E.I.S. way to consensus
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The hallmark of the new media software - The Electronic Interview Service (EIS) is its consensus building capability. All stakeholders empanelled by the client firm for a particular decision listen to the sound values captured for their individual assessment and give their vote either selecting, rejecting or remaining undecided about the sound values. The EIS process is so designed that sooner rather than later, even the undecided panellists firm up their opinion and either select or reject the sound value achieving 100 per cent consensus.
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EdgeSetter is an HR consulting firm that provides talent acquisition, training, HR process reengineering, and strategy mapping services. They believe in creating long-term partnerships with clients by delivering high quality work with integrity. Their talent acquisition services include helping clients define requirements, responding within 3 days with relevant candidates, and expert assessment of candidates through interviews. EdgeSetter sources candidates through various online and offline methods, screens and matches profiles to job requirements, and handles the interview and hiring process. Fees are a percentage of the position's annual compensation.
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 ...
My updated resume
Kuntal Chowdhury is an experienced HR professional with over 6 years of experience in HR business functions and recruitment. He is currently working as an Associate Manager of HR at TATA Technologies Limited, where his responsibilities include HR operations, recruitment, performance management, vendor management, and campus recruitment. Previously, he worked at TATA STEEL LTD as a Senior Associate focusing on talent acquisition, recruitment, and business HR functions for their Egg & Project division. Kuntal holds an MBA in HR and has relevant work experience, computer skills, and a strong academic background.
icici
The document discusses human resource management practices of various organizations such as ICICI Bank, HDFC Bank, HP, and TCS. It describes their selection processes, training and development programs, performance management, and strategies to hire and manage a global talent pool. ICICI Bank uses a multi-stage selection process and focuses on key competencies during recruitment. HDFC Bank emphasizes merit, attitude, and internal hiring. TCS changed its strategy to just-in-time hiring closer to graduation. HP rewards performance and offers health benefits, while maintaining a good work-life balance for employees.
Steph current 2013
Stephanie Price is an experienced IT and HR recruiter with over 10 years of experience in recruiting and human resources. She has held recruiting roles at IHS, Sprint, Key Energy, and Kelly Services where she was responsible for attracting, interviewing, and hiring candidates for various technical and engineering positions. She has strong skills in applicant tracking systems, sourcing candidates, onboarding, and full lifecycle recruiting. Price holds a Bachelor's degree in Psychology from the University of Northern Colorado.
Resume 24
Suvendhu Das is seeking a team leader position where he can utilize his skills in leadership, cost control, and process improvement. He has over 8 years of experience as a team leader and coach, most recently at Honey Kloud Pvt Ltd, where he oversees operations and staff performance. Previously, he worked at Medusind Solutions as a team coach for 24 customer service representatives. He has a bachelor's degree in business administration and is proficient in Microsoft Office.
Looking for change (Sagar shukla cv)
My Name is Sagar Shukla working with Paragon System INC, Working as HR Manager - Recruitment & Operations.
Also handling Admin, MIS & Operations Dept.
Now i a,m looking for change.
Interested employer can contact me +1-347-480-1335(US) & +91-9669-143-888.
Base of Pyramid recruitment process
Base of Pyramid (BoP) recruitment focuses on finding the right talent across various skill sets through customized recruitment processes and continual process improvement. BuildHr assists clients in designing and delivering end-to-end recruitment solutions, including devising strategies, assessments, interviews, and database building. Their assessment process evaluates candidates' knowledge, skills, attitudes, and competencies through tools like aptitude tests, skills tests, group exercises, and psychometric profiling. BuildHr has experience recruiting for various companies across different experience levels and industries.
HOW AI IS CHANGING THE WAY YOU RECRUIT AND HIRE TOP TALENT
The continuous evolution of technology is changing the way we conduct business. New skills and roles are being introduced into the workforce at a record pace. This means that recruiters are tasked with finding and screening candidates that fit both the current and future needs of the organization, while also considering organizational fit. So how can recruiters continue to thrive in an era of constant change?
This session will provide attendees:
An understanding of how technology is impacting candidates’ expectations of the hiring process
How organizations can identify top talent with advanced, predictive selection assessments
New Remotes Inc. Job Analysis
Douglas Monsky and Ryan Howell New Remotes Inc. Job Analysis
Conducted a job analysis for the position of Customer Service Representative for New Remotes Inc.
Developed and administered surveys and conducted interviews with subject matter experts to pinpoint essential job functions.
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Compiled findings into final job analysis report, including: training and selection recommendations, as well as, data analysis on task importance and a complete job description.
Presented findings to company owner in order to allow proper use of the job analysis implications.
MM Bagali ........ HRM Recruitment HR HRM HRD
The document discusses recruitment and selection as a key function of human resources (HR), accounting for 40% of HR work. It outlines the recruitment process and importance of acquiring high-quality talent. Poor recruitment can result in long-term negative effects and high costs over 1-4 years of a candidate's salary. The document also discusses competencies, assessment techniques, types of interviews and non-interview methods used in recruitment and selection.
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RecruitingKhanh K. NguyenCapella UniversityOctober 9, .docx
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E.I.S. way to consensus
- 1. Manage recruitment challenges 12/15/14 Electronic Interview
- 2. • Achieve the needed shift and required lift in capacity and capability of your whole team. • Ef ficient and reorganized hiring process with focus on end results. • Strategic resource hiring, to identify impact on priorities. • Challenging yourself on regular basis to further career. • Cutting edge tech to set and monitor ef fective targets to make the dif ference for personal and organisational success. ‘Competitive leveraging by an organization is dependent on the cultural and operational capabilities derived from managing people.’’ 12/15/14 Electronic Interview Try and Test us
- 3. • Tell us your requirements, values and attitudes you seek in the ideal candidate . We create the electronic question sets, responses to which will find the right man for the job. • Strategically segmented questions of EIS interview system, are categorized into basic, personal, work-experience and professional packs to probe for the best among the group of candidates being interviewed. • Your investment of a day gives you professionally balanced interviews. “EIS performed to facilitate most effective use of people to achieve organizational and individual goals.” 12/15/14 Electronic Interview
- 5. Candidates get level playing field. Provide us with schedule of decision process. HR Manager declares results of consensus voting. All coordination operated at our end. 12/15/14 Electronic Interview
- 6. Within Mumbai – Rs. 2,500/- per candidate Out station- Rs. 3000/- per candidate 10 candidate’s per Shortlist. Payment terms and conditions: 20% advance. 50% after the voting on first Shortlist. 30% - After meeting target. 12/15/14 Electronic Interview
- 7. EIS makes it easy to run HR/Recruitment Business Call us on 9987881367 12/15/14 Electronic interview