The document discusses best practices for recruitment, including researching company and job profiles, maintaining transparency, focusing on the positives of the company and job, and retaining employees. It provides tips for recruiters such as preparing scripts, revealing drawbacks upfront, and emphasizing workplace wellness. Graphs show the recruitment process funnel from initial screening down to final hires for various locations. The key is researching thoroughly, communicating effectively, and highlighting the benefits of the role and company culture.

1. Presentation on Practical implementation
By Swati Wasnik (Executive HR)
Recruitment
Hurdles
Solutions
Success

2.  Knowledge about company profile and job profile
 Script
 Research
 Reveal Drawbacks
 Maintain Transparency
 Positiveness of company & Job profile
 Recruitment funnel
 Recruitment Process Flowchart
 Employee Retention
 Summary

3.  While company facts are important to know date established, who leads what department, what
products or services they offer.
 It is more important to convey that not only have you done your research, but you’ve also
thought about this information in ways that show how your skills would impact the company.
 A job profile developed by the personnel department of a business might include such things
as job responsibilities, required qualifications, advancement prospects.
 The initial hourly pay or salary associated with the position & it should be clear to recruiter ,so
that recruiter should able to answer the question ask by employee at the time of interview.

4.  Prepare a script which ,what and how to talk to
candidate, for more effective communication.
 Recruiter communication reflects company level.
 Start with greeting in middle questions then
frame questions then end with taking follow up.
 Calling must be done to a proper candidates
whose resume conclude the job description
points.
 Discuss about the company profile and job
description
 One calling should not get waste either the
person interested or not but at end ask about
reference contacts.

5.  Market Research: Before starting calling one must have market knowledge.
 Job Research : What kind of job, what are the roles and responsibility of that particular job.
 Candidate Mentality: Think in place of candidate ,what he is thinking ,try to frame questions on
behalf of candidates and try to solve it first ready for answer before ask.
 Company’s competitors : These comes under the market search only as what type of salary
and benefits other company providing to candidates.
 Job Portals : Which is more impactful and useful for sourcing candidates. If fresher's candidates
require then “Freshersworld.com” portal is very useful also Naikri.com .
 Reference : Most of the candidates get through referral ,So make good relations with Existing
candidates.

6.  This plays most vital role in hiring point of view , Facebook and LinkedIn (Professional site)
 The advertisement should be impressive.
 The advertisement could be online advertising or print advertising.
 The each and every aspects of job description should be mention advertising.
 Including Mandatory things for job.
 Campus Drive in Different colleges for the locations as follows:
Chennai, Hyderabad , Bangalore , Pune.
 Drive Conducted At:
Dr.Ambedkar Institute of Management College,Bengaluru-560008,
Vivekananda Institute of Management, College,Bengluru-560055
GBS School of Business Studies, College,Hyderabad-500034.

9.  The drawbacks and the things which included as a negative related to job profile.
 Office timing ,List of holidays.
 Facilities which are not provided by the company as compare to other company.
 Job place either it is field work and including region.
 Insurance and other medic lame facilities whit exceptions.
 Retention Policy of a company including deduction amount.

10.  Each and everything should be clearly mention before joining of Employee that is ‘clyster
clear’.
 Nothing should be hidden from the Candidate about the company and job roles and
responsibility.
 Regarding Salary and working Hours should be discussed early.
 Notice period time and other formalities at the time of giving offer letter.
 If recruiter maintain transparency then applicants also reveals one of his drawbacks .

11. Being part of a company that believes workplace wellness can mean the difference
between a job you love:
 Relaxed and productive atmosphere : People enjoy coming to work and feel appreciated,
acknowledged and rewarded . creativity, productivity, and thinking outside the box flourish.
 Open and honest communication : Everyone communicates in a cards-on-the-table manner,
solving difficulties in a positive way. they view feedback as an opportunity for growth.
 Cooperation, support, and empowerment : Employees have a sense of camaraderie,
cooperation, and empowerment. Healthy competition exists without vengeful,
spiteful backstabbing.
 Sense of humor : Employees keep things in perspective, have fun, and laugh. Laughter
generates endorphins, our natural antidepressants.
Continue…

12.  Flexibility : The company and its employees embrace change,
accommodate new trends and technology, and incorporate new skills.
 Positive reinforcement : People need acknowledgement, appreciation, and
gratitude to be motivated.
 Emphasis on health, family, and environment : The company offers
comprehensive health insurance , with weight-loss, smoking-cessation,
and substance-abuse programs.
 Surviving the Toxic Workplace : Protection from Coworkers , Bosses and
Work Environment that Poison the employee day.

13. STEP 1
Database Search
STEP 2
Advertising
STEP 3
Networking & Referrals
STEP 4
Processing of Applicants
STEP 5
Submission & Interview
STEP 6
Feedback & Offer Letter
STEP 7
Commencement &
Retention

14. SCREENING
SHORTLISTED
Telephonic Round Interview
Interview
Face To Face
Finalist

15. 2700
1330
400
130
32
0
500
1000
1500
2000
2500
3000
Screening Shortlisted Telephonic
Round Interview
Interview Face
To Face
Final Selected
Graphical representation : Summary of A recruitment process of Company Project for different locations.

16. 0
20
40
60
80
100
120
Screening Shortlisted Telephonic
Round Interview
Interview Face To
Face
Final Selected
50
20
10
100
80
Graphical representation : Summary of A recruitment process of Company Project for Pune locations.

17. 0
200
400
600
800
1000
1200
Screening Shortlisted Telephonic
Round Interview
Interview Face
To Face
Final Selected
100
20 10
1000
500
Graphical representation : Summary of A recruitment process of Company Project for Bangalore locations.

18. 1000
500
100
20 4
0
200
400
600
800
1000
1200
Screening Shortlisted Telephonic
Round Interview
Interview Face
To Face
Final Selected
Graphical representation : Summary of A recruitment process of Company Project for Chennai locations.

19. 300
100
50
20
4
0
50
100
150
200
250
300
350
Screening Shortlisted Telephonic
Round Interview
Interview Face
To Face
Final Selected
Graphical representation : Summary of A recruitment process of Company Project for Hyderabad locations.

20. 300
150
100
50
4
0
50
100
150
200
250
300
350
Screening Shortlisted Telephonic
Round Interview
Interview Face
To Face
Final Selected
Graphical representation : Summary of A recruitment process of Company Project for Ahmedabad
locations.

21. 0
200
400
600
800
1000
1200
Final Selected
Screening
Shortlisted
Telephonic Round
Interview
Interview Face To Face

22.  Research helps recruiter for preparing Screening , so that at the time of interview or
shortlisting candidates ,we are ready for candidates questions.
 Always have some questions for the continuations of interview conversation
.
 Depending upon tone of voice of candidates interest for particular job is judge .
 Result of telling Negative contents of job profile first to Employee that Employees give
200%. They strive to be the best and to deliver top quality products and services . They
take responsibility for their actions and decisions.

23.  The impact of positivity of Company modules implies, Compassion, respect, and
understanding.
 Those who are Needy that person should be hire ,so that he could give his 100% to
prove himself.
 If we maintain transparency with candidates then will get transparency from them.
 Always keep in hold extra candidates for future fill-up ,if the candidates blackouts
after hiring