Ehrmp Company PPT
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EHRMP is a recruitment firm founded by Ajay Bansal to bring objectivity to the hiring process. They found deficiencies in how companies currently recruit, such as technical roles being screened by non-technical staff. EHRMP works with companies to fully define job requirements, including behavioral traits. They conduct interviews, behavioral profiling, and help companies hire the best technical fit.
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MyCompetencyBuilder is a company that uses technology to assess and develop competencies through online tests and tools. They have a team of experienced HR professionals with global experience. Their services include online competency assessment tests, customized competency tests for different jobs and functions, online surveys, and an employability test for hiring fresh graduates across India. Their tools and assessments provide accurate, time-efficient, and cost-effective solutions for talent acquisition, competency measurement, and surveys.
RecruitingKhanh K. NguyenCapella UniversityOctober 9, .docx
Recruiting
Khanh K. Nguyen
Capella University
October 9, 2019
“E-Recruitment”
The Internet Recruitment, is also known as E-Recruitment is the method of employing the potential applicants for the empty job positions, through electronic resources, mainly the internet.
Its cheap
Helpful equally for the employer and the applicant
Less time required in hiring
More efficient and easy
Not suitable for senior positions
High volume of responses
Technology issues
Too impersonal
“Advantages of E-Recruitment”
“Dis-Advantages of E-Recruitment”
2
“Sales Representative Duties”
Reaching customers
By promoting products and services
Do cost-benefit and examination of clients to fulfill their needs.
Start, grow and continue customer better relationships.
Accelerate the determination of client complications and problems and then solve them accordingly.
Organize sales determination with team and additional sections
Analyze markets and report.
Continuously take feedback
3
“Job description for Sales representative”
“Our company CapraTek is looking for a Sales Representative to be responsible for generating leads and meeting sales goals. Duties will include sales presentations and product demonstrations, as well as negotiating contracts with potential clients.
In order to be successful in this role, you will need to have a deep understanding of the sales process and dynamics, and also superb interpersonal skills. Previous experience in a sales role is an advantage.”
4
“Sales Representative Requirements for CapraTek”
Prove work as sales reprenstatives
Excel in MS word
CRM and BRM practice
Extremely encouraged and board ambitious with target to achieved
Perfect communication and negotiation skills.
Prioritizing, time management and organizational skills
Aptitude to make and bring performances custom-made to the spectators wants.
BS/BA degree or equivalent
5
COMPARE THE QUALITY OF THE JOB INFORMATION FOR EACH EMPLOYER AND WEB SITE FROM AN APPLICANT'S AND EMPLOYER'S POINT-OF-VIEW
“Significant changes in technology over the past decade are having a profound impact on recruiting strategies, with staffing professionals increasingly using social networking sites to source, contact and screen both active and passive job candidates. In addition to a focus on social networking's impact on the staffing process”
So when we are at the point of hiring the final candidate we should review how career-oriented he/she is. Assess their past experience, know their strength and weaknesses. Consider if they fit in our company’s culture or not. This is the biggest challenge for a company to find a right candidate. Preference should always be given to one who is more skilled and motivated and good fit in the company. So all the past experience on the given resume is checked by the employer if it will fit best for the company
6
Process of Recruiting in Capra Tek
What is the process of recruitment and selecting?
The proce ...
Transforming Competencies Through Thecnology!
How technologies can help you to improve your Business Performance through systematically & scientifically enhancing Competencies of your Human Resources both potential & existing.
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How today's technologies can help you to improve your Business Performance by enhancing the competencies of your existing & potential employees through scientific & systematic business processes.
Zs Interviewing Know How
The document discusses how to select ideal employees through an effective interviewing and hiring process. It recommends creating job descriptions, interview scripts, and asking behavioral and situational questions to assess a candidate's skills, aptitude, attitude, and talents. The ideal candidate will have a combination of these qualities that fits the specific job requirements and will be a good team player. The document provides examples of effective question types and questions to ask during an interview.
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Defense System Recruiting in C5ISR, Weapons Systems, Cyber Security
Defense system retained search assignments we have successfully completed range from President and CEO, Executive Vice President, VP, Senior Director, Director and General Manager; Chief and Principal levels in systems engineers, hardware design, software development, sales, and business development to manufacturing, and R&D.
In defense system recruiting, our clients are based in the USA, Canada, and NATO within:
Aerospace Systems - manned and unmanned vehicles and aircraft, space systems
Defense – C4ISR, C5ISR, Battle Management, InfoSec, Cyber Security, MANET
Airborne Power Supplies, Avionics and Aircraft Lighting, Test and Simulators
Tactical Systems – targeting, navigation, weapons systems, FCS, missile defense
Defense System Performance Based Retained Search
Our proprietary Performance Based Search process results in recruiting candidates in defense system, aerospace, and airborne who meet or exceed client expectations. Before the hire starts, we develop a custom executive onboarding process that enhances the candidate meeting the Performance Objectives snd assimilation into the culture.
Why Working With A Recruitment Agency Can Be Valuable To Your Business.pdf
Every company that struggles to find qualified employees wonders what a recruitment agency or executive search consultants are. What are the advantages and main services a staffing company can provide to clients? When does a business, no matter how big or small, feel the need to use this kind of agency to increase the size of its staff? As you can see, there are plenty of inquiries. to educate you. Executive search consultants in Noida have the skills and in-depth understanding of the labor market required to conduct a thorough search on your organization’s behalf. Here we will address all your inquiries about hiring agencies and their relevance to your company.
S mprofile
The document provides a summary of an individual's work experience in human resources. Over 3+ years, the individual has experience recruiting for IT roles, conducting training and development, and designing HR policies. Responsibilities included recruiting, interviewing, onboarding, training employees, managing teams, and handling various HR administrative tasks like payroll and performance reviews. The individual has worked as an HR manager and recruiter for both an international recruiting firm and a software company.
Bull IT- Recruitment Process
Bull IT Services is an outsourcing and consulting company with over 8 years of experience serving Fortune 500 companies. It has expertise in technologies like CRM, Microsoft, Java, and mainframes. Bull IT handles permanent, contract, and onsite staffing from its headquarters in Chennai and branches in other Indian cities. The recruitment process involves identifying needs, attracting candidates through various sources, screening and interviewing candidates, and presenting profiles to management for hiring decisions.
Recruitment and Selection Process.docx
The document outlines the 7-step recruitment process for hiring a new HR manager at a bakery. The steps include: 1) identifying the position needs, 2) determining required skills and experience, 3) advertising the job, 4) screening applications, 5) interviewing top candidates, 6) selecting the best candidate, and 7) onboarding the new hire. Key parts of the process include creating a job description, reviewing over 100 applications to identify top candidates, conducting phone and in-person interviews, comparing candidates based on competencies, and ultimately making a hiring decision.
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