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Recruitment Strategy

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This recruitment strategy ppt has been prepared by me in previous company.

Published in: Business, Technology
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Recruitment Strategy

  1. 1. RECRUITMENT STRATEGY: ……….GETTING AND KEEPING THE RIGHT PEOPLE IMPRESSION EVENT MANAGEMENT D 7/119, SEC 6, ROHINI,DELHI-85 Email:impressioneventmanagement@gmail.com
  2. 2. Agenda <ul><li>Recruitment Time outline </li></ul><ul><li>Strategy Consideration </li></ul><ul><li>Process </li></ul><ul><li>Candidate Experience </li></ul><ul><li>Reference Checking </li></ul><ul><li>Employee Orientation and Training </li></ul><ul><li>Employee Retention </li></ul>
  3. 3. RECRUITMENT TIMELINE <ul><li>MARCH : </li></ul><ul><li>Recruitment Strategy Meeting </li></ul><ul><li>APRIL : </li></ul><ul><li>Advertising College, University) </li></ul><ul><li>Job Fair ( interview + Selection Test) </li></ul><ul><li> Reference Check and Job offer </li></ul><ul><li>Conduct Orientation Programme </li></ul><ul><li> Service Training for 2 days </li></ul><ul><li> Begin Work </li></ul>
  4. 4. RECRUITMENT STRATEGY <ul><li>Locating Potential Conduct: </li></ul><ul><li>Internal job fair </li></ul><ul><li>Recruiting at Educational Institution –Campus recruiting/ college jobfair </li></ul><ul><li>Word of Mouth (Networking) </li></ul><ul><li>Print Advertisement </li></ul><ul><li>Job Posting at different job portals </li></ul><ul><li>Employee Referral </li></ul><ul><li>Walk-ins </li></ul>
  5. 5. RECRUITMENT CONSIDERATION <ul><li>Recruitment Challenge : </li></ul><ul><li>Seasonal vs. Permanent Employees </li></ul><ul><li> Candidate Flexibility(24/7) </li></ul><ul><li> Distance Matter </li></ul><ul><li>Importance of Job Description : </li></ul><ul><li>- Help applicant Select suitable job position </li></ul><ul><li>- Identify the type of skills the required for job </li></ul><ul><li>- Identifies Prerequiste training required </li></ul>
  6. 6. CANDIDATE EXPERIENCE : DAY 1 <ul><li>Candidate should be informed to the HR Department for 1 st round of interview at 10 minutes with a standardized questionnaire and score card </li></ul><ul><li>Interview question : </li></ul><ul><li>- are derived from the job analysis </li></ul><ul><li>- are standardized – all candidates are asked </li></ul><ul><li>same question </li></ul><ul><li>- focus on behavior/ attitude </li></ul><ul><li>- identify basic core attribute </li></ul>
  7. 7. CONTD: FIRST INTERVIEW <ul><li>Interview question identify level of : </li></ul><ul><li>- Motivation </li></ul><ul><li>- Enthusiasm </li></ul><ul><li>- Sincerity </li></ul><ul><li>- Previous Experience </li></ul><ul><li>- Other skill </li></ul><ul><li>- Additional Language </li></ul>
  8. 8. CANDIDATE EXPERIENCE:DAY2 <ul><li>Those candidate who has cleared 1 st round of interview, must be come for final round interview and informed to HR Department and interview will be conducted by MD of company. </li></ul><ul><li>Interview are going on 20 minute in depth standard questionnaire with score card. </li></ul>
  9. 9. CONTD: 2 ND INTERVIEW <ul><li>Interview question are focusing on : </li></ul><ul><li>- Enthusiasm </li></ul><ul><li>- Communication </li></ul><ul><li>- Focus/Teamwork </li></ul><ul><li>- Professional Skill </li></ul><ul><li>- Composure </li></ul><ul><li>- General Information </li></ul><ul><li>Knowledge, Skills, Abilities and other attributes </li></ul>
  10. 10. CANDIDATE EVALUATION <ul><li>Score card evaluation focusing on : </li></ul><ul><li>- Enthusiasm </li></ul><ul><li>- Originality/ Creativity </li></ul><ul><li>- Verbal Skill – Tone, Diction, language </li></ul><ul><li>- Body Language </li></ul><ul><li>- Overall Performance </li></ul><ul><li>NOTE: Candidate are finally selected or not, it will be decided by the Financial Director of the company. and HR department give a feedback about the candidate to top management. </li></ul>
  11. 11. REFRENCE CHECKING <ul><li>Ask the applicant/candidate to provide reference for final round of interview. </li></ul><ul><li>Avoid personnel reference </li></ul><ul><li>Use standardize quiestionare </li></ul><ul><li>Educational background checking </li></ul>
  12. 12. ORIENTATION AND TRAINING <ul><li>1 ST impression of company culture and communication are formed during the orientation training session. </li></ul><ul><li>Establish our place in the world and instills the wonder in new employees </li></ul><ul><li>Performance standard are presented. </li></ul><ul><li>Life style training </li></ul>
  13. 13. EMPLOYEE RETENTION <ul><li>Biggest challenge for a company is to Retain its workforce /Manpower intact especially the Knowledge Banks. </li></ul><ul><li>If an employee resigns, then good amount of time is lost in hiring a new employee and then training him/her and this goes to the loss of the company directly which many a times goes unnoticed. </li></ul><ul><li>we need to retain our employees. </li></ul>
  14. 14. TOOLS OF EMPLOYEE RETENTION <ul><li>Competitive Compensation Package </li></ul><ul><li>Employee Reward Programme </li></ul><ul><li>Career Development programme </li></ul><ul><li>Opportunity for knowledge and skill enhancement </li></ul><ul><li>Good interpersonal relation with co worker </li></ul><ul><li>Opportunity to be a creative </li></ul><ul><li>Geographic Location: </li></ul><ul><ul><li>- Relative Distance to office/working area </li></ul></ul>
  15. 15. TOOLS OF EMPLOYEE RETENTION <ul><li>Surveys/Feedback </li></ul><ul><li>Accountability </li></ul><ul><li>Proper Communication </li></ul><ul><li>Employee Recreation </li></ul><ul><li>Giving a Voice to Knowledge Bank </li></ul><ul><li>Thanks and Regards </li></ul><ul><li>RAHUL SINHA </li></ul><ul><li>9540857824 </li></ul>

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