Sudip

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Sudip

  1. 1. I cameI came .... I learntI learnt…… appliedapplied….….achievedachieved ……stillstill learninglearning………………………………….………………………………….my workmy work ……………..…………….. and amand am sharingsharing byby Samir Anand!!!Samir Anand!!!
  2. 2. ………….and what we will discuss.and what we will discuss Introducing Myself.Introducing Myself. IntroductionIntroduction Steps in RecruitmentSteps in Recruitment CircleCircle Client Handling.Client Handling. Recruiting MantraRecruiting Mantra Head HuntingHead Hunting Time ManagementTime Management Performance 360 degreePerformance 360 degree
  3. 3. Introducing Myself!!Introducing Myself!!  My journey began withMy journey began with PlanmanPlanman Consulting,Kolkata –Consulting,Kolkata – HRIC(Temp.Staffing)HRIC(Temp.Staffing) on April,2008.on April,2008. And till that I feel I had been through aAnd till that I feel I had been through a metamorphosis. I came here as a freshmetamorphosis. I came here as a fresh graduate with lots of dreams in my eyesgraduate with lots of dreams in my eyes with the hope to be SOMEONE!! But Iwith the hope to be SOMEONE!! But I learnt from my Managerlearnt from my Manager Mr. Arjun DuttaMr. Arjun Dutta that don’t just be SOMEONE be the ONLYthat don’t just be SOMEONE be the ONLY ONE and JUST ONE!! And this changedONE and JUST ONE!! And this changed the vision and mission of my life. One whothe vision and mission of my life. One who things that office cannot be a place wherethings that office cannot be a place where you don’t feel the belongingness but Myyou don’t feel the belongingness but My TEAM proved it wrong We ACTUALLYTEAM proved it wrong We ACTUALLY STAND TOGETHER and WE MEANSTAND TOGETHER and WE MEAN IT!! I have learnt a lot from everybodyIT!! I have learnt a lot from everybody and this is only an attempt to share myand this is only an attempt to share my experience with you all!! So here I go…..experience with you all!! So here I go…..
  4. 4. Introduction The Recruitment cycle consists of various steps to recruit the right candidate for the job.
  5. 5. Steps in Recruitment CycleSteps in Recruitment Cycle Getting the requirement Planning Sourcing Screening  Short listing interviewing the candidates Short listing Offering the candidate
  6. 6. Client ServicingClient Servicing Lesser Turn AroundLesser Turn Around TimeTime In simple terms -In simple terms - “Any individual or“Any individual or organization who is providedorganization who is provided service is a Client”service is a Client” Clients should be handled –Clients should be handled – ProfessionallyProfessionally PersuasivelyPersuasively ConfidentlyConfidently Keys to Successful Relation withKeys to Successful Relation with Clients -Clients - Providing Good ServiceProviding Good Service Anticipating their requirementsAnticipating their requirements Managing their expectationsManaging their expectations Lesser Turn Around TimeLesser Turn Around Time
  7. 7. Client HandlingClient Handling The bond between a company and a client is arguably theThe bond between a company and a client is arguably the mostmost crucial factor in business. It is therefore important thatcrucial factor in business. It is therefore important that today’stoday’s professionals handle clients professionally, persuasively,professionals handle clients professionally, persuasively, andand confidently.confidently. Following Factors are there which are essential in it-Following Factors are there which are essential in it-  Listening and probing skillsListening and probing skills  EmpathyEmpathy  PleasantnessPleasantness  Objection-handling techniquesObjection-handling techniques  Ability to answer queriesAbility to answer queries  Ability to handle difficult clientsAbility to handle difficult clients  Negotiation skillsNegotiation skills  Troubleshooting skillsTroubleshooting skills
  8. 8.  Hiring Top Talent Means More Profit: The right personHiring Top Talent Means More Profit: The right person will make contributions to your company's productivitywill make contributions to your company's productivity and profitability that far exceed salary cost. But the wrongand profitability that far exceed salary cost. But the wrong person can cost you plenty.person can cost you plenty.  Once you get the exact candidate one has to make sureOnce you get the exact candidate one has to make sure that the manpower recruited is as per the job need of thethat the manpower recruited is as per the job need of the client.client.  Each job task is analyzed according to the knowledge,Each job task is analyzed according to the knowledge, skills, abilities and attitudes required to perform the jobskills, abilities and attitudes required to perform the job correctly . Once a business knows what the positioncorrectly . Once a business knows what the position requires, the hiring process is faster and more effectiverequires, the hiring process is faster and more effective because job candidates are evaluated on a common set ofbecause job candidates are evaluated on a common set of criteriacriteria
  9. 9.  While a new employee has to make economic sense for today's tasks, theWhile a new employee has to make economic sense for today's tasks, the best hires are people who position you to profit as your business movesbest hires are people who position you to profit as your business moves into the future. New people should provide the skills you need in theinto the future. New people should provide the skills you need in the future, not just match the job demands you see today.future, not just match the job demands you see today.  Finally, "No single technique on its own can predict on-the-jobFinally, "No single technique on its own can predict on-the-job performance so companies need to use a blend of tools that reflect theirperformance so companies need to use a blend of tools that reflect their needs.needs.  The research on hiring is clear on one point: using multiple selectionThe research on hiring is clear on one point: using multiple selection methods gives you the best employees.methods gives you the best employees.
  10. 10. HEADHUNTINGHEADHUNTING `Headhunting’ refers to the approach of finding and attracting the`Headhunting’ refers to the approach of finding and attracting the best experienced person with the required skill set.best experienced person with the required skill set. This is done by finding, sourcing and looking forThis is done by finding, sourcing and looking for prospective applicants from possible areas where they can beprospective applicants from possible areas where they can be found.found.
  11. 11. PROCESS OF HEADHUNTINGPROCESS OF HEADHUNTING  Understand the requirementUnderstand the requirement  Map the list of competitors of the organizationMap the list of competitors of the organization  Identify the prospective employee from competitors organizationIdentify the prospective employee from competitors organization  Sell the job to the prospectSell the job to the prospect  If interested, call for a formal discussionIf interested, call for a formal discussion  Offer the candidateOffer the candidate  Co-ordinate in Joining Process.Co-ordinate in Joining Process.
  12. 12. TIME MANAGEMENTTIME MANAGEMENT Your productivity is directly related to how well you manage your time.
  13. 13.  Set Goals, Priorities, and PlanningSet Goals, Priorities, and Planning  Maintain TO DO ListsMaintain TO DO Lists  Schedule YourselfSchedule Yourself  DelegationDelegation Time Management
  14. 14. ADVANTAGES OF TIMEADVANTAGES OF TIME MANAGEMENTMANAGEMENT  Gain TimeGain Time  Motivates and InitiatesMotivates and Initiates  Reduces AvoidanceReduces Avoidance  Promotes ReviewPromotes Review  Eliminates CrammingEliminates Cramming  Reduces AnxietyReduces Anxiety
  15. 15. PERFORMANCE 360PERFORMANCE 360 DEGREEDEGREE Performance 360-degree is a full circle system of obtaining information from peers, subordinates, and internal and external customers, about the employee's performance. 360-degree assessment is based on the assessment of an individual's management styles, competencies and behavior by colleagues horizontally and vertically by involving his boss, peers and direct reports in the organization .
  16. 16. PERFORMANCE 360 DEGREEPERFORMANCE 360 DEGREE
  17. 17. PERFORMANCE 360 DEGREEPERFORMANCE 360 DEGREE PrerequisitesPrerequisites    Top Management SupportTop Management Support    Confidence of employees on the appraisalConfidence of employees on the appraisal methodologymethodology    Objectives need to be measurable withObjectives need to be measurable with performance requirements clearly stated.performance requirements clearly stated.    A detailed plan of implementation,A detailed plan of implementation,  collaboration between superior and subordinates collaboration between superior and subordinates    Some prior experimentation and positiveSome prior experimentation and positive experiences Clear organizational philosophy andexperiences Clear organizational philosophy and policy objectivespolicy objectives
  18. 18. ADVANTAGE OFADVANTAGE OF PERFORMANCE 360 DEGREEPERFORMANCE 360 DEGREE  It provides a better understanding ofIt provides a better understanding of individuals performance at work.individuals performance at work.  It provides a multifaceted view aboutIt provides a multifaceted view about the employees from different sources.the employees from different sources.  It extends better morale to those whoIt extends better morale to those who perform and contribute well to theperform and contribute well to the organization.organization.
  19. 19. PITFALLS OF PERFORMANCE 360-PERFORMANCE 360- DEGREEDEGREE  A detailed plan of action, which ensure the transparentA detailed plan of action, which ensure the transparent and clear implementation of appraisal with employeeand clear implementation of appraisal with employee accountability.accountability.  Effective follow-up is the prime requirement of 360-Effective follow-up is the prime requirement of 360- degree feedback. Failure in follow-up may cause moredegree feedback. Failure in follow-up may cause more harm than good.harm than good.  The 360-degree feedback is time consuming and costThe 360-degree feedback is time consuming and cost consuming assessment process. Without havingconsuming assessment process. Without having adequate resource to implement the process, it will endadequate resource to implement the process, it will end up nowhere and develop financial burden toup nowhere and develop financial burden to organization. organization. 
  20. 20. SUMMARYSUMMARY ““Recruitment” in any company is oneRecruitment” in any company is one of the most important process.of the most important process. It is directly related to the companiesIt is directly related to the companies growth and the future.growth and the future.
  21. 21. Merci…….Signors’ de la Mademoiselles’Merci…….Signors’ de la Mademoiselles’  For showing your interest in having a discussionFor showing your interest in having a discussion with me, and keeping patience and endearingwith me, and keeping patience and endearing you valuable time!!!! Looking forward for youryou valuable time!!!! Looking forward for your criticisms for my improvement opportunitiescriticisms for my improvement opportunities……

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