recruiter to mine data from Portal based on Job requirment, skill set ,Industry Preferred, Ctc, total years of experience ,etc.Recruiter can also concentrate in existing data ,referrals .It is always advisable thatExecutive search in wider manner.Mass Mail:Based on the requirement a mass mail can be sent to relevant candidates. StandardTemplate for Mass Mail:Subject : Immediate opening for the post of------Content:It is my pleasure to inform you that we do have immediate opening for the postof_____ for one of our reputed client located in___,the CTC for the same would bebetween— to ---,If interested please do mail your updated cv to:Name of recruiter:Email:Thanking you,With best regards,Date
Method To send mass mail to candidates:1.Login as an Admin/Recruiter2.Click Candidates tab.Click Mass mail to candidate’s link, located at the right panelClick Send mass mail linkIn the Mass mail to candidates page, select the following and click Send Mass Mail button:- From Address- Custom View- Email TemplateNote: You can add CC and BCC, which is optionalMack sure when you send mass mail to filter profiles based on JD ,so that the mail reaches thecorrect personnel.Please be clear on your mail id and contact ,Do not disclose the name of client at any point of timeMack sure to explore the feed back in daily basis
Job advertisement:Job Posting is the major area of recruitment, where the candidates himsel funderstands the vacancies in a particular organization, where he analysis his skill,education, experience ,and CTC before applying for the particular position.There the Job posting should be very clear ,well defined for the understanding ofthe particular position improper Job Postings leads to junk and irrelevantapplicant which shall corrupt the entire inbox .Below is the format of job posting: Job Title Job Description Experience Major area of responsibility Qualification Skill set CTC Location Industry Preferred Date of advertisement Mail ID(please do not use @ ,Use at),Name
Use these steps to develop your job descriptions.Gather the appropriate people for the task. The manager to whom the position will report takes the leadin developing a job description, but other employees who are performing similar jobs can contribute to itsdevelopment, too. Additionally, if the position is new and will relieve current employees of work load,they should be part of the discussion. A first position ? The manager or company owner can develop thejob description on his or her own.These are the normal components of the job description:Overall position description with general areas of responsibility listed,Essential functions of the job described with a couple of examples of each,1 .Required knowledge, skills, and abilities,2. Required education and experience,3. A description of the physical demands, and4. A description of the work environment
Title of Job:Position Description:Write a one sentence description of what the position does within your organization. Example: TheHuman Resources Manager guides and manages the overall provision of Human Resources services,policies, and programs.Major Areas of ResponsibilityUse bullet points to list the major areas covered by your job. For example, a Human Resources Managermight list responsibilities that include, but are not comprehensive, such as these.Required education and experience,Required knowledge, skills, and abilities, CTC etcHead Hunting:Head huntingHeadhunting refers to the approach of finding and attracting the best experienced person withthe required skill set. Headhunting involves , hunting through referrals, social network,institutes and convincing the person to join the organization..,
Telephonic Evaluation and line upOnce the Data Base is created, relevant candidate’s cvs are filtered and reached through telephonicinterview for the further process, shortlisted candidate’s cvs are sent to the client for screening and lineup candidates for interview .Please do fill the evaluation sheet during telephonic interview. Evaluationssheet need to be attached to all shortlisted CVS .Evaluation sheet:1. Formal qualifications (Meets them , exceeds them, equivalent experience)Comments______________________________________________________________________________________________2. Experience (highly relevant, meets the minimum requirements, appropriate, not appropriate)Comments_______________________________________________________________________________________________3.Professional/technical knowledge (very knowledgeable, demonstrates a high degree of knowledge ofrelated field, meets Minimum requirements_________________________________________4. Interpersonal skills (A very good ability to persuade and influence others, strong communicator,moderately sociable and persuasive, might have problems relating and influencing others, would notrelate effectively to others)Comments__________________________________________________________________
5. Problem-solving Skills (Demonstrated high degree of understanding and experience, reasonably strong,lacked an understanding and knowledge)Comments_____________________________________________________________________6. Reason for leaving last position (More responsibility and remuneration, career developmentopportunity, location, notCurrently in a position)Comments__________________________________________________________________7. Availability (Starting date):8. Overall evaluation (highly recommended, acceptable, not recommended)Comments_____________________________________________________________________9. Decision .(shortlisted , not short listed)Comments_____________________________________________________________________Interviewer’s name:________________________________________________Date____________________________________
Indidual team work Flow Chart Identifying prospective candidates/Short listing for Telephonic Round Hold talk with candidates Candidate Not reachable/Rejected selected Candidates shortlisted cvs are Sent to client Final list for Candidate line Final selected interview up/report list /dOJ etc
Daily Report Sheet Position1 Position2 Position3 Total number of cv in Data Bank Total number of cv Shortlisted Total number of calls for day Total number of cv dispatched for day Total number of candidates lined up for day Total no of candidates attended interview till day Over all selection status till day Date Team NO Over all status of day:NOTE: : Please do attached the folder shortlisted cvs ,to this report when ever cvs aresent to clients or candidates sent for interview ,in daily basis .Every day report shall
MIS:Function: Any Human Request form Filled by the BDM ,BDE, has to be processed to the MIS ,beforeforwarding to the Management,:1. The MIS registers the HRF,(Total number of requirements, Turn over Time..etc) ,Contact details, Pending SRS if any , in the main Machine.2. MIS shall play the mode of contact between the Client regarding feed back, Interview Schedules.3. CC of All Reports shall be forwarded to MIS in every day Basis.4. MIS shall be responsible for brief report clarification to the Director in case required.5. MIS would be responsible regarding Clarification interview status, selection status , Client up date.6. MIS shall be responsible for client interaction in daily or weekly basis7.It is also the function of MIS to Maintain Master Data base , and selected Data Base .
Thanks for Viewing the presentation.IT was Mainly designed as a guide Lines for recruitment Firm in terms of Recruitment and selection Process.Cooperate Generally deals with similar HRF but Consultant handle multiTask where the recruiter need to be 99 Times Faster and aggressive thana normal HR of a company or a cooperate ,the salary is limited but huge effort is essential for the achievement of task never the less to say aperson strong in recruitment from a recruitment Firm should prove 100 better than any cooperate HR ,do not disheart working for a vandor I wish them all the best to reach a Number one Cooprate. REGARDS>>> Paul Domnick R (MBA,MTM,LLB) LINKED ID:Paul Domnick Raj