The document discusses the hiring process and alternatives to hiring. It begins with an introduction and agenda. It then defines hiring and discusses alternatives like outsourcing, contingent workers, PEOs, overtime, and promoting from within. The document outlines the steps in the hiring process including requisitioning, recruiting internally and externally, using online methods and ATS. It discusses pre-employment testing and types of tests. Finally, it addresses using social networks in hiring and tips for candidates.
Why Employers Are Willing to Pay for IT Career Development ClassesCCI Training Center
Employers value IT certifications, but job candidates must demonstrate a passion to grow with the company and make learning a life-long commitment to learning. https://blog.ccitraining.edu/why-employers-are-willing-to-pay-for-it-career-development-classes
The slides describe how the Recruitment process is carried out in IT Industry. Further, the pain points in Recruitment are analyzed and suitable solutions are provided for it. The importance of Social Media in HR Industry is highlighted.
Why Employers Are Willing to Pay for IT Career Development ClassesCCI Training Center
Employers value IT certifications, but job candidates must demonstrate a passion to grow with the company and make learning a life-long commitment to learning. https://blog.ccitraining.edu/why-employers-are-willing-to-pay-for-it-career-development-classes
IdealHire: Improving the Hiring Process for Growth and Success, presentation to Hampton Roads Defense and Homeland Security Consortium (DHSC) www.PentagonSouth.org
How to Protect Your Business from Fraudsters, Liars and Cheats with Backgroun...W. Barry Nixon, SPHR
Small businesses are particularly vulnerable to negative impact of a bad hire. Learn how to reduce the risk of making a bad hire through the use of background checks.
Why Employers Are Willing to Pay for IT Career Development ClassesCCI Training Center
Employers value IT certifications, but job candidates must demonstrate a passion to grow with the company and make learning a life-long commitment to learning. https://blog.ccitraining.edu/why-employers-are-willing-to-pay-for-it-career-development-classes
The slides describe how the Recruitment process is carried out in IT Industry. Further, the pain points in Recruitment are analyzed and suitable solutions are provided for it. The importance of Social Media in HR Industry is highlighted.
Why Employers Are Willing to Pay for IT Career Development ClassesCCI Training Center
Employers value IT certifications, but job candidates must demonstrate a passion to grow with the company and make learning a life-long commitment to learning. https://blog.ccitraining.edu/why-employers-are-willing-to-pay-for-it-career-development-classes
IdealHire: Improving the Hiring Process for Growth and Success, presentation to Hampton Roads Defense and Homeland Security Consortium (DHSC) www.PentagonSouth.org
How to Protect Your Business from Fraudsters, Liars and Cheats with Backgroun...W. Barry Nixon, SPHR
Small businesses are particularly vulnerable to negative impact of a bad hire. Learn how to reduce the risk of making a bad hire through the use of background checks.
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.
Campus placements are a logistical nightmare for those who have to plan and organize it. And the focus on logistics might lead to losing sight of the most important goal, the quality of hire. Campus Hiring is long term investment and it is critical to find candidates that are a right fit.
Psycholinguistics : The Future of Behavioral Competency MatchingTalview
Most traditional assessments rely on direct inference based or scenario (many times not relevant to the person’s experience or background) based items with answers in multiple choice format. It is well known many such instruments have an inbuilt risk of candidates pretending socially desirable responses thereby making the report unreliable.
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.
Campus placements are a logistical nightmare for those who have to plan and organize it. And the focus on logistics might lead to losing sight of the most important goal, the quality of hire. Campus Hiring is long term investment and it is critical to find candidates that are a right fit.
Psycholinguistics : The Future of Behavioral Competency MatchingTalview
Most traditional assessments rely on direct inference based or scenario (many times not relevant to the person’s experience or background) based items with answers in multiple choice format. It is well known many such instruments have an inbuilt risk of candidates pretending socially desirable responses thereby making the report unreliable.
Award-winning corporate brochure promoting T.Y. Lin International's position as a leading-edge, multi-disciplined global infrastructure consulting firm.
2. Agenda
Introduction
Types and alternative
Introduction to Hiring Process
Pre-employment Testing
Company example
Conclusions
Agenda
3. Hiring Definition
Hiring is a process of attracting
individuals on a timely basis, in sufficient
numbers, and with appropriate
qualifications, to apply for jobs with an
organization.
5. OUTSOURCING
Outsourcing
• Process of hiring an external
provider to do the work.
• Top Outsourcing
companies in the world:
Capgemini,
Infosys,Wipro,IBM,etc.
7. • Frequent delay; miscommunication,
• lag or inaccuracies.
• Legal and tax implications
• Personal conflict
8. Contingent workers
• Described as the “disposable American
Workforce”
• Work as part timers, temporaries or
independent contractors.
9. PEO( profession employer organization)
• Company that leases
employees to
other businesses.
• PEO is employees’
legal employer.
10. PFW( promotion from within)
• It is the policy of filling vacancies above entry
level positions with current employees.
11. Application tracking system (ATS)
• Software application
• electronic handling of
recruitment
• strategy for managing a
• company’s interactions with customers,
clients and sales prospects.
• http://www.youtube.com/watch?v=2ccpu0KvZ
4I
12. Overtime
• Most commonly used alternative to
recruitment.
• Specially used when short term goals are to be
achieved.
13.
14. Employee Requisition
• A document that specifies job title,
department, the date the employee is needed
to work and other details.
15. Recruiting from internal sources
Advantages:
• The ability is known. External recruits are less reliable
• “Insiders” know the organization (strengths and
weaknesses, culture and, most of all, its people).
• Motivation and a sense of commitment; activities
• Leading to promotion creates ambition for employees
• Cheaper and quicker than advertising in various media
• & interviewing “outsiders”. Time spent in training
16. Disadvantages:
• “right” candidate within and the organization
• people being promoted before they are ready,
• Infighting, inbreeding, and a shortage of varied perspectives
• In times of rapid growth promote regardless of the qualifications
• managerial deficiencies; it is not until the growth rate slows that the
• deficiencies become apparent and, then, the organization finds it
• difficult, if not impossible, to undo the damage. The resulting cost
• of remedial training can prove prohibitive
17. Recruiting from external sources
• A firm looks beyond its own borders to find
employees through external sources.
• Examples: Colleges, Universities, former
employees.
18. Online Recruitment methods
1. Internet Recruiter: a person whose primary
responsibility is to use the internet in the
recruitment process.
2. Virtual Job Fair: an online recruiting method
engaged in by a single employer or group of
employers to attract a large number of
applicants.
19. Continued..
3.Corporate career websites: job sites that list the
company positions available.
4.General Employment websites: monster.com,
careerBuilder.com,etc
5. NACElink: recruits college students for all type
of employment.
20. Application tracking system (ATS)
• Software application
• electronic handling of recruitment
• Customer relationship management
(CRM)
• strategy for managing a company’s
interactions with customers, clients and
sales prospects.
• http://www.youtube.com/watch?v=2ccpu0
KvZ4I
21. Pre-Employment Testing
Advantages:
• Potential for increasing the quality of hiring:
Effective means of determining most qualified applicants for a
particular job
• Large scale of online job applications :
Efficient way to screen applicants in non-subjective way
22. Continued..
Disadvantages:
• Violation of federal anti-discrimination laws:
If an employer intentionally uses them to
discriminate based on race, color, sex, national origin,
religion, disability, or age
• Applicants may try to fake answers
23. Types of Employment Tests
Personality tests and Integrity tests
Intelligence and Cognitive tests
Job skills tests
Medical inquiries and physical examinations
Background checks