Continuous evaluation of the recruitment process ensures that the recruitment cycle time is reduced as are the costs incurred. Measurable factors include number of applications received, candidates shortlisted at each stage of the process, candidates recruited and candidates retained over a period of six months.To get more such innovative knowledge on management studies, join WeSchool PGDM-DLP Program: http://bit.ly/Y1BAo6
An increasing number of companies are turning to Recruitment Process Outsourcing (RPO) to handle their workforce talent needs. Find out if RPO is right for you and your business with these specific use cases and case studies.
An increasing number of companies are turning to Recruitment Process Outsourcing (RPO) to handle their workforce talent needs. Find out if RPO is right for you and your business with these specific use cases and case studies.
The Role of Background Screening and Risk Management in Building a Better Workforce: Our latest slideshow looks at key concepts employers should know about background screening; the connection between your hiring process and organizational risk management; and major classes of risk that can be mitigated through employment screening.
Omni's Award Winning Recruitment Process Outsourcing RPO SolutionInSource Talent Ltd
An overview of Omni's flagship Recruitment Process Outsourcing (RPO) solution.
By taking one easy step you can recruit the best talent, at the lowest possible cost, in the quickest possible time!
We can significantly reduce the effort expended by your HR department and your business. Not to mention taking away all the hassle of agency cold calls or managing your own direct channels.
The benefits of outsourcing your recruitment are significant and tangible....
Gain consistency, control and visibility of your recruitment
Have the whole organisation recruiting in a consistent high quality and visible way so performance can be measured and improved.
Improve the quality of your candidates
With talent pools created specifically for your organisation and a team of expert resourcers using cutting edge sourcing techniques, have access to the widest pool of talent.
Save time on recruitment administration
With a recruitment team managing the recruitment process under the organisation’s brand, you’ll no longer have to find time to place adverts, respond to applications, keep in touch with candidates or even manage agencies – this will all be taken care of.
Reduce agency costs
With a focus to increase the number of direct placements, the ability to negotiate agency fees and a performance framework in place, you’ll have less dependence on agencies which means a significant reduction in agency fees!
Improve time to hire
With a slick and efficient recruitment process managed by recruitment experts, all aspects of time to hire will be measured, monitored and improved.
Recruitment Process Outsourcing (RPO) – Moving Beyond the Pioneer StageEverest Group
Everest Group experts will highlight the outsourcing
options for RPO, key buyer adoption trends, recent
solutions and deal characteristics, evolving supplier
landscape, and the implications for both buyers and
suppliers.
It’s the honeymoon phase. You know, when the relationship is new and everything is rosy. But once the honeymoon’s over, you need to be sure you’ve picked a good a partner for now and ever after.
Learn the various components of RPO and provide a basic overview of selecting an RPO provider.
In this presentation, you will learn:
1) What is RPO (it’s not black and white)
2) The components of RPO (describe the ideal RPO offering)
3) The criteria for selecting an RPO provider (look beyond the pretty face)
4) Suggestions to help guarantee success (The basics of the RPO pre-nup)
Outsourcing is “a practice used by different companies to reduce costs by transferring portions of
work to outside suppliers rather than completing it internally.” (Outsourcing, 2013) After the financial crisis
of 2007-2008, many companies in the United States began to enhance their bottom-line profits by outsourcing
and cutting costs instead of through the traditional route of top-line sales growth. In an attempt to effectively
cut costs and generate profits for investors, more organizations engaged in outsourcing of jobs by means of
offshoring. Offshoring is a form of outsourcing whereby jobs are relocated to a foreign country with a cheap
labor force and low socioeconomic standards, and less regulations such as the EPA. From a Human Resources
perspective, offshoring jobs is that there will be benefits to the organization such as cost and efficiency
savings, focus on core activities, reduction of overheard costs, staffing flexibility, continuity, avoid organized
labor, and risk management. In theory, the argument for offshoring is plausible and synergies can be created
for companies; however, issues can result, creating huge disadvantages for organizations. Outsourcing can
become detrimental to the financial health of an organization because of unforeseen costs. In addition, the
organizational culture and employee morale begins to diminish when employees have no job security and they
fear layoffs. Thus, there are pros and cons of offshoring jobs those Human Resources managers’ must
evaluate before choosing whether to offshore jobs or keep them domestically. Therefore, outsourcing jobs
through offshoring can result in disadvantages to an organization because of hidden costs, bad publicity and
low employee morale, quality problems, loss of managerial control, threat to confidentiality and security, and
reliance on the financial health of the outsourced organization. This paper has been divided into two sections
due to the comprehensive approach taken by the authors to provide a focused view on the legal aspects giving
the reader an opportunity to use the information as a guide if needed, or for further research.
Cracking The Employee Background Check Code.pptxWorkforce Group
As an employer, the hiring process can be a stressful time. Not only do you have to choose the right person for the job, but you also need to make sure that they are who they say they are.
Making safe and informed hiring decisions requires conducting background and reference checks on potential employees.
There are many reasons why running an employee background check is essential. Perhaps the most obvious reason is to ensure that the person you're hiring is who they say they are.
A background check can also help to reveal any red flags that may be present in an applicant's past, such as educational background or financial instability.
In this deck, you will learn the importance of running employee background and reference checks before hiring and onboarding a new staff.
In this deck, you'll also learn;
1. The basis of employee background check
2. Strategies for carrying out pre-employment checks
3. The significance of background checks to recruitment
4. Why you cannot afford to get recruitment wrong
Dependent Verification: What You Don't Know Can Hurt YouHodges-Mace
Regardless of whether an employee’s intent is to defraud their employer, or whether the employee simply does not understand the plan rules, the time to correct an eligibility error is before a major health issue arises.
10 Top Tips - Checking Out Future EmployeesVistage UK
Hires who have the right experience, background, and attitude are crucial for businesses. In careers such as nursing, law, and teaching, this is especially true as hires interact externally, as well as internally. Your recruitment process needs to be vigorous, giving you the ability to identify any potential risks, mismatches, or incorrect information. There are a number checks you can introduce into your recruitment process which we have outlined in this slideshare.
The Role of Background Screening and Risk Management in Building a Better Workforce: Our latest slideshow looks at key concepts employers should know about background screening; the connection between your hiring process and organizational risk management; and major classes of risk that can be mitigated through employment screening.
Omni's Award Winning Recruitment Process Outsourcing RPO SolutionInSource Talent Ltd
An overview of Omni's flagship Recruitment Process Outsourcing (RPO) solution.
By taking one easy step you can recruit the best talent, at the lowest possible cost, in the quickest possible time!
We can significantly reduce the effort expended by your HR department and your business. Not to mention taking away all the hassle of agency cold calls or managing your own direct channels.
The benefits of outsourcing your recruitment are significant and tangible....
Gain consistency, control and visibility of your recruitment
Have the whole organisation recruiting in a consistent high quality and visible way so performance can be measured and improved.
Improve the quality of your candidates
With talent pools created specifically for your organisation and a team of expert resourcers using cutting edge sourcing techniques, have access to the widest pool of talent.
Save time on recruitment administration
With a recruitment team managing the recruitment process under the organisation’s brand, you’ll no longer have to find time to place adverts, respond to applications, keep in touch with candidates or even manage agencies – this will all be taken care of.
Reduce agency costs
With a focus to increase the number of direct placements, the ability to negotiate agency fees and a performance framework in place, you’ll have less dependence on agencies which means a significant reduction in agency fees!
Improve time to hire
With a slick and efficient recruitment process managed by recruitment experts, all aspects of time to hire will be measured, monitored and improved.
Recruitment Process Outsourcing (RPO) – Moving Beyond the Pioneer StageEverest Group
Everest Group experts will highlight the outsourcing
options for RPO, key buyer adoption trends, recent
solutions and deal characteristics, evolving supplier
landscape, and the implications for both buyers and
suppliers.
It’s the honeymoon phase. You know, when the relationship is new and everything is rosy. But once the honeymoon’s over, you need to be sure you’ve picked a good a partner for now and ever after.
Learn the various components of RPO and provide a basic overview of selecting an RPO provider.
In this presentation, you will learn:
1) What is RPO (it’s not black and white)
2) The components of RPO (describe the ideal RPO offering)
3) The criteria for selecting an RPO provider (look beyond the pretty face)
4) Suggestions to help guarantee success (The basics of the RPO pre-nup)
Outsourcing is “a practice used by different companies to reduce costs by transferring portions of
work to outside suppliers rather than completing it internally.” (Outsourcing, 2013) After the financial crisis
of 2007-2008, many companies in the United States began to enhance their bottom-line profits by outsourcing
and cutting costs instead of through the traditional route of top-line sales growth. In an attempt to effectively
cut costs and generate profits for investors, more organizations engaged in outsourcing of jobs by means of
offshoring. Offshoring is a form of outsourcing whereby jobs are relocated to a foreign country with a cheap
labor force and low socioeconomic standards, and less regulations such as the EPA. From a Human Resources
perspective, offshoring jobs is that there will be benefits to the organization such as cost and efficiency
savings, focus on core activities, reduction of overheard costs, staffing flexibility, continuity, avoid organized
labor, and risk management. In theory, the argument for offshoring is plausible and synergies can be created
for companies; however, issues can result, creating huge disadvantages for organizations. Outsourcing can
become detrimental to the financial health of an organization because of unforeseen costs. In addition, the
organizational culture and employee morale begins to diminish when employees have no job security and they
fear layoffs. Thus, there are pros and cons of offshoring jobs those Human Resources managers’ must
evaluate before choosing whether to offshore jobs or keep them domestically. Therefore, outsourcing jobs
through offshoring can result in disadvantages to an organization because of hidden costs, bad publicity and
low employee morale, quality problems, loss of managerial control, threat to confidentiality and security, and
reliance on the financial health of the outsourced organization. This paper has been divided into two sections
due to the comprehensive approach taken by the authors to provide a focused view on the legal aspects giving
the reader an opportunity to use the information as a guide if needed, or for further research.
Cracking The Employee Background Check Code.pptxWorkforce Group
As an employer, the hiring process can be a stressful time. Not only do you have to choose the right person for the job, but you also need to make sure that they are who they say they are.
Making safe and informed hiring decisions requires conducting background and reference checks on potential employees.
There are many reasons why running an employee background check is essential. Perhaps the most obvious reason is to ensure that the person you're hiring is who they say they are.
A background check can also help to reveal any red flags that may be present in an applicant's past, such as educational background or financial instability.
In this deck, you will learn the importance of running employee background and reference checks before hiring and onboarding a new staff.
In this deck, you'll also learn;
1. The basis of employee background check
2. Strategies for carrying out pre-employment checks
3. The significance of background checks to recruitment
4. Why you cannot afford to get recruitment wrong
Dependent Verification: What You Don't Know Can Hurt YouHodges-Mace
Regardless of whether an employee’s intent is to defraud their employer, or whether the employee simply does not understand the plan rules, the time to correct an eligibility error is before a major health issue arises.
10 Top Tips - Checking Out Future EmployeesVistage UK
Hires who have the right experience, background, and attitude are crucial for businesses. In careers such as nursing, law, and teaching, this is especially true as hires interact externally, as well as internally. Your recruitment process needs to be vigorous, giving you the ability to identify any potential risks, mismatches, or incorrect information. There are a number checks you can introduce into your recruitment process which we have outlined in this slideshare.
Welingkar's Online PGDM Program in Supply Chain Mgmt is designed to understand the levels involved in bringing a manufactured product to the right channel.
WeSchool's Online PGDM Program in E-Commerce Mgmt is designed to combine technology, business, marketing, logistics, etc to prepare you for jobs in ecommerce.
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We School's Online MBA Program in IT Projects Mgmt prepares IT, project managers, to provide leadership in planning, executing & directing complex IT projects.
WeSchool's Online PGDM Program in E-Business Mgmt will help students interested in getting into the e-business with expertise in e-commerce & online shopping.
WeSchool's Online PGDM Program in Business Administration extensively covers several topics on marketing, investment, functional administration, sales, etc.
Online PGDM Program in Finance Mgmt Descriptionibes the role of Finance Manager, beneficial for professionals interested in a career in finance-related sectors.
WeSchool offers AICTE approved Diploma in Marketing Management. It is a specialized Management program with focus on marketing as a core business function
WeSchool Offers Online MBA Program in Operations Mgmt. Production planning, project management & world-class manufacturing are among the critical concepts.
Gain a better understanding of the various industry functions, business trends and industry regulations in the travel and tourism industry to emerge as a powerful team leader.
Visit our Websites: https://www.welingkaronline.org/
In today's increasingly competitive business environment, organizations are engaged in a rat race to retain customers, build up clientele and simultaneously ensure steady growth. Unfortunately, they often get caught in a web of issues which may not be easily controlled and affect performance. Here comes the play of Financial Accounting. Professional accountants have a vital role in commercial success by using their valuable knowledge to provide their organizations/clients a competitive advantage and an accurate picture of their financial position and performance.
British Aerospace Asset Management Case study will tech you how important is asset management for your business. lern from the experts about the Asset management.
Mc donalds Recruitment Case Study will explain you each and every thing about the Recruitment. hiring a right person at your workplace will be one of the best part of your business management. learn how to hire or recruit perfect person in your company with this case study of Mc donalds Recruitment.
More from We Learn - A Continuous Learning Forum from Welingkar's Distance Learning Program. (20)
Read| The latest issue of The Challenger is here! We are thrilled to announce that our school paper has qualified for the NATIONAL SCHOOLS PRESS CONFERENCE (NSPC) 2024. Thank you for your unwavering support and trust. Dive into the stories that made us stand out!
Biological screening of herbal drugs: Introduction and Need for
Phyto-Pharmacological Screening, New Strategies for evaluating
Natural Products, In vitro evaluation techniques for Antioxidants, Antimicrobial and Anticancer drugs. In vivo evaluation techniques
for Anti-inflammatory, Antiulcer, Anticancer, Wound healing, Antidiabetic, Hepatoprotective, Cardio protective, Diuretics and
Antifertility, Toxicity studies as per OECD guidelines
Normal Labour/ Stages of Labour/ Mechanism of LabourWasim Ak
Normal labor is also termed spontaneous labor, defined as the natural physiological process through which the fetus, placenta, and membranes are expelled from the uterus through the birth canal at term (37 to 42 weeks
This slide is special for master students (MIBS & MIFB) in UUM. Also useful for readers who are interested in the topic of contemporary Islamic banking.
Synthetic Fiber Construction in lab .pptxPavel ( NSTU)
Synthetic fiber production is a fascinating and complex field that blends chemistry, engineering, and environmental science. By understanding these aspects, students can gain a comprehensive view of synthetic fiber production, its impact on society and the environment, and the potential for future innovations. Synthetic fibers play a crucial role in modern society, impacting various aspects of daily life, industry, and the environment. ynthetic fibers are integral to modern life, offering a range of benefits from cost-effectiveness and versatility to innovative applications and performance characteristics. While they pose environmental challenges, ongoing research and development aim to create more sustainable and eco-friendly alternatives. Understanding the importance of synthetic fibers helps in appreciating their role in the economy, industry, and daily life, while also emphasizing the need for sustainable practices and innovation.
Unit 8 - Information and Communication Technology (Paper I).pdfThiyagu K
This slides describes the basic concepts of ICT, basics of Email, Emerging Technology and Digital Initiatives in Education. This presentations aligns with the UGC Paper I syllabus.
Executive Directors Chat Leveraging AI for Diversity, Equity, and InclusionTechSoup
Let’s explore the intersection of technology and equity in the final session of our DEI series. Discover how AI tools, like ChatGPT, can be used to support and enhance your nonprofit's DEI initiatives. Participants will gain insights into practical AI applications and get tips for leveraging technology to advance their DEI goals.
June 3, 2024 Anti-Semitism Letter Sent to MIT President Kornbluth and MIT Cor...Levi Shapiro
Letter from the Congress of the United States regarding Anti-Semitism sent June 3rd to MIT President Sally Kornbluth, MIT Corp Chair, Mark Gorenberg
Dear Dr. Kornbluth and Mr. Gorenberg,
The US House of Representatives is deeply concerned by ongoing and pervasive acts of antisemitic
harassment and intimidation at the Massachusetts Institute of Technology (MIT). Failing to act decisively to ensure a safe learning environment for all students would be a grave dereliction of your responsibilities as President of MIT and Chair of the MIT Corporation.
This Congress will not stand idly by and allow an environment hostile to Jewish students to persist. The House believes that your institution is in violation of Title VI of the Civil Rights Act, and the inability or
unwillingness to rectify this violation through action requires accountability.
Postsecondary education is a unique opportunity for students to learn and have their ideas and beliefs challenged. However, universities receiving hundreds of millions of federal funds annually have denied
students that opportunity and have been hijacked to become venues for the promotion of terrorism, antisemitic harassment and intimidation, unlawful encampments, and in some cases, assaults and riots.
The House of Representatives will not countenance the use of federal funds to indoctrinate students into hateful, antisemitic, anti-American supporters of terrorism. Investigations into campus antisemitism by the Committee on Education and the Workforce and the Committee on Ways and Means have been expanded into a Congress-wide probe across all relevant jurisdictions to address this national crisis. The undersigned Committees will conduct oversight into the use of federal funds at MIT and its learning environment under authorities granted to each Committee.
• The Committee on Education and the Workforce has been investigating your institution since December 7, 2023. The Committee has broad jurisdiction over postsecondary education, including its compliance with Title VI of the Civil Rights Act, campus safety concerns over disruptions to the learning environment, and the awarding of federal student aid under the Higher Education Act.
• The Committee on Oversight and Accountability is investigating the sources of funding and other support flowing to groups espousing pro-Hamas propaganda and engaged in antisemitic harassment and intimidation of students. The Committee on Oversight and Accountability is the principal oversight committee of the US House of Representatives and has broad authority to investigate “any matter” at “any time” under House Rule X.
• The Committee on Ways and Means has been investigating several universities since November 15, 2023, when the Committee held a hearing entitled From Ivory Towers to Dark Corners: Investigating the Nexus Between Antisemitism, Tax-Exempt Universities, and Terror Financing. The Committee followed the hearing with letters to those institutions on January 10, 202
Safalta Digital marketing institute in Noida, provide complete applications that encompass a huge range of virtual advertising and marketing additives, which includes search engine optimization, virtual communication advertising, pay-per-click on marketing, content material advertising, internet analytics, and greater. These university courses are designed for students who possess a comprehensive understanding of virtual marketing strategies and attributes.Safalta Digital Marketing Institute in Noida is a first choice for young individuals or students who are looking to start their careers in the field of digital advertising. The institute gives specialized courses designed and certification.
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1. Chapter TenChapter Ten Offer of EmploymentOffer of Employment 11
Learning ObjectivesLearning Objectives
Outline the common misleadingOutline the common misleading
information provided by candidates.information provided by candidates.
Explain the importance of verification.Explain the importance of verification.
State why medicals are essential priorState why medicals are essential prior
to the offer of employment.to the offer of employment.
Describe the methodology for referenceDescribe the methodology for reference
checking.checking.
Discuss the evolution and growth ofDiscuss the evolution and growth of
verification Industry.verification Industry.
2. Chapter TenChapter Ten Offer of EmploymentOffer of Employment 22
StructureStructure
1)1) Introduction.Introduction.
2)2) References.References.
3)3) Methodology for Gathering references.Methodology for Gathering references.
4)4) PrePre--employment Screening / backgroundemployment Screening / background
Screening / Employee verificationScreening / Employee verification
5)5) MedicalsMedicals
6)6) The Offer of Employment.The Offer of Employment.
7)7) SummarySummary
3. Chapter TenChapter Ten Offer of EmploymentOffer of Employment 33
10.1 Introduction10.1 Introduction
The selection process does end with theThe selection process does end with the
shortshort--listing of the candidate. Beforelisting of the candidate. Before
the final offer of employment is made,the final offer of employment is made,
validation of data as provided by thevalidation of data as provided by the
candidate is essential.candidate is essential.
It is indeed naIt is indeed naïïve to assume that theve to assume that the
applicants are who they say they are;applicants are who they say they are;
have done what they say they have donehave done what they say they have done
and have been fully open about theirand have been fully open about their
background.background.
4. Chapter TenChapter Ten Offer of EmploymentOffer of Employment 44
10.1 Introduction10.1 Introduction
Employee verification or back groundEmployee verification or back ground
screening is now a rule , than anscreening is now a rule , than an
exception. Recruiting Organizations areexception. Recruiting Organizations are
relying on Business intelligence Agenciesrelying on Business intelligence Agencies
to verify facts as given by theto verify facts as given by the
candidate.candidate.
Organizations are increasingly realizingOrganizations are increasingly realizing
that the old adagethat the old adage ““one rotten appleone rotten apple
spoils the entire basketspoils the entire basket”” is especiallyis especially
true in todaytrue in today’’s global business scenarios global business scenario
and employ stringent verificationand employ stringent verification
measures.measures.
5. Chapter TenChapter Ten Offer of EmploymentOffer of Employment 55
10.2 References10.2 References
The biggest drawback of references is thatThe biggest drawback of references is that
they are provided by the candidate. Thethey are provided by the candidate. The
last held position of the candidate wouldlast held position of the candidate would
be under the most scrutiny.be under the most scrutiny.
However, candidates do not want theirHowever, candidates do not want their
current employer of their attempts tocurrent employer of their attempts to
find alternative employment, so anyfind alternative employment, so any
references can take place only after areferences can take place only after a
firm offer of employment has been made,firm offer of employment has been made,
which nullifies the very reason for thewhich nullifies the very reason for the
same!same!
6. Chapter TenChapter Ten Offer of EmploymentOffer of Employment 66
10.3 Methodology for Gathering References10.3 Methodology for Gathering References
The standard procedure is to ask theThe standard procedure is to ask the
candidate to provide at least threecandidate to provide at least three
professional references. This wouldprofessional references. This would
ideally include former employers.ideally include former employers.
A reference check questionnaire wouldA reference check questionnaire would
include, period of employment with jobinclude, period of employment with job
titles & remuneration, nature of duties,titles & remuneration, nature of duties,
work performance rating, reason forwork performance rating, reason for
leaving, any reason why the candidate beleaving, any reason why the candidate be
or not employed.or not employed.
Face to face meeting is ideal, butFace to face meeting is ideal, but
practically the data is collected throughpractically the data is collected through
phone calls.phone calls.
7. Chapter TenChapter Ten Offer of EmploymentOffer of Employment 77
10.4 Pre10.4 Pre--employment Screeningemployment Screening
PrePre--employment screening is the process ofemployment screening is the process of
looking up and compiling criminallooking up and compiling criminal
records, commercial records , employmentrecords, commercial records , employment
and financial records of an individual.and financial records of an individual.
A typical check would have review ofA typical check would have review of
employment references, educationemployment references, education
verification, character reference check,verification, character reference check,
gaps in employment history, identity &gaps in employment history, identity &
address verification, credit historyaddress verification, credit history
criminal background and for seniorcriminal background and for senior
positions whether the applicant holds apositions whether the applicant holds a
directorship.directorship.
8. Chapter TenChapter Ten Offer of EmploymentOffer of Employment 88
10.4 Pre10.4 Pre--employment Screeningemployment Screening
Industry Associations and VerificationIndustry Associations and Verification
Agencies are attempting to create anAgencies are attempting to create an
Employee Registry to provide the requiredEmployee Registry to provide the required
data. This registry would contain some ordata. This registry would contain some or
all of the information about employeesall of the information about employees
across the organizations. NASSCOM inacross the organizations. NASSCOM in
collaboration with NSDL is launching acollaboration with NSDL is launching a
National Skills Registry.National Skills Registry.
Subscribing to such a registry helps inSubscribing to such a registry helps in
faster screening process, mitigatingfaster screening process, mitigating
risks due to discrepancies and reducingrisks due to discrepancies and reducing
the risk of inaccurate verification.the risk of inaccurate verification.
9. Chapter TenChapter Ten Offer of EmploymentOffer of Employment 99
10.5 Medicals10.5 Medicals
Most employers organize a preMost employers organize a pre--employmentemployment
medical examination for potentialmedical examination for potential
employees and the offer of employment isemployees and the offer of employment is
conditional to the results. Theconditional to the results. The
examination should be ideally held priorexamination should be ideally held prior
to issue of a formal offer of employment.to issue of a formal offer of employment.
Though treated as a mere formality , in aThough treated as a mere formality , in a
few cases, offers have been withdrawn onfew cases, offers have been withdrawn on
the basis of results of the medicalthe basis of results of the medical
examination!examination!
10. Chapter TenChapter Ten Offer of EmploymentOffer of Employment 1010
10.6 The Offer of Employment10.6 The Offer of Employment
The selection process finally culminates inThe selection process finally culminates in
the offer of employment. The offer isthe offer of employment. The offer is
arranged after all parameters likearranged after all parameters like
salary, designation and other terms aresalary, designation and other terms are
decided to the satisfaction of bothdecided to the satisfaction of both
employer and the candidate.employer and the candidate.
Before confirming the appointment afterBefore confirming the appointment after
candidate joins the organization, it iscandidate joins the organization, it is
customary for employer to avail of acustomary for employer to avail of a
probationary period. This usually isprobationary period. This usually is
between three to six months.between three to six months.
11. Chapter TenChapter Ten Offer of EmploymentOffer of Employment 1111
10.6 The Offer of Employment10.6 The Offer of Employment
It is known that selection methods haveIt is known that selection methods have
their own limitations, and probationarytheir own limitations, and probationary
period provides employers with a safetyperiod provides employers with a safety
net. If any new negative data surfacesnet. If any new negative data surfaces
during the probation, it is considered asduring the probation, it is considered as
a sound reason for dismissal.a sound reason for dismissal.
Professionalism demands that a regret letterProfessionalism demands that a regret letter
is sent to candidates who have not beenis sent to candidates who have not been
shortshort--listed at each point of selection.listed at each point of selection.
It is better not to get involved inIt is better not to get involved in
reasons for such decision.reasons for such decision.
12. Chapter TenChapter Ten Offer of EmploymentOffer of Employment 1212
10.7 Summary10.7 Summary
Gone are the days, when a few routineGone are the days, when a few routine
reference checks from past colleagues orreference checks from past colleagues or
business associates were sufficient as abusiness associates were sufficient as a
screening method. With employee fraudsscreening method. With employee frauds
prevalent , a greater emphasis needs toprevalent , a greater emphasis needs to
be laid onbe laid on amkingamking employee verification aemployee verification a
part of the routine recruitment process.part of the routine recruitment process.
Despite the pressure toDespite the pressure to ““get the job filledget the job filled
immediatelyimmediately”” or to issue offeror to issue offer ““beforebefore
the candidate is head hunted by athe candidate is head hunted by a
competitorcompetitor”” , it would be prudent to make, it would be prudent to make
a firm letter of employment on completiona firm letter of employment on completion
of satisfactory verification & medicals.of satisfactory verification & medicals.
13. Chapter TenChapter Ten Offer of EmploymentOffer of Employment 1313
10.7 Summary10.7 Summary
It would also be prudent to have a candidateIt would also be prudent to have a candidate
back up. It is not unusual for aback up. It is not unusual for a
candidate to accept an offer and gocandidate to accept an offer and go ““jobjob
shoppingshopping”” or negotiate with the currentor negotiate with the current
employer .employer .
If the candidate does not join on the agreedIf the candidate does not join on the agreed
date and if there is no back up,date and if there is no back up,
recruiter may end up inventing therecruiter may end up inventing the
recruitment wheel.recruitment wheel.
Regrets should be sent only to candidatesRegrets should be sent only to candidates
who have been completely rejected.who have been completely rejected.
14. Chapter TenChapter Ten Offer of EmploymentOffer of Employment 1414
This brings us to the end ofThis brings us to the end of
our current session # 10!our current session # 10!
Next we move to session # 11 dealing withNext we move to session # 11 dealing with
““Indian Laws for Recruitment & SelectionIndian Laws for Recruitment & Selection””..
Good Luck!Good Luck!