It is a presentation on what format is accurate for designing an influencing job description which will definitely attract the pool of best talents for your organization.
Elements of Job Advertisement
Communication Mediums of Job Advertisements
References:
Heneman III, Herbert.; Judge, Timothy A (2005). Staffing Organizations. USA: McGraw-Hill. ISBN 0072987227.
Danny. The Talent Scout's Blog. The 8 Elements of a Good Recruitment Ad. Electronic References. Retrieved from:
http://thetalentscout.wordpress.com/2012/05/12/the-8-elements-of-a-good-recruitment-ad-6/
Elements of Job Advertisement
Communication Mediums of Job Advertisements
References:
Heneman III, Herbert.; Judge, Timothy A (2005). Staffing Organizations. USA: McGraw-Hill. ISBN 0072987227.
Danny. The Talent Scout's Blog. The 8 Elements of a Good Recruitment Ad. Electronic References. Retrieved from:
http://thetalentscout.wordpress.com/2012/05/12/the-8-elements-of-a-good-recruitment-ad-6/
Currently associated with Tata Technical center INDIA at pune since 25th May 2015 to till date.
Worked with Randstad India ltd Conform June 2012 to May 22nd at Pune as Senior Consultant – (Client Relationship and Delivery)
2010 Renewing And Reenergizing Your Job Searchtgulian
I developed this presentation for a group LHH HR professionals that were going through a job transition. I used tips during my own job transition. And hope that others will find it useful.
Currently associated with Tata Technical center INDIA at pune since 25th May 2015 to till date.
Worked with Randstad India ltd Conform June 2012 to May 22nd at Pune as Senior Consultant – (Client Relationship and Delivery)
2010 Renewing And Reenergizing Your Job Searchtgulian
I developed this presentation for a group LHH HR professionals that were going through a job transition. I used tips during my own job transition. And hope that others will find it useful.
Recruitment is a process of looking for potential employees and encouraging them to apply for the vacant position while staffing is a process of acquisition, employment, development and retention of people in an organization. Staffing agencies help provide qualified and trained resources ready to be onboarded, reducing the time taken to hire and loss of productivity and thereby saving money.
The ultimate hiring tool box for small medium businessDaorong Lin
Recruiting and hiring the right candidates takes time, energy, and patience. As a small business, you’re already running on empty. That’s why we at LinkedIn developed this hiring toolbox full of forms, checklists, templates, and tips for you to use at each stage of your recruiting and hiring process.
2015 Ultimate Hiring Toolbox For Small & Medium BusinessesSage HR
Get checklists, templates, forms, and more!
Recruiting and hiring the right candidates takes time and energy, especially if you work in a small or medium sized business. To help you save time and effort, we've developed an easy-to-use hiring toolbox filled with checklists, templates, forms, and best practices for finding and hiring top talent.
This free resource offers:
- Recruiting and onboarding checklists: A downloadable checklist of to-do's for you to use during pre and post hire.
- Forms and interview templates: Templates that assist with interviewing, assessments, team alignment, and more.
- Top technologies and features: A review of the most impactful products and features successful hiring professionals use.
- Creative tips: Tips and tricks for creating a positive on-site interview experience
Download your free copy to help speed up productivity and improve your hiring process!
How to hire 1,000 Software Engineers & Does the Market Actually Hate YouRecruitingDaily.com LLC
Be Great.
A company is only as exceptional as the people in it, and to get exceptional people, a strong recruitment process is a must.
Whether you’re building a recruitment process for the first time or want to optimize a current one, Brian Fink, Senior Talent Sourcer at RentPath, will provide guidelines and resources that will put your process ahead of the pack.
Like WAY Ahead of the Pack.
Yeah, we know we’re funny sometimes, but this is no joke. Brian’s a total VIP across the sourcing & recruiting world (i.e., you want to listen to him). Check him out as the Master of Ceremonies at HRTX Recruiting & Sourcing Educational Workshop.
What You’ll Learn
From understanding your needs to providing a positive candidate experience, you (with a little help from Brian, of course) will create a comprehensive and actionable recruitment process that will nurture candidates and eliminate bottlenecks!
At a glance we will focus on:
Knowing your must-haves from your nice-to-haves
Understanding what success will look like in the role
Attracting active and passive talent
Nurturing candidates until the timing is right
And if you can’t attend the live session…
No worries. We’ll send you a copy of the recording and materials just for registering so you can learn on your own time.
How To Get The Most Out Of Recruitment Agencies, Oussama MansourThe HR Observer
There certainly seems to have been a growing sense of informal negativity towards recruitment consultants in the region. A recruitment agency should help speed up the recruitment process and take a significant workload of your plate. The better consultants should be well connected and be able to provide you access to strong candidates that would be otherwise impossible to gain access to. Due to the significant sums of money involved in the recruitment business, this have caused a drastic shift in how some recruitment companies in the middle east approach their clients. Some have abandoned the mature, well informed true consultative approach and instead replaced it with a high volume, sales orientated approach. Others have become CV passers and nothing more. Finding and getting the best out of a recruitment agency, however, requires planning, preparation and determination.
This presentation was used at HR Summit and Expo 2013 www.hrsummitexpo.com
6 Proven Tips for Hiring the Right EmployeeBaek Yongsun
Discover the essential tips for hiring the right employee. From defining job requirements to targeted recruitment strategies, find proven methods to make successful hires.
If you are a Hiring Manager then you are even more important than your CEO! The Most Comprehensive Step By Step Quick Guide for Hiring Managers for effective Recruitment.
3. DEFINITION:-
Job description is an advertisement for
the specific requirements, job duties
and job responsibilities in an
organization.
A tool to attract the pool of talent for
applying to the vacant position.
An opportunity for the talents to
switch from their current position to
the better one.
List of skills required for the particular
job.
4. NEED:-
To attract the pool of candidates.
To summarize what an organization is
looking for the vacant position.
To market the position.
To let know people about an
opportunity.
5. Effects:-
An Influencing Job description brings the
variety of skilled talent to an organization.
An Influencing job description creates the
choices for selecting the best one.
An Influencing job description helps in closing
the position easily and with best talent.
An Influencing job description also helps in
Identifying about the goodwill of your
organization in the market.
An Influencing job description makes easy for
the candidates to measure their skills for the
job.
6. Format for an Influencing JD:-
Heading (company name).
Company’s brief Introduction.
Title of the job.
Selected candidate will report to.
Overview of the job.
Duties & Responsibilities of the job.
Qualification for the job.
Skills required.
Venue and timings for the Interview.
Document required.
Contact person with contact number.
7. Key Points to remember:-
JD should be precise.
Only Important skills need to be
mentioned.
Use gender neutral language.
Use an accurate Job title.
Mention the benefits working with your
organization.
If you are mentioning the Salary criteria,
mention the correct range.
JD should be able to create a visionary
picture in the mind of potential candidate.
8. Conclusion:-
Job description should be able to
communicate the requirement of the
position because it is the first mode of
communication with the candidate.
If job description is influencing, you
are catching more candidates to select
the best among the pool.
Your JD should be accurate with the
proper detail and facts about the
position.
