有效的招募

•

0 likes•174 views

The document outlines 5 essential components for effective recruitment: having a strong belief in the value of the career; maintaining a positive attitude towards recruitment; determining reliable sources for recruitment leads; adopting a professional process from initial contact to final interview; and cultivating an agency atmosphere of trust, leadership, and motivation.

The essential components of effective recruitment 有效招募的要素 ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]

[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],The essential components of effective recruitment 有效招募的要素

What's hot

Employee Engagement Presentation By Big Ideas HR

Big Ideas HR Consulting Private Limited

Employee Engagement Presentation By Big IT Jobs

Big IT Jobs

Jill Harper - Rack Card

Jill Harper

Andreas Petersen eng

Andreas Petersen

Frontify exhibiting at Zurich Tech Job Fair Spring 2019

TechMeetups

Stephen Harris

What's hot (6)

Employee Engagement Presentation By Big Ideas HR

Employee Engagement Presentation By Big IT Jobs

Jill Harper - Rack Card

Andreas Petersen eng

Frontify exhibiting at Zurich Tech Job Fair Spring 2019

Stephen Harris

Similar to 有效的招募

Sudip

jishudas

Inquire on Sources: Means of attracting sources is done through Temp Agency called Kelly Services, where they must be employee at Nike for at least 6 months to be considered for any openings. Contracts temps have with Kelly Services is for a year, then there is a 3 month break, and then they may come back on another year long contract. Rarely, when Kelly Services does not have temps/ candidates for Nike, Nike will post openings on sites like Craigslist, Indeed.com, and so on… What are Nike’s recruitment tactics? Kelly Services brings on temps who must be at Nike for at least 6 months. Once the 6 months are up, if there are openings, they can apply. Temps are usually eager to apply but they are typically notified by hiring supervisor at Nike. Kelly Services does comprehensive screening before bringing anyone on board: background test, drug test, basic comprehensive testing, tour of plant, orientation… What is Nike’s culture like? Nike has a very fun and competitive culture. Very family-oriented Team-oriented company Embraces diversity and celebrates employee’s successes. How is Nike’s mission and goal reflected in the hiring process: Nike’s primary focus is in meeting the athlete’s needs; their mentality is somewhat along the lines of “if you have a body, you are an athlete,” and that includes the person being interviewed for the job. Wants to protect the people, the business and the planet so safety is key and this is emphasized throughout hiring process. Part of being considered for the job is having worked as a temp for Kelly Services for at least 6 months where they will have to have been “safe” throughout assignment. Are there different levels of sourcing depending on the position? Yes- for example, a supervisor could have been someone who started as a temp and worked their way up to that position. Or someone who applied externally that may have had the experience/ history needed. Some positions are usually employees who are promoted, but come from within. Others, there is more flexibility to hire from outside. Based on how many people need to be hired, sometimes Nike works with Kelly Services and/ or external sources. First impressions when hiring? As candidate: need to be confident and upbeat. Must be positive and have motivation to grow with the company. As employer: most candidates are temps through temp agency so after interview, they continue working while they go through hiring process. Typically, it is a good experience for candidates who leave with a good impression. On occasion, it can be used as learning experience for candidate, if they don’t get job, so they can apply in the future. Always motivating candidates. What are your selection measures? Hiring Process Steps: Supervisors request to hire based on company needs. Once director approves, supervisors let Kelly Services temps know that there will be openings. They go over jobs, requirements and so on. Temps must have been on assignment for at least 6 months to b.

Inquire on SourcesMeans of attracting sources is done through Tem.docx

altheaboyer

Management Fundamentals

William Locke

D Shefrin & Associates Search Brochure

sheroldt

https://www.humanresourcestoday.com/frs/23081290/centering-equity-in-upskilling/email “Quiet hiring” is the latest workplace trend, and it's not a new concept. When done correctly, quiet hiring can be seen as a win-win for employers and employees alike. Employees are given the opportunity to advance or expand their skills (and careers!) by working on something new or different, while employers are able to fill skills gaps within the organization. This requires organizations to think about how they are upskilling their employees. Are they creating upskilling opportunities that are inclusive and equitable? Join Rashim Mogha, business executive and DEI thought leader, for an in-depth discussion on: • Providing flexibility, mentoring, and coaching in upskilling programs • Focusing on both functional skills and power skills • Creating equitable measurement criteria

Discover How Quiet Hiring will Supercharge Your Upskilling Process!

Aggregage

Vital Ingredients in Employee Recruitment

HL Lesbrown

In this presentation, we'll highlight the importance of HR professionals as credible activists. We'll explore three key steps to build trust: Prioritize Actions Over Words, Understand the Business Holistically, and Exercise Patience—trust and credibility grow gradually. Additionally, we will discuss promoting employee activism and HR's role in supporting it. This presentation is for HR professionals aiming to boost their effectiveness as business partners and advocates for employee activism. For more information, visit our website: https://www.factsuite.com/

The credible Activist How to become a valuable business partner in HR

FactsuitePerformance

3 Staying Motivated Whilst Job Hunting

sklip

Employees are the bedrock of every organisation and are largely responsible for business success. However, many organisations lose their best hands due to the inability of leaders and senior management to appreciate and value them. Ultimately, this leaves employees disengaged and dissatisfied – factors contributing to employee loyalty. While committed employees go above and beyond to deliver results that impact business growth, there's an evident lack of motivation and interest when you don't appreciate them or show you want the best for them. Fostering employee loyalty is not without its challenges. At a time when employees change jobs frequently and voluntarily, as a business leader, you must develop a work environment where loyalty is factored. In this deck, you'll uncover five (5) effective tips to foster or improve employee loyalty in your organisation. You'll also learn • The key factors that contribute to Employee Loyalty • The Impact of Employee Loyalty on Business Success • How you can measure Employee Loyalty in your organisation.

Cracking the Employee Loyalty Code. PPTX

Workforce Group

How can you have a positive impact on employee engagement? You can start by championing employee recognition, which has been shown to increase employee engagement between 14 and 60 percent. This slide deck was produced for a webinar of the same name that appeared on HR.com on May 29, 2019. You can view the recording of that webinar here: https://go.bonus.ly/watch-webinar-recognition-program-buy-in

Getting the buy-in you need to launch an effective employee recognition program

Bonusly

8 human resource management..

Abdulahi Abukar ABAJEY

Tri net eguide_hiring_2012

ReadWrite

HR Capitalist: WIIFM - What's In It For Me (and why it's the secret for manag...

Kris Dunn

Pioneer Selection Recruitment Pack

Junaid Bokhari

Pioneer Candidate Pack email single pages

Junaid Bokhari

There certainly seems to have been a growing sense of informal negativity towards recruitment consultants in the region. A recruitment agency should help speed up the recruitment process and take a significant workload of your plate. The better consultants should be well connected and be able to provide you access to strong candidates that would be otherwise impossible to gain access to. Due to the significant sums of money involved in the recruitment business, this have caused a drastic shift in how some recruitment companies in the middle east approach their clients. Some have abandoned the mature, well informed true consultative approach and instead replaced it with a high volume, sales orientated approach. Others have become CV passers and nothing more. Finding and getting the best out of a recruitment agency, however, requires planning, preparation and determination. This presentation was used at HR Summit and Expo 2013 www.hrsummitexpo.com

How To Get The Most Out Of Recruitment Agencies, Oussama Mansour

The HR Observer

In our industry, it's never been more important to value diversity and inclusion among your workforce. A broader range of people mean a richer, deeper pool of talent at your disposal. However, making sure your rich talent-pool keeps fresh, creative and happy is an on-going challenge. Here, we offer our top five tips to making sure you run a happy ship where every employee is determined to sail towards success.

Five Top Tips: For a happy and productive workforce

Thomas Warner

Brown HR

Mohamad Saadeddine, MBA

Jeffery David Whippo Explains Different Ways to Measure Motivation

andrewhodo

As we approach the final months of 2019, it’s helpful to use this year’s successes to create a plan for next year and beyond. But, that can be easier said than done. With an abundance of opinions from leadership and staff and data collected from research, it’s overwhelming trying to prioritize what needs to be done. And when things get overwhelming, it often leads to nothing taking priority. You don’t have to figure out this plan alone! Join Libby Mullen from BizLibrary and JD Conway from BambooHR as they discuss five strategies every company should use.These strategies come from simple concepts that you can easily implement at your organization to put you on the path to success.

5 Ways to Prepare Your Organization for a Successful 2020

BambooHR

Similar to 有效的招募 (20)

Sudip

Inquire on SourcesMeans of attracting sources is done through Tem.docx

Management Fundamentals

D Shefrin & Associates Search Brochure

Discover How Quiet Hiring will Supercharge Your Upskilling Process!

Vital Ingredients in Employee Recruitment

The credible Activist How to become a valuable business partner in HR

3 Staying Motivated Whilst Job Hunting

Cracking the Employee Loyalty Code. PPTX

Getting the buy-in you need to launch an effective employee recognition program

8 human resource management..

Tri net eguide_hiring_2012

HR Capitalist: WIIFM - What's In It For Me (and why it's the secret for manag...

Pioneer Selection Recruitment Pack

Pioneer Candidate Pack email single pages

How To Get The Most Out Of Recruitment Agencies, Oussama Mansour

Five Top Tips: For a happy and productive workforce

Brown HR

Jeffery David Whippo Explains Different Ways to Measure Motivation

5 Ways to Prepare Your Organization for a Successful 2020

有效的招募

Recommended

Recommended

More Related Content

What's hot

What's hot (6)

Similar to 有效的招募

Similar to 有效的招募 (20)

有效的招募