Quality Sourcing Model helps placement agents and companies to source only exact matching candidates to JD [Job Description] - based ob their score in skill tests as per JD, educational background, and experience etc. Huge savings on recruitment cost!
Maximize the chances of placements through caliber matching with various company requirements!
Step 1: Skill Identification
Step 2: Caliber Matching
Step 3: CV Circulation
Contact us on sales@jiem.in for J-AIR now!
If you have the good connections with educational institutes like universities, colleges or even with students, you may like to become our Associate Partner for J-AIR!
Contact us on sales@jiem.in
Maximize the chances of placements through caliber matching with various company requirements!
Step 1: Skill Identification
Step 2: Caliber Matching
Step 3: CV Circulation
Contact us on sales@jiem.in for J-AIR now!
If you have the good connections with educational institutes like universities, colleges or even with students, you may like to become our Associate Partner for J-AIR!
Contact us on sales@jiem.in
A deep dive by a doctoral candidate in psychology on the candidate and applicant screening and selection tools available to organizations and hiring managers.
14 years of total experience which includes 9 years into End to End recruitment, Talent Acquisition, Executive Search, RPO,Leadership hiring, Stakeholder Management, Delivery Management and Team Management.
Field Recruitment Skills Testing Brochure- With over a 1000 tests on offer we can test your candidates or employees on everything from Microsoft Applications to job specific tests in areas such as Finance, Sales, Nursing, Engineering, Secretarial and many more.
How to hire a Customer Experience AnalystHireQuotient
Here's a step-by-step guide to hire your perfect Customer Experience Analyst.
1. Define the Ideal Candidate: Clearly articulate the skills, qualifications, and personality traits that embody the perfect fit for a Customer Experience Analyst at our organization.
2. Design a Compelling Job Description: Craft a job description using JD Generator that not only outlines the technical requirements but also conveys our company's values and the distinctive aspects of our work environment. This approach aims to attract candidates who resonate with both the required skills and our organizational culture.
3. Source Candidates as per your JD: Rather than relying solely on inbound applications, proactively seek out talent that aligns with our requirements using an automated talent sourcing tool.
4. Implement Skills Assessment Tests: Employ skills assessment tests to gauge candidates' proficiency in areas such as data analysis, customer journey mapping, and communication. Ensure these assessments align with the actual responsibilities of a Customer Experience Analyst in our organization.
5. Conduct a Video Interview: Integrate one-way video interviews into the hiring process. This approach allows us to evaluate candidates not only on verbal communication skills but also on their comfort with technology, professionalism, and ability to engage effectively in a virtual setting.
6. Utilize Reference Checks: Conduct thorough reference checks to validate the information provided by candidates. Inquire about their work ethic, collaboration skills, and track record of delivering positive customer experiences.
7. Offer Competitive Compensation: Acknowledge the value of a Customer Experience Analyst by providing a competitive compensation package. This encompasses salary, bonuses, and benefits in line with industry standards and reflective of the candidate's expertise.
8. Provide a Positive Candidate Experience: Ensure a positive experience for candidates, starting from the initial application through to the final interview. A seamless and respectful recruitment process contributes to a favorable perception of our company, even for those who may not ultimately join the team.
Read the full article here: https://www.hirequotient.com/how-to-hire/customer-experience-analyst
A deep dive by a doctoral candidate in psychology on the candidate and applicant screening and selection tools available to organizations and hiring managers.
14 years of total experience which includes 9 years into End to End recruitment, Talent Acquisition, Executive Search, RPO,Leadership hiring, Stakeholder Management, Delivery Management and Team Management.
Field Recruitment Skills Testing Brochure- With over a 1000 tests on offer we can test your candidates or employees on everything from Microsoft Applications to job specific tests in areas such as Finance, Sales, Nursing, Engineering, Secretarial and many more.
How to hire a Customer Experience AnalystHireQuotient
Here's a step-by-step guide to hire your perfect Customer Experience Analyst.
1. Define the Ideal Candidate: Clearly articulate the skills, qualifications, and personality traits that embody the perfect fit for a Customer Experience Analyst at our organization.
2. Design a Compelling Job Description: Craft a job description using JD Generator that not only outlines the technical requirements but also conveys our company's values and the distinctive aspects of our work environment. This approach aims to attract candidates who resonate with both the required skills and our organizational culture.
3. Source Candidates as per your JD: Rather than relying solely on inbound applications, proactively seek out talent that aligns with our requirements using an automated talent sourcing tool.
4. Implement Skills Assessment Tests: Employ skills assessment tests to gauge candidates' proficiency in areas such as data analysis, customer journey mapping, and communication. Ensure these assessments align with the actual responsibilities of a Customer Experience Analyst in our organization.
5. Conduct a Video Interview: Integrate one-way video interviews into the hiring process. This approach allows us to evaluate candidates not only on verbal communication skills but also on their comfort with technology, professionalism, and ability to engage effectively in a virtual setting.
6. Utilize Reference Checks: Conduct thorough reference checks to validate the information provided by candidates. Inquire about their work ethic, collaboration skills, and track record of delivering positive customer experiences.
7. Offer Competitive Compensation: Acknowledge the value of a Customer Experience Analyst by providing a competitive compensation package. This encompasses salary, bonuses, and benefits in line with industry standards and reflective of the candidate's expertise.
8. Provide a Positive Candidate Experience: Ensure a positive experience for candidates, starting from the initial application through to the final interview. A seamless and respectful recruitment process contributes to a favorable perception of our company, even for those who may not ultimately join the team.
Read the full article here: https://www.hirequotient.com/how-to-hire/customer-experience-analyst
OpCord (Optimizing with Coordination) was founded in year 2009 and was among 15 Emerging Companies in Growth category in India in 2012 by Nasscom. It has about 50 members, working on products, services as mentioned below:
1. RideAlly Product: A travel solution to connect commuters to share travel anywhere to anywhere on most of the vehicles. One can use it on any device with Internet at http://rideally.com or download Android app from Google Play Store.
2. TestOptimizer Product: An Excel based Test Automation Framework which enables manual testers and even business analysts to automate test suites (or requirements) without having knowledge of programming. More info at http://testoptimizer.com
3. Services: Web / Mobile Apps Development (Java, PHP, Android, iOS), Manual / Automated Testing (Webdriver, Selenium, JUnit, TestNG, etc)
4. Consulting & Trainings for agile methodologies. Have a pool of agile coaches and serving some MNCs.
To get 100% qualified candidates, you must create your own Employment Test and assess them. Skill Evaluation Lab is the only one software that supports all kind of tests. Create your exams now !
QA and test departments often are composed of employees with business backgrounds who have little training when it comes to software testing. Though they are engaged, these team members can get overwhelmed by the thousands of test cases they have to execute over and over, and they don’t see a future career path in testing. What can be done to address these challenges? Join Sophie Benjamin as she presents her personal step-by-step recipe to transform QA and test teams and position them for success within IT. She talks about the essential roles in QA and test teams, their skills and contributions within the software delivery cycle, and tips and tricks to keep employees motivated and willing to invest in their careers. Attendees will leave with practical advice on what leaders and managers can do to ensure that their QA and test teams deliver results and add value to their organizations, today and in the future.
How technologies can help you to improve your Business Performance through systematically & scientifically enhancing Competencies of your Human Resources both potential & existing.
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.
Emertxe Certified Embedded Professional (ECEP) is a flagship job-oriented training program offered by Emertxe. This slide deck has induction detail about course structure and delivery.
How to hire the perfect Product Marketing ManagerHireQuotient
1.Define the Ideal Candidate: Clearly delineate the skills, qualifications, and personality traits that characterize an exemplary Product Marketing Manager for your organization.
2.Design a Compelling Job Description: Develop a job description using a JD Generator that not only enumerates technical requirements but also articulates the company's values and distinctive aspects of the work environment. This can attract candidates aligned with both the requisite skills and the organizational culture.
3.Source Candidates According to Your JD: Rather than waiting for suitable candidates to approach you, proactively seek talent that meets your requirements using an automated talent sourcing tool.
4.Implement Skills Assessment Tests: Utilize skills assessment tests to gauge candidates' proficiency in statistical analysis, data interpretation, and other relevant skills
5.Conduct a Video Interview: Integrate one-way video interviews into your hiring process. This enables an evaluation not only of a candidate's verbal communication skills but also of their comfort with technology, professionalism, and ability to engage in a virtual setting.
6.Utilize Reference Checks: Execute thorough reference checks to validate the information provided by candidates. Inquire about their work ethic, collaboration skills, and capacity to deliver results.
7.Offer Competitive Compensation: Acknowledge the value of a Market Research Analyst by presenting a competitive compensation package.
8.Provide a Positive Candidate Experience: Ensure a positive candidate experience throughout the entire recruitment process, from the initial application to the final interview.
To read the full article, visithttps://www.hirequotient.com/how-to-hire/product-marketing-manager
The Impact of Artificial Intelligence on Modern Society.pdfssuser3e63fc
Just a game Assignment 3
1. What has made Louis Vuitton's business model successful in the Japanese luxury market?
2. What are the opportunities and challenges for Louis Vuitton in Japan?
3. What are the specifics of the Japanese fashion luxury market?
4. How did Louis Vuitton enter into the Japanese market originally? What were the other entry strategies it adopted later to strengthen its presence?
5. Will Louis Vuitton have any new challenges arise due to the global financial crisis? How does it overcome the new challenges?Assignment 3
1. What has made Louis Vuitton's business model successful in the Japanese luxury market?
2. What are the opportunities and challenges for Louis Vuitton in Japan?
3. What are the specifics of the Japanese fashion luxury market?
4. How did Louis Vuitton enter into the Japanese market originally? What were the other entry strategies it adopted later to strengthen its presence?
5. Will Louis Vuitton have any new challenges arise due to the global financial crisis? How does it overcome the new challenges?Assignment 3
1. What has made Louis Vuitton's business model successful in the Japanese luxury market?
2. What are the opportunities and challenges for Louis Vuitton in Japan?
3. What are the specifics of the Japanese fashion luxury market?
4. How did Louis Vuitton enter into the Japanese market originally? What were the other entry strategies it adopted later to strengthen its presence?
5. Will Louis Vuitton have any new challenges arise due to the global financial crisis? How does it overcome the new challenges?
15385-LESSON PLAN- 7TH - SS-Insian Constitution an Introduction.pdf
Quality Sourcing Model : Source only qualified talent instead of pool of suitable candidates!
1. JIEM India Pvt. Ltd.
QUALIFIED SOURCING MODEL
High Quality, Low Rejection Model
Pre-assessed by 3rd party International
Organization
Qualified against benchmark set by existing
employees to make sure a perfect match.
2. Copyright @ JIEM India
CONVENTIONAL RECRUITMENT MODEL
Placement Consultant A
Placement Consultant B
Placement Consultant C
& more
Sourcing candidates from job portals, social sites, Own database etc.
Screening through CV & Calling
Scheduling test [if any] & interviews with Company HOD
Company interview rounds & selection
1
2
3
4
3. Copyright @ JIEM India
MISSING LINKS
Limited screening – Through CV and
telephonic call only limited screening is
possible; actual skills can not be judged
High volume, low quality – More number of
candidates based on CV & Calling to be
judged by company at the end results into last
minute rejection just because of lacking
required skills
Fake Resumes – There is a possibility of fake
resumes mentioning fake experience or skill
sets which is difficult to verify by just looking at
CV
4. Copyright @ JIEM India
Preferred Placement
Consultant Placement Consultant B
Placement Consultant C & more
Sourcing candidates from job portals, social sites, Own database etc.
Screening through CV & Calling
Scheduling test [if any] & interviews with Company HOD
Company interview rounds & selection
1
2
3
4
Benchmarking within company by assessment of
existing employees of same profile & experience
Testing Candidates against benchmark set by company
A
B
}Company
}JIEM
}Placement
Consultant
QUALITY SOURCING MODEL
5. Copyright @ JIEM India
Result : 10 selected 30 rejected ; 1/3rd
recruitment cost to company
Step 3. Company test and interview
process max on 40 Candidates qualified
in benchmark test
Step 3 B. Test of 100 candidates against
benchmark set in step A
Step 3 A. Taking test of existing
employees to set benchmark
Step 2. 100 CVs after Screening through
CVs and calling
Step 1. Downloading 500 CVs matching
with JD
RECRUITMENT COST TO COMPANY
Result : 10 selected 90 rejected ;
high recruitment cost to
company
Step 3. Company test and
interview process on 100
Candidates for 10 vacancies
Step 2. 100 CVs after Screening
through CVs and calling
Step 1. Downloading 500 CVs
matching with JD
10 Vacancies
{Placement
consultant
{Company
}
Placement
consultant
}Company
}
JIEM
1/3rd of Recruitment Cost
Recruitment Cost
QUALITY SOURCING
MODEL
CONVENTIONAL RECRUITMENT
MODEL
6. QSM Process
Copyright @ JIEM India 6
Score reports created only
for Qualified candidates
against company benchmark
QSM Tests
for
Candidates
Company
Benchmarkin
g
Test Creation
based on JD
Download
CVs and
Lock
candidates
with
company
1
First
screening
through CV
& Calling;
share
shortlisted
candidates
with JIEM
2
3
Company
announced
Vacancies
4
Index Consultant’s Responsibility JIEM Responsibility
Start
Share only
Qualified
candidates
with
company
5
Schedule
Company
Interview
Rounds for
Qualified
only
6
7. How Decision Making Becomes Easy
for Company HRs
Copyright @ JIEM India 7
Job Description Selection of Right Match
Testing for all skills of JD and Analysis
Filtration of qualified
candidates and individual
rating for each skill of JD
QSM
Why it is important?
Sourcing Model Company
8. Copyright @ JIEM India
HOW DOES IT ENSURE THE RIGHT MATCH
Tests are designed by experts on the basis of JD
Each skill mentioned in JD is given due weightage in
test
Questions are designed at various difficulty level to
measure the depth of knowledge and skill
Result analysis is done against the JD. It supports in
interview process.
Aptitude, Language skills and Psychometric Analysis against the Org
Benchmark ensures the matching profile.
Training needs are highlighted at the time of recruitment itself. It helps in
recruitment and training cost optimization.
9. Copyright @ JIEM India
ADVANTAGES
Less than one third cost of traditional recruitment cost.
Assessments are conducted by 3rd party International
organization JIEM in supervised environment
Quality candidates are assured as they have qualified
against the benchmark test already taken by existing
employees
Filtration of fake profiles; receive only authenticated and
qualified profiles
Detailed performance analysis reports to support
recruitment decision
Easier, faster and cost effective to conduct company
recruitment process on filtered candidates [less number,
high quality]
No change required in company recruitment process
10. Copyright @ JIEM India
10
CLIENT’S FAQS
1. Company already has their own test why do we need one more test?
This test is to ensure about rigid and high quality standards we follow while recommending the candidate.
Our tests are scientifically designed matching your JD, hence will not leave any aspect which needed to be checked at the time
of recruitment, appropriate weightage for each selection criteria, benchmarking to ensure quality.
2. Our need is very specific and cannot be tested using tests.
Technical or domain knowledge is not the only criteria in selection, Psychometric analysis , Aptitude, English Proficiency are
equally important.
3. There are very few candidates in our domain hence it doesn't take much effort to directly interview them rather going for
test.
Accuracy of interview increases if all the aspects are already verified in a test. Result analysis helps interviewer to probe right
areas of candidate. Candidates might be less but important is to recruit right candidate, hence even if a single candidate is there
it is always suggested to verify him through scientifically designed tests ( Psychometric , Aptitude and English Proficiency)
4. It increases the time for recruitment
Over all recruitment efficiency is improved by right and matching selection
5. Why do I need to go for benchmarking
For better resource management it is critical to be aware of quality in both absolute and relative terms.
6. We don't work with placement agencies, can you rather offer your tests as service.
Tests are designed as per JD every time and not available as rigid product separately. Value is in overall process, in fragmented
manner model doesn't deliver the quality output. We can't dilute our value.
12. Copyright @ JIEM India
WHAT IS JIEM?
LEADER IN EDUCATION AND SKILL MEASUREMENT RESEARCH &
TECHNOLOGY
We Carry out research on Accurate Measurement Techniques
in the field of - Education and Skill Enhancement
JIEM is a research based educational measurement technology
company that creates, executes and analyzes the tests
We pursue accuracy and efficiency
We drive the development of tests in almost all walks of
Education and Skill Enhancement.
We offer educational measurement technology worldwide
Our mission is to Develop highly authentic tests using expressive
ability of technology such as video, images and audio 12
14. Copyright @ JIEM India
WHAT WE DO?
Testing
We provide a variety of tests and learning systems using the latest
test theory such as computerized adaptive testing and continuous
measurement testing.
Test Analysis and Consulting
We support clients who want to establish qualification testing, revise
current test items or computerize an existing test to achieve accurate
measurement.
Test Operations
A one-stop solution company for management of tests, from
preparation of test questions, to printing, delivery, evaluation,
tabulation and analysis.
Globally
Our tests are being adopted globally as accurate measurement
tool
14
15. JIEM Credentials
JIEM Total Employees 115
JIEM Approximate number of test
takers [worldwide]
10 million
Worldwide representation of JIEM 7 locations
• Singapore
• India
• Hong Kong
• Beijing
• Japan
• Thailand
• Vietnam
Important Projects in India • CASEC
• J-AIR
• J-LEAD
15
Copyright @ JIEM India
16. Copyright @ JIEM India
INTERNATIONAL CLIENTELE
[OTHER THAN INDIA]
16
And many more…
500+ Organizations and 10 Million + examinees world wide
Copyright @ JIEM India
17. Copyright @ JIEM India
JIEM BUSINESS VERTICALS
e-Testing COMPUTER ADAPTIVE TESTS USING IRT
CASEC [Computerized Assessment System for English Communication]
CASEC-G / GTS[Automatic Grading / Correction System]
CASEC-WT [Automatic Writing Tutoring System]
Online Kids’ EIKEN [Listening Materials and Test combined for Kids]
Testing Solution Customized Assessment development, consultation and data analysis services
System development of
Computer Based recruiting test
Web based mock test for Japanese University Entrance Exams
Computer Based Testing for English
Adaptive Learning for English learners
e-Testing for Chinese learners
Adaptive Learning for National doctor’s license test
Adaptive Learning for Kids English learners
Testing Operation Customized operation service to research and test projects held by educational research institutions
PISA
PIAAC
National academic ability research held by Ministry of Education, Culture, Sports, Science and
Technology
Academic ability research by rural government
National Center for University Entrance Examinations
Copyright @ JIEM India
18. Copyright @ JIEM India
KEY PROJECTS BY JIEM IN ASSESSMENT
Copyright @ JIEM India
JIEM has designed and developed the many assessment programs
for various educational institutions, corporations and Japan
Government as well. Following are some projects
National Academic Ability Assessment – Japan [Junior High School]
Osaka Academic Ability Assessment
Kyoto Academic Ability Assessment
Kyoto City study confirmation program
Yokosuka City elementary and Junior High school Assessment
Yokohama elementary and Junior High school Assessment
2012 OECD-PISA
Grading and data input for TIMSS2011 preliminary research
PIAAC [Programme for the International Assessment of Adult
Competencies] research work
University entrance test application administration and score report work
Language proficiency test [hosted by: Characters Culture Promotion
Organization]
The Ministry of Education: Academic Ability Assessment
19. Copyright @ JIEM India
THANK YOU!
JIEM India Pvt. Ltd.
205, Pride Portal, Off Senapati Bapat Road, Behind Marriott
Hotel, Shivajinagar, Pune – 411016 India
exams@jiem.in | www.fb.com/jiem.net
Global Site
http://www.jiem.co.jp/en/
19