Recruitment & Selection
•Download as PPTX, PDF•
1 like•109 views
The document discusses the processes of recruitment and selection. Recruitment involves finding and attracting qualified applicants to fill vacant positions through internal and external sources using informal and formal methods. Selection is the process of choosing the best candidate by screening applications, conducting tests and interviews, checking references, and making a hiring decision. Key differences are that recruitment aims to create a pool of candidates while selection chooses the most appropriate person from qualified applicants.
Report
Share
Report
Share
Recommended
Recruitment & selection
This document outlines a recruitment and selection policy for large organizations. It discusses the objectives of recruitment and selection including generating a pool of qualified candidates and selecting the most suitable candidate. It describes the recruitment process as two-way between the organization and applicants. The selection process involves shortlisting candidates, interviews, skills assessments, making an offer, and ensuring confidentiality and documentation. Sources of recruitment include internal sources like job postings and external sources like advertisements. The goal of the policy is to control the recruitment and selection process and ensure it meets the business needs of the organization.
Human resources recruitment and labor market
This document discusses human resources recruitment and the labor market. It defines recruitment as generating qualified job applicants, and defines the labor market as the external pool from which organizations find employees. The recruitment process includes planning, developing a strategy, searching for candidates, screening applicants, and evaluating the process. Recruitment sources can be internal, like current employees, or external, like advertising. Increasing effectiveness and overcoming difficulties and challenges in recruitment are also discussed.
Recruitment and Selection in WGEO 1.pptx
This document summarizes the recruitment and selection process at WGEO, a UAE-based company. It identifies strengths like a strong employer brand and clear job descriptions, as well as weaknesses such as a limited candidate pool and lengthy hiring process. Recommendations are provided to expand sourcing channels, enhance employer branding, streamline hiring, provide interviewer training, collaborate with educational institutions, stay updated on legal requirements, and monitor performance. The summary aims to assess compliance with UAE HR law and identify opportunities to improve recruitment and selection practices.
Recruitment&selection of nursing personnel
This document outlines the recruitment and selection process of personnel. It begins with definitions of recruitment as the process of generating job applicants and selection as choosing candidates for jobs. The recruitment process involves identifying vacancies, advertising positions, evaluating responses, and dealing with constraints. Selection involves preliminary interviews, tests, employment interviews, reference checks, job offers, and evaluating the selection program. Sources of recruitment can be internal through promotions or transfers, or external through agencies, advertisements, or online methods. The document discusses interview types and formats and provides guidance on conducting effective interviews. It concludes with an overview of selection criteria organizations consider when hiring.
The concept of recruitment
[1] The document discusses the concept and process of recruitment. It defines recruitment as the process of finding and attracting job applicants.
[2] The recruitment process involves identifying vacancies, advertising positions, short-listing candidates, interviewing, and making hiring decisions. The goal is to create a pool of candidates for selection.
[3] Recruitment sources can be internal through promotion or transfer, or external through methods like advertisements, employment agencies, and references. Factors like globalization, motivation, and strategic priorities present challenges to HR professionals in recruitment.
The concept of recruitment
[1] Recruitment is the process of finding and attracting capable job applicants. It begins when new recruits are sought and ends when their applications are submitted, creating a pool for selection.
[2] The objectives of recruitment are to attract qualified candidates, create a talent pool for selection, and meet future hiring needs. It is a continuous process of developing applicant pools even without current vacancies.
[3] Key factors affecting recruitment are adapting to globalization, lack of motivation for recruiters, analyzing efficient processes, and prioritizing strategic needs to meet market changes. Knowledge process outsourcing is a growing sector with opportunities for postgraduates in fields like research, analytics, and management.
An Overview - Recruitment
Recruitment refers to the overall process of attracting, shortlisting, selecting and appointing suitable candidates for jobs (either permanent or temporary) within an organization.
Recruitment and selection
This document discusses recruitment and selection. It defines recruitment as attracting candidates to jobs, and selection as hiring the right person for the right job. The recruitment and selection process involves job analysis, developing job qualifications and descriptions, setting objectives and strategies, and considering internal and external candidate sources. Planning includes defining objectives and strategies. The recruitment system uses internal sources like promotions and external sources like advertisements. The selection system involves preliminary interviews, applications, interviews, references, testing, examinations, and offers. The conclusion states the goals of filling vacancies with right people at the right time and cost.
Recommended
Recruitment & selection
This document outlines a recruitment and selection policy for large organizations. It discusses the objectives of recruitment and selection including generating a pool of qualified candidates and selecting the most suitable candidate. It describes the recruitment process as two-way between the organization and applicants. The selection process involves shortlisting candidates, interviews, skills assessments, making an offer, and ensuring confidentiality and documentation. Sources of recruitment include internal sources like job postings and external sources like advertisements. The goal of the policy is to control the recruitment and selection process and ensure it meets the business needs of the organization.
Human resources recruitment and labor market
This document discusses human resources recruitment and the labor market. It defines recruitment as generating qualified job applicants, and defines the labor market as the external pool from which organizations find employees. The recruitment process includes planning, developing a strategy, searching for candidates, screening applicants, and evaluating the process. Recruitment sources can be internal, like current employees, or external, like advertising. Increasing effectiveness and overcoming difficulties and challenges in recruitment are also discussed.
Recruitment and Selection in WGEO 1.pptx
This document summarizes the recruitment and selection process at WGEO, a UAE-based company. It identifies strengths like a strong employer brand and clear job descriptions, as well as weaknesses such as a limited candidate pool and lengthy hiring process. Recommendations are provided to expand sourcing channels, enhance employer branding, streamline hiring, provide interviewer training, collaborate with educational institutions, stay updated on legal requirements, and monitor performance. The summary aims to assess compliance with UAE HR law and identify opportunities to improve recruitment and selection practices.
Recruitment&selection of nursing personnel
This document outlines the recruitment and selection process of personnel. It begins with definitions of recruitment as the process of generating job applicants and selection as choosing candidates for jobs. The recruitment process involves identifying vacancies, advertising positions, evaluating responses, and dealing with constraints. Selection involves preliminary interviews, tests, employment interviews, reference checks, job offers, and evaluating the selection program. Sources of recruitment can be internal through promotions or transfers, or external through agencies, advertisements, or online methods. The document discusses interview types and formats and provides guidance on conducting effective interviews. It concludes with an overview of selection criteria organizations consider when hiring.
The concept of recruitment
[1] The document discusses the concept and process of recruitment. It defines recruitment as the process of finding and attracting job applicants.
[2] The recruitment process involves identifying vacancies, advertising positions, short-listing candidates, interviewing, and making hiring decisions. The goal is to create a pool of candidates for selection.
[3] Recruitment sources can be internal through promotion or transfer, or external through methods like advertisements, employment agencies, and references. Factors like globalization, motivation, and strategic priorities present challenges to HR professionals in recruitment.
The concept of recruitment
[1] Recruitment is the process of finding and attracting capable job applicants. It begins when new recruits are sought and ends when their applications are submitted, creating a pool for selection.
[2] The objectives of recruitment are to attract qualified candidates, create a talent pool for selection, and meet future hiring needs. It is a continuous process of developing applicant pools even without current vacancies.
[3] Key factors affecting recruitment are adapting to globalization, lack of motivation for recruiters, analyzing efficient processes, and prioritizing strategic needs to meet market changes. Knowledge process outsourcing is a growing sector with opportunities for postgraduates in fields like research, analytics, and management.
An Overview - Recruitment
Recruitment refers to the overall process of attracting, shortlisting, selecting and appointing suitable candidates for jobs (either permanent or temporary) within an organization.
Recruitment and selection
This document discusses recruitment and selection. It defines recruitment as attracting candidates to jobs, and selection as hiring the right person for the right job. The recruitment and selection process involves job analysis, developing job qualifications and descriptions, setting objectives and strategies, and considering internal and external candidate sources. Planning includes defining objectives and strategies. The recruitment system uses internal sources like promotions and external sources like advertisements. The selection system involves preliminary interviews, applications, interviews, references, testing, examinations, and offers. The conclusion states the goals of filling vacancies with right people at the right time and cost.
Recruitment & Selection
This document discusses the recruitment and selection process. It defines recruitment as searching for prospective employees and selection as choosing the best candidate. It outlines internal and external recruitment methods and their advantages and disadvantages. The recruitment process involves job analysis, advertising openings, application forms, written tests, and interviews. The selection process evaluates candidates' qualifications to ensure they are suitable for the organization. Effective recruitment and selection are important for hiring the right employees.
Recruitment Seminar PPT
The document discusses recruitment and selection processes in nursing management. It defines recruitment as attracting suitable candidates to apply for jobs. The types of recruitment include planned, anticipated, and unexpected. The objectives, sources, and basic elements of recruitment policy are outlined. Internal and external sources of recruitment are explained. The methods of recruitment include direct, indirect, and third party approaches. The recruitment process involves planning, strategy development, searching, screening, evaluation, and control. Selection is defined as choosing candidates with the required abilities. The stages of selection include interviewing, testing, approval, referencing, medical examination, and placement. Promotion is discussed along with factors implying promotion and components of a promotion policy.
Staffing.pptx
Staffing involves hiring and developing human resources to fill organizational positions. The key aspects of staffing are recruitment, selection, and training. Recruitment involves searching for candidates internally or externally. Selection is the process of evaluating candidates and choosing the best fit. Training improves employees' skills and competence through on-the-job or off-the-job methods. The staffing process aims to obtain competent personnel, drive high performance, utilize resources optimally, and improve job satisfaction.
RECRUITMENT & SELECTION.pptx
The document discusses the recruitment and selection process. It begins by outlining the key steps in recruitment, including analyzing job requirements, advertising vacancies, managing responses, shortlisting candidates, and appointing employees. Both internal and external recruitment sources are discussed. Selection involves identifying qualified candidates through screening applications, conducting interviews, checking references, and making a hiring decision. The goals are to recruit and select the most suitable candidates who are qualified and capable of fulfilling the job responsibilities.
Recruitment
Recruitment and selection are important human resource functions for attracting qualified candidates and hiring the most suitable individuals. The summary is:
1. Recruitment involves advertising job openings, screening applicants, and creating a pool of qualified candidates using methods like internal promotion, job postings, agencies or job fairs.
2. Selection chooses the best candidates and involves applications, interviews, testing, reference checks and making a final hiring decision.
3. Onboarding new employees includes orientation to familiarize them with the company and socialization to align their expectations with organizational values.
Recruitment Types & Process
The Slide Includes Types of Recruitment and step wise process that is generally followed by various companies in English in brief.
Recruitment and selection
The document discusses recruitment, selection, and appointment processes in human resources. It defines each term and explains that recruitment is encouraging applicants, selection is choosing the best candidate, and appointment is the final hiring agreement. The document outlines the stages of recruitment and selection including job analysis, writing job descriptions and specifications, using internal and external recruitment methods, screening applicants through methods like interviews and tests, and making a final hiring decision. It also discusses factors that can influence the recruitment and selection processes and how to evaluate if the processes were effective.
Recruitment and selection
The document discusses the recruitment and selection process. It defines recruitment as searching for qualified candidates and hiring them. The key steps in recruitment are establishing job requirements, sourcing candidates, screening, interviewing, making offers, and onboarding. Selection is defined as differentiating between applicants to identify those most likely to succeed. The main steps in selection are preliminary screening, testing, interviews, reference checks, making a selection decision, medical exams, making an offer, and final selection. Maintaining an effective recruitment and selection process is important for finding qualified candidates and reducing costs from bad hires.
Recruitment and selection method
This document discusses recruitment, selection, and appointment processes. It defines recruitment as encouraging job applications, selection as choosing the best candidate, and appointment as finalizing the employment agreement. The document outlines the stages of recruitment and selection, including job analysis, writing job descriptions and person specifications, using internal and external recruitment methods, screening applicants through methods like application forms and interviews, and selecting a candidate by making a job offer. It also discusses factors that can influence these processes, such as a company's resources and external economic conditions, and how to evaluate the effectiveness of recruitment and selection.
05.recruitment and selection
This document discusses recruitment and selection processes. It outlines internal and external sources for recruitment and their advantages and disadvantages. Internal sources include current employees and have benefits like lower costs but limited options. External sources provide new talent but risks include less loyalty. Selection ensures hiring the right candidates and involves steps like application screening, interviews, testing, and reference checks. The goal is choosing applicants most likely to succeed.
Recruitment process, goals, sources, constraints, selection methods and diffe...
The document discusses recruitment and selection processes. It defines recruitment as generating a pool of job applicants, while selection is the process of choosing candidates most likely to succeed. The summary discusses the key aspects of both processes:
Recruitment involves attracting qualified candidates through sources like job boards, websites, agencies or referrals. The goals are to attract suitable applicants and encourage unsuitable ones to self-select out. Selection methods evaluate candidates, and commonly include testing, interviews and reference checks to select the best candidates based on criteria like skills, experience and personality. The difference between recruitment and selection is that recruitment creates a talent pool, while selection evaluates candidates and results in a job offer.
Recuritment Process and Its Methods.pptx
The document discusses the recruitment process and methods. It defines recruitment as the process of searching for and encouraging employees to apply for jobs. The recruitment process involves planning, developing a strategy, searching for candidates, screening applicants, and evaluating the process. Methods of recruitment include direct approaches like campus recruitment as well as indirect methods such as advertising in newspapers, online job sites, magazines and professional journals.
Recruitment and selection
The document discusses the recruitment and selection process. It begins by outlining the stages of recruitment, including job announcements, applicant screening, testing, interviews, and final selection. It then discusses factors that can affect recruitment and selection, such as external authorities, market conditions, and legislation. Finally, it provides guidance on effective recruitment through developing strategy, ensuring equal opportunity, keeping applicants informed, and maintaining confidentiality.
Lincoln khan recruitment presentation
This presentation discusses recruitment and selection processes. Recruitment involves planning vacancies, developing search strategies, finding applicants, screening, and evaluating results. Selection involves preliminary interviews, tests, employment interviews, reference and background checks, making a selection decision, physical exams, offering a job, and creating an employment contract. Effective recruitment and selection can help organizations acquire qualified employees and save time and money.
ITFT - Human resource Mangement
The document discusses the key components of human resource management including human resource planning, recruitment and selection, orientation, training, performance management, and compensation and benefits. It provides details on the processes involved in each component and their objectives. For example, it explains that human resource planning ensures future personnel needs are met, recruitment develops a pool of qualified candidates, and orientation socializes new employees to help them adjust.
Recriutment and selection process
Recuitment and selection process in the firm or company by the HR department, sources of recruitment: internal and external methods, test and interviews inductions, training and placements.
Staffing
The document is a presentation on measuring the effectiveness of the recruitment and selection process of Standard Bank Ltd. It has the following key points:
The objectives are to measure the effectiveness of the recruitment and selection process, identify recruitment methods, recognize the selection process, and explore how Standard Bank attracts quality applicants.
Primary and secondary data sources are used, including questionnaires to employees, the company website, annual reports, and research papers.
Findings show that Standard Bank uses fair selection methods and is able to attract quality applicants. The presentation recommends Standard Bank increase recruitment budgets, improve HR and selection processes, and ensure an unbiased selection process.
ppt on Human resources management recruitment
The document discusses the process of recruitment and selection in human resource management. It defines recruitment as the process of searching for prospective employees and stimulating them to apply for jobs in an organization. The key steps in recruitment include planning, strategy development, searching, screening, and evaluation. Selection is defined as the process of choosing from among applicants the best qualified individuals. The main steps in selection are application forms, pre-employment tests, interviews, decision making, medical examination, and reference checks. The goal is to identify the most suitable candidates through a systematic selection process.
mba (hr) summer training report
Escorts Limited is an Indian engineering conglomerate that was founded in 1960 and is involved in businesses like agriculture machinery, construction equipment, and railway equipment. It is one of the largest tractor manufacturers in India and has two international subsidiaries. The company is committed to quality and has facilities for automotive press shop, hemming shop, die spotting press, and weld shop. It also has capabilities in CAD modelling. Escorts manufactures tractors under brands like Farmtrac, Powertrac, and Escort and has products like shock absorbers and railway couplers. The company is committed to quality, environmental performance, and customer satisfaction.
HRM process.pptx
The document discusses the HRM processes of recruitment, selection, and induction. It defines recruitment as searching for prospective job candidates and stimulating them to apply. Selection is the process of choosing the best candidate for a role. Induction, also called orientation, is the process of welcoming new employees and providing them essential information about the organization, their role, and workplace. The document outlines various recruitment methods like campus recruitment, internships, and advertisements. It also describes the selection steps of application screening, interviews, tests, reference checks, and making a final hiring decision. The objectives and types of induction processes are explained as well.
Supply chain management Process of PRAN-RFL
This document provides an overview of PRAN-RFL Group, a leading food and beverage conglomerate in Bangladesh. It discusses:
1) PRAN's founding in 1981 with the objective of producing agro products like juice, dairy, and ghee. RFL started in 1980 producing cast iron products.
2) PRAN has become one of the largest food brands in Bangladesh, with over 200 food products across 10 categories and exports to 138 countries. It employs over 40,000 people.
3) RFL is the market leader in cast iron, PVC, and plastic products in Bangladesh and exports abroad. It employs 12,000 people.
Process Strategy
This presentation discusses different process strategies including process-focused, repetitive-focused, and product-focused strategies. It provides examples of each strategy and compares their advantages and disadvantages. A process-focused strategy uses general purpose equipment for low volume, high variety products. Repetitive-focused strategies organize facilities by modules for high volume standardized products. Product-focused strategies use specialized equipment for high volume, low variety production. Mass customization blurs the distinctions by enabling high volume, high variety production. The presentation also discusses production technologies, process redesign, and environmentally friendly processes.
More Related Content
Similar to Recruitment & Selection
Recruitment & Selection
This document discusses the recruitment and selection process. It defines recruitment as searching for prospective employees and selection as choosing the best candidate. It outlines internal and external recruitment methods and their advantages and disadvantages. The recruitment process involves job analysis, advertising openings, application forms, written tests, and interviews. The selection process evaluates candidates' qualifications to ensure they are suitable for the organization. Effective recruitment and selection are important for hiring the right employees.
Recruitment Seminar PPT
The document discusses recruitment and selection processes in nursing management. It defines recruitment as attracting suitable candidates to apply for jobs. The types of recruitment include planned, anticipated, and unexpected. The objectives, sources, and basic elements of recruitment policy are outlined. Internal and external sources of recruitment are explained. The methods of recruitment include direct, indirect, and third party approaches. The recruitment process involves planning, strategy development, searching, screening, evaluation, and control. Selection is defined as choosing candidates with the required abilities. The stages of selection include interviewing, testing, approval, referencing, medical examination, and placement. Promotion is discussed along with factors implying promotion and components of a promotion policy.
Staffing.pptx
Staffing involves hiring and developing human resources to fill organizational positions. The key aspects of staffing are recruitment, selection, and training. Recruitment involves searching for candidates internally or externally. Selection is the process of evaluating candidates and choosing the best fit. Training improves employees' skills and competence through on-the-job or off-the-job methods. The staffing process aims to obtain competent personnel, drive high performance, utilize resources optimally, and improve job satisfaction.
RECRUITMENT & SELECTION.pptx
The document discusses the recruitment and selection process. It begins by outlining the key steps in recruitment, including analyzing job requirements, advertising vacancies, managing responses, shortlisting candidates, and appointing employees. Both internal and external recruitment sources are discussed. Selection involves identifying qualified candidates through screening applications, conducting interviews, checking references, and making a hiring decision. The goals are to recruit and select the most suitable candidates who are qualified and capable of fulfilling the job responsibilities.
Recruitment
Recruitment and selection are important human resource functions for attracting qualified candidates and hiring the most suitable individuals. The summary is:
1. Recruitment involves advertising job openings, screening applicants, and creating a pool of qualified candidates using methods like internal promotion, job postings, agencies or job fairs.
2. Selection chooses the best candidates and involves applications, interviews, testing, reference checks and making a final hiring decision.
3. Onboarding new employees includes orientation to familiarize them with the company and socialization to align their expectations with organizational values.
Recruitment Types & Process
The Slide Includes Types of Recruitment and step wise process that is generally followed by various companies in English in brief.
Recruitment and selection
The document discusses recruitment, selection, and appointment processes in human resources. It defines each term and explains that recruitment is encouraging applicants, selection is choosing the best candidate, and appointment is the final hiring agreement. The document outlines the stages of recruitment and selection including job analysis, writing job descriptions and specifications, using internal and external recruitment methods, screening applicants through methods like interviews and tests, and making a final hiring decision. It also discusses factors that can influence the recruitment and selection processes and how to evaluate if the processes were effective.
Recruitment and selection
The document discusses the recruitment and selection process. It defines recruitment as searching for qualified candidates and hiring them. The key steps in recruitment are establishing job requirements, sourcing candidates, screening, interviewing, making offers, and onboarding. Selection is defined as differentiating between applicants to identify those most likely to succeed. The main steps in selection are preliminary screening, testing, interviews, reference checks, making a selection decision, medical exams, making an offer, and final selection. Maintaining an effective recruitment and selection process is important for finding qualified candidates and reducing costs from bad hires.
Recruitment and selection method
This document discusses recruitment, selection, and appointment processes. It defines recruitment as encouraging job applications, selection as choosing the best candidate, and appointment as finalizing the employment agreement. The document outlines the stages of recruitment and selection, including job analysis, writing job descriptions and person specifications, using internal and external recruitment methods, screening applicants through methods like application forms and interviews, and selecting a candidate by making a job offer. It also discusses factors that can influence these processes, such as a company's resources and external economic conditions, and how to evaluate the effectiveness of recruitment and selection.
05.recruitment and selection
This document discusses recruitment and selection processes. It outlines internal and external sources for recruitment and their advantages and disadvantages. Internal sources include current employees and have benefits like lower costs but limited options. External sources provide new talent but risks include less loyalty. Selection ensures hiring the right candidates and involves steps like application screening, interviews, testing, and reference checks. The goal is choosing applicants most likely to succeed.
Recruitment process, goals, sources, constraints, selection methods and diffe...
The document discusses recruitment and selection processes. It defines recruitment as generating a pool of job applicants, while selection is the process of choosing candidates most likely to succeed. The summary discusses the key aspects of both processes:
Recruitment involves attracting qualified candidates through sources like job boards, websites, agencies or referrals. The goals are to attract suitable applicants and encourage unsuitable ones to self-select out. Selection methods evaluate candidates, and commonly include testing, interviews and reference checks to select the best candidates based on criteria like skills, experience and personality. The difference between recruitment and selection is that recruitment creates a talent pool, while selection evaluates candidates and results in a job offer.
Recuritment Process and Its Methods.pptx
The document discusses the recruitment process and methods. It defines recruitment as the process of searching for and encouraging employees to apply for jobs. The recruitment process involves planning, developing a strategy, searching for candidates, screening applicants, and evaluating the process. Methods of recruitment include direct approaches like campus recruitment as well as indirect methods such as advertising in newspapers, online job sites, magazines and professional journals.
Recruitment and selection
The document discusses the recruitment and selection process. It begins by outlining the stages of recruitment, including job announcements, applicant screening, testing, interviews, and final selection. It then discusses factors that can affect recruitment and selection, such as external authorities, market conditions, and legislation. Finally, it provides guidance on effective recruitment through developing strategy, ensuring equal opportunity, keeping applicants informed, and maintaining confidentiality.
Lincoln khan recruitment presentation
This presentation discusses recruitment and selection processes. Recruitment involves planning vacancies, developing search strategies, finding applicants, screening, and evaluating results. Selection involves preliminary interviews, tests, employment interviews, reference and background checks, making a selection decision, physical exams, offering a job, and creating an employment contract. Effective recruitment and selection can help organizations acquire qualified employees and save time and money.
ITFT - Human resource Mangement
The document discusses the key components of human resource management including human resource planning, recruitment and selection, orientation, training, performance management, and compensation and benefits. It provides details on the processes involved in each component and their objectives. For example, it explains that human resource planning ensures future personnel needs are met, recruitment develops a pool of qualified candidates, and orientation socializes new employees to help them adjust.
Recriutment and selection process
Recuitment and selection process in the firm or company by the HR department, sources of recruitment: internal and external methods, test and interviews inductions, training and placements.
Staffing
The document is a presentation on measuring the effectiveness of the recruitment and selection process of Standard Bank Ltd. It has the following key points:
The objectives are to measure the effectiveness of the recruitment and selection process, identify recruitment methods, recognize the selection process, and explore how Standard Bank attracts quality applicants.
Primary and secondary data sources are used, including questionnaires to employees, the company website, annual reports, and research papers.
Findings show that Standard Bank uses fair selection methods and is able to attract quality applicants. The presentation recommends Standard Bank increase recruitment budgets, improve HR and selection processes, and ensure an unbiased selection process.
ppt on Human resources management recruitment
The document discusses the process of recruitment and selection in human resource management. It defines recruitment as the process of searching for prospective employees and stimulating them to apply for jobs in an organization. The key steps in recruitment include planning, strategy development, searching, screening, and evaluation. Selection is defined as the process of choosing from among applicants the best qualified individuals. The main steps in selection are application forms, pre-employment tests, interviews, decision making, medical examination, and reference checks. The goal is to identify the most suitable candidates through a systematic selection process.
mba (hr) summer training report
Escorts Limited is an Indian engineering conglomerate that was founded in 1960 and is involved in businesses like agriculture machinery, construction equipment, and railway equipment. It is one of the largest tractor manufacturers in India and has two international subsidiaries. The company is committed to quality and has facilities for automotive press shop, hemming shop, die spotting press, and weld shop. It also has capabilities in CAD modelling. Escorts manufactures tractors under brands like Farmtrac, Powertrac, and Escort and has products like shock absorbers and railway couplers. The company is committed to quality, environmental performance, and customer satisfaction.
HRM process.pptx
The document discusses the HRM processes of recruitment, selection, and induction. It defines recruitment as searching for prospective job candidates and stimulating them to apply. Selection is the process of choosing the best candidate for a role. Induction, also called orientation, is the process of welcoming new employees and providing them essential information about the organization, their role, and workplace. The document outlines various recruitment methods like campus recruitment, internships, and advertisements. It also describes the selection steps of application screening, interviews, tests, reference checks, and making a final hiring decision. The objectives and types of induction processes are explained as well.
Similar to Recruitment & Selection (20)
Recruitment process, goals, sources, constraints, selection methods and diffe...
Recruitment process, goals, sources, constraints, selection methods and diffe...
More from Tuhin Parves
Supply chain management Process of PRAN-RFL
This document provides an overview of PRAN-RFL Group, a leading food and beverage conglomerate in Bangladesh. It discusses:
1) PRAN's founding in 1981 with the objective of producing agro products like juice, dairy, and ghee. RFL started in 1980 producing cast iron products.
2) PRAN has become one of the largest food brands in Bangladesh, with over 200 food products across 10 categories and exports to 138 countries. It employs over 40,000 people.
3) RFL is the market leader in cast iron, PVC, and plastic products in Bangladesh and exports abroad. It employs 12,000 people.
Process Strategy
This presentation discusses different process strategies including process-focused, repetitive-focused, and product-focused strategies. It provides examples of each strategy and compares their advantages and disadvantages. A process-focused strategy uses general purpose equipment for low volume, high variety products. Repetitive-focused strategies organize facilities by modules for high volume standardized products. Product-focused strategies use specialized equipment for high volume, low variety production. Mass customization blurs the distinctions by enabling high volume, high variety production. The presentation also discusses production technologies, process redesign, and environmentally friendly processes.
Opportunity cost
This document discusses the concept of opportunity cost. Opportunity cost refers to the cost of a decision in terms of the best alternative that is given up to achieve that decision. It is the best alternative that is forgone when making a choice due to scarce resources. The document notes that people must make choices everyday because of limited resources and many wants, which means deciding which wants will be satisfied and which will not. For every decision made, there is an opportunity cost.
Civil Law
Civil law is the body of laws that govern private and non-criminal legal matters. It is a codified system based on Roman law with detailed codes organizing the laws. More than 80 countries operate under a civil law system including Germany, France, Japan, and Russia. Judges in a civil law system have less flexibility than common law as they must rely on and apply the existing legal codes rather than interpret laws or precedents.
“Usability Analysis of Bangladeshi E-commerce Websites in perception of propo...
This document contains a student's research paper on analyzing the usability of Bangladeshi e-commerce websites. The paper includes an introduction outlining the objectives and importance of e-commerce website usability. It also provides a literature review on previous related research. The methodology section describes using an online survey tool to evaluate the usability of six popular Bangladeshi e-commerce sites based on criteria like ease of use, functionality, and satisfaction.
Usability analysis of bangladeshi e commerce websites in perception of propos...
“Usability Analysis of Bangladeshi E-commerce Websites in the perception of proposed usability analysis framework.”
MOA & AOA
The document summarizes the key differences between a Memorandum of Association (MOA) and Articles of Association (AOA). The MOA is the root document of a company that contains its basic details and defines its objectives and powers. It must be registered at incorporation. In contrast, the AOA contains the internal rules and regulations of a company and is subordinate to the MOA. It details the relationship between a company and its members.
Two Statements/Economics
This document discusses the differences between positive and normative economics. Positive economics takes an objective, descriptive approach focused on analyzing cause-and-effect relationships between economic variables. Normative economics takes a prescriptive, subjective approach based on values and judgments to examine what outcomes ought to be from an ethical perspective. While positive economics describes what is, normative economics aims to provide solutions based on subjective values. The two approaches are complementary rather than contradictory and both have important roles to play.
Factors that are essential to make Bangladeshi commercial movie successful
This document discusses the marketing strategy and performance of a movie. It provides details on activities like trailers, press junkets, posters, billboards, live conferences, and online marketing. It notes the movie received an IMDB rating of 8.8/10 and grossed 15 crores against a budget of 5 crores. Major findings indicate people are interested in cinema halls and films can appeal broadly if they are good and have the right strategy. Recommendations include using niche social networks like Vine and Pinterest, creating a visually compelling sub-site, and focusing on more creative marketing.
Effectiveness of E-Learning for Business Students
Effectiveness of E-Learning for Business Students: A Study on Army Institute of Business Administration, Savar.
Salvage value
The document defines and provides an example of salvage value. Salvage value is the estimated resale value of an asset at the end of its useful life, such as when a company sells a delivery car for $1,500 after 5 years of use. Salvage value is not discounted to present value and is also sometimes called scrap value. The document uses the example of a company purchasing a delivery car for $10,000 that is resold for $1,500 after 5 years of use to illustrate how salvage value applies.
Leverage
Leverage provides a framework for financing decisions and measures the effectiveness of a firm's use of debt. Operating leverage is the increased volatility in operating income caused by fixed operating costs. It can be increased by investing in fixed assets that reduce variable costs. This magnifies profits but also losses. Financial leverage is the effect on taxable income from changes in operating profit due to interest expenses. Combined leverage multiplies the effects of operating and financial leverage and measures a firm's overall financial strength.
Body Language is a crucial matter in business organization
Body language is a form of non-verbal communication through physical behaviors like facial expressions and gestures that can express thoughts, intentions, and feelings. It is an important form of communication because people remember visual cues like body language more than what they hear, and in business it is important to be able to demonstrate your message through both words and physical presence. The document provides an introduction to the topic of body language, why it is important in communication and persuasion, and a brief caution about its use.
Compound Interest and Geometric Progression
The document discusses compound interest and geometric progressions. It provides background on compound interest, including its history and how it is calculated. Formulas are presented for compound interest calculated annually and continuously. Examples are provided to demonstrate how to use the formulas. The effects of compound interest over long periods of time are described. Geometric sequences and progressions are defined and formulas are given for calculating terms and sums. Several examples show how to apply the formulas to geometric sequences. Uses of compound interest for businesses and ensuring pension payments are also mentioned.
Compound Interest and Geometric Progression
This presentation introduces compound interest and geometric progressions. It defines compound interest as interest on interest and discusses how it is used to maximize returns. The compound interest and continuous compound interest formulas are presented along with examples of how to use them. The effects, uses, advantages and disadvantages of compound interest are described. Geometric sequences are also defined using the common ratio and formulas are provided to find terms and sums. Examples are given to demonstrate the concepts. Business uses of compound interest in areas like mortgages, loans and equipment financing are briefly mentioned before concluding with a thank you.
Major Theories Of Leadership
What is Leadership?
Leadership is the way to motivate people towards achieving definite goals of an organization.
Theories Of Leadership
Leadership theories can be defined in many ways but we will be discussing about the following leadership theories.
1. Trait Theory of Leadership
2. Situational/Contingency Theory of Leadership
3. Behavioral Thoery of Leadership
4. Path Goal Theory
5. Charismatic Leadership Theory
6. Transformational Theory
History of Pi
1) The document discusses the history of pi and its calculation over time. It notes that the mathematician Al-Khwarizmi lived in Baghdad and contributed to the development of algebra and algorithms.
2) Several mathematicians such as Ptolemy, Zu Chongzhi, and Al-Khwarizmi made increasingly precise calculations of pi over centuries, with later mathematicians such as Al-Kashi and Roomen calculating pi to more decimal places.
3) The document also provides formulas for calculating the volume and surface area of basic geometric shapes like cylinders, cones, and spheres.
The role of computer in modern business
This document provides an analysis of the role of computers in modern business. It begins with an introduction and objectives. It then reviews relevant literature on how computers have evolved to play central roles in modern offices and businesses. The methodology section outlines how data was collected from external sources, eliminated and selected, and then analyzed. It concludes with findings that computers are now essential parts of modern businesses, allowing easier communication, data storage, and analysis to help with business decisions. Computers help businesses connect globally and reduce paper costs.
More from Tuhin Parves (18)
“Usability Analysis of Bangladeshi E-commerce Websites in perception of propo...
“Usability Analysis of Bangladeshi E-commerce Websites in perception of propo...
Usability analysis of bangladeshi e commerce websites in perception of propos...
Usability analysis of bangladeshi e commerce websites in perception of propos...
Factors that are essential to make Bangladeshi commercial movie successful
Factors that are essential to make Bangladeshi commercial movie successful
Body Language is a crucial matter in business organization
Body Language is a crucial matter in business organization
Recently uploaded
一比一原版(UVic毕业证)维多利亚大学毕业证如何办理
UVic毕业证成绩单【微信95270640】《如何办理UVic毕业证维多利亚大学文凭学历》【Q微信95270640】《维多利亚大学文凭学历证书》《维多利亚大学毕业证书与成绩单样本图片》毕业证书补办 Fake Degree做学费单《毕业证明信-推荐信》成绩单，录取通知书，Offer，在读证明，雅思托福成绩单，真实大使馆教育部认证，回国人员证明，留信网认证。网上存档永久可查！
如果您是以下情况，我们都能竭诚为您解决实际问题：【公司采用定金+余款的付款流程，以最大化保障您的利益，让您放心无忧】
1、在校期间，因各种原因未能顺利毕业，拿不到官方毕业证+微信95270640
2、面对父母的压力，希望尽快拿到维多利亚大学维多利亚大学毕业证成绩单；
3、不清楚流程以及材料该如何准备维多利亚大学维多利亚大学毕业证成绩单；
4、回国时间很长，忘记办理；
5、回国马上就要找工作，办给用人单位看；
6、企事业单位必须要求办理的；
面向美国乔治城大学毕业留学生提供以下服务:
【★维多利亚大学维多利亚大学毕业证成绩单毕业证、成绩单等全套材料，从防伪到印刷，从水印到钢印烫金，与学校100%相同】
【★真实使馆认证（留学人员回国证明），使馆存档可通过大使馆查询确认】
【★真实教育部认证，教育部存档，教育部留服网站可查】
【★真实留信认证，留信网入库存档，可查维多利亚大学维多利亚大学毕业证成绩单】
我们从事工作十余年的有着丰富经验的业务顾问，熟悉海外各国大学的学制及教育体系，并且以挂科生解决毕业材料不全问题为基础，为客户量身定制1对1方案，未能毕业的回国留学生成功搭建回国顺利发展所需的桥梁。我们一直努力以高品质的教育为起点，以诚信、专业、高效、创新作为一切的行动宗旨，始终把“诚信为主、质量为本、客户第一”作为我们全部工作的出发点和归宿点。同时为海内外留学生提供大学毕业证购买、补办成绩单及各类分数修改等服务；归国认证方面，提供《留信网入库》申请、《国外学历学位认证》申请以及真实学籍办理等服务，帮助众多莘莘学子实现了一个又一个梦想。
专业服务，请勿犹豫联系我
如果您真实毕业回国，对于学历认证无从下手，请联系我，我们免费帮您递交
诚招代理：本公司诚聘当地代理人员，如果你有业余时间，或者你有同学朋友需要，有兴趣就请联系我
你赢我赢，共创双赢
你做代理，可以帮助维多利亚大学同学朋友
你做代理，可以拯救维多利亚大学失足青年
你做代理，可以挽救维多利亚大学一个个人才
你做代理，你将是别人人生维多利亚大学的转折点
你做代理，可以改变自己，改变他人，给他人和自己一个机会嘿的笑连连说记得记得但别忘了拿奖状进城啊考试一结束山娃就迫不及待地给父亲挂电话：爸我拿奖了三好学生接我进城吧父亲果然没有食言第二天就请假回家接山娃离开爷爷奶奶的那一刻山娃又伤心得泪如雨下宛如军人奔赴前线般难舍和悲壮卧空调大巴挤长蛇列车山娃发现车上挤满了叽叽喳喳的同龄人皆一脸惊喜地四处瞅山娃不认识他们也无暇去套近乎一味地跟着父亲昼夜兼程第二天凌晨就辗转到了父亲的城哇父亲的城真的好大好美哟走出广州火父
5 Common Mistakes to Avoid During the Job Application Process.pdf
The journey toward landing your dream job can be both exhilarating and nerve-wracking. As you navigate through the intricate web of job applications, interviews, and follow-ups, it’s crucial to steer clear of common pitfalls that could hinder your chances. Let’s delve into some of the most frequent mistakes applicants make during the job application process and explore how you can sidestep them. Plus, we’ll highlight how Alliance Job Search can enhance your local job hunt.
一比一原版布拉德福德大学毕业证（bradford毕业证）如何办理
一模一样【微信：A575476】【布拉德福德大学毕业证（bradford毕业证）成绩单Offer】【微信：A575476】（留信学历认证永久存档查询）采用学校原版纸张、特殊工艺完全按照原版一比一制作（包括：隐形水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠，文字图案浮雕，激光镭射，紫外荧光，温感，复印防伪）行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备，十五年致力于帮助留学生解决难题，业务范围有加拿大、英国、澳洲、韩国、美国、新加坡，新西兰等学历材料，包您满意。
【业务选择办理准则】
一、工作未确定，回国需先给父母、亲戚朋友看下文凭的情况，办理一份就读学校的毕业证【微信：A575476】文凭即可
二、回国进私企、外企、自己做生意的情况，这些单位是不查询毕业证真伪的，而且国内没有渠道去查询国外文凭的真假，也不需要提供真实教育部认证。鉴于此，办理一份毕业证【微信：A575476】即可
三、进国企，银行，事业单位，考公务员等等，这些单位是必需要提供真实教育部认证的，办理教育部认证所需资料众多且烦琐，所有材料您都必须提供原件，我们凭借丰富的经验，快捷的绿色通道帮您快速整合材料，让您少走弯路。
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
→ 【关于价格问题（保证一手价格）
我们所定的价格是非常合理的，而且我们现在做得单子大多数都是代理和回头客户介绍的所以一般现在有新的单子 我给客户的都是第一手的代理价格，因为我想坦诚对待大家 不想跟大家在价格方面浪费时间
对于老客户或者被老客户介绍过来的朋友，我们都会适当给一些优惠。
选择实体注册公司办理，更放心，更安全！我们的承诺：可来公司面谈，可签订合同，会陪同客户一起到教育部认证窗口递交认证材料，客户在教育部官方认证查询网站查询到认证通过结果后付款，不成功不收费！
官方认证美国旧金山州立大学毕业证学位证书案例原版一模一样
原版一模一样【微信：741003700 】【美国旧金山州立大学毕业证学位证书】【微信：741003700 】学位证，留信认证（真实可查，永久存档）offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
一比一原版(TMU毕业证)多伦多都会大学毕业证如何办理
TMU本科学位证成绩单【微信95270640】☀️原版仿制多伦多都会大学毕业证书扫描件本科学位证书【办证Q微信95270640】TMU毕业证书扫描件原版仿制毕业成绩单，能完美还原海外各大学TMUBachelor Diploma degree, Master Diploma（本科/硕士多伦多都会大学毕业证书、成绩单）TMU大学Offer录取通知书、雅思成绩单、托福成绩单、雅思托福代考、语言证书、学生卡、高仿留服认证书等毕业/入学/在读材料。1:1完美还原海外各大学毕业材料上的多伦多都会大学毕业证书扫描件本科学位证书TMU毕业证书扫描件原版仿制毕业成绩单工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕，激光镭射，紫外荧光，温感，复印防伪。
【本科硕士】多伦多都会大学多伦多都会大学毕业证学位证（GPA修改）；学历认证（教育部认证）；大学Offer录取通知书留信认证使馆认证；雅思语言证书等高仿类证书。
办理流程：
1客户提供办理多伦多都会大学多伦多都会大学毕业证学位证信息：姓名生日专业学位毕业时间等（如信息不确定可以咨询顾问：我们有专业老师帮你查询）；
2开始安排制作毕业证成绩单电子图；
3毕业证成绩单电子版做好以后发送给您确认；
4毕业证成绩单电子版您确认信息无误之后安排制作成品；
5成品做好拍照或者视频给您确认；
6快递给客户（国内顺丰国外DHLUPS等快读邮寄）
真实网上可查的证明材料
1教育部学历学位认证留服官网真实存档可查永久存档。
2留学回国人员证明（使馆认证）使馆网站真实存档可查。
我们对海外大学及学院的毕业证成绩单所使用的材料尺寸大小防伪结构（包括：多伦多都会大学多伦多都会大学毕业证学位证隐形水印阴影底纹钢印LOGO烫金烫银LOGO烫金烫银复合重叠。文字图案浮雕激光镭射紫外荧光温感复印防伪）都有原版本文凭对照。质量得到了广大海外客户群体的认可同时和海外学校留学中介做到与时俱进及时掌握各大院校的（毕业证成绩单资格证结业证录取通知书在读证明等相关材料）的版本更新信息能够在第一时间掌握最新的海外学历文凭的样版尺寸大小纸张材质防伪技术等等并在第一时间收集到原版实物以求达到客户的需求。
本公司还可以按照客户原版印刷制作且能够达到客户理想的要求。有需要办理证件的客户请联系我们在线客服中心微信：95270640 或咨询在线高楼最底屋最下面很矮很黑是很不显眼的地下室父亲的家安在别人脚底下须绕过高楼旁边的垃圾堆下八个台阶才到父亲的家很狭小除了一张单人床和一张小方桌几乎没有多余的空间山娃一下子就联想起学校的男小便处山娃很想笑却怎么也笑不出来山娃很迷惑父亲的家除了一扇小铁门连窗户也没有墓穴一般阴森森有些骇人父亲的城也便成了山娃的城父亲的家也便成了山娃的家父亲让山娃呆在屋里做作业看电视最多只能在门口透透气不能跟陌生人搭腔更家
一比一原版(UBC毕业证)不列颠哥伦比亚大学毕业证如何办理
UBC硕士学位证成绩单【微信95270640】办理UBC毕业证【Q微信95270640】不列颠哥伦比亚大学毕业证书原版↑制作不列颠哥伦比亚大学学历认证文凭办理不列颠哥伦比亚大学留信网认证,留学回国办理毕业证成绩单文凭学历认证【Q微信95270640】专业为海外学子办理毕业证成绩单、文凭制作，学历仿制，回国人员证明、做文凭，研究生、本科、硕士学历认证、留信认证、结业证、学位证书样本、美国教育部认证百分百真实存档可查】
【实体公司】办不列颠哥伦比亚大学不列颠哥伦比亚大学毕业证成绩单学历认证学位证文凭认证办留信网认证办留服认证办教育部认证（网上可查实体公司专业可靠）
— — — 留学归国服务中心 — — -
【主营项目】
一.不列颠哥伦比亚大学毕业证成绩单使馆认证教育部认证成绩单等！
二.真实使馆公证(即留学回国人员证明,不成功不收费)
三.真实教育部学历学位认证（教育部存档！教育部留服网站永久可查）
四.办理各国各大学文凭(一对一专业服务,可全程监控跟踪进度)
国外毕业证学位证成绩单办理流程：
1客户提供不列颠哥伦比亚大学不列颠哥伦比亚大学毕业证成绩单办理信息：姓名生日专业学位毕业时间等（如信息不确定可以咨询顾问：我们有专业老师帮你查询）；
2开始安排制作毕业证成绩单电子图；
3毕业证成绩单电子版做好以后发送给您确认；
4毕业证成绩单电子版您确认信息无误之后安排制作成品；
5成品做好拍照或者视频给您确认；
6快递给客户（国内顺丰国外DHLUPS等快读邮寄）。
专业服务请勿犹豫联系我！本公司是留学创业和海归创业者们的桥梁。一次办理终生受用一步到位高效服务。详情请在线咨询办理,欢迎有诚意办理的客户咨询!洽谈。
招聘代理：本公司诚聘英国加拿大澳洲新西兰美国法国德国新加坡各地代理人员如果你有业余时间有兴趣就请联系我们咨询顾问：+微信:95270640伟大了居然能单匹马地跑到这么远这么大这么美的地方赚大钱高楼大厦鳞次栉比大街小巷人潮涌动山娃一路张望一路惊叹他发现城里的桥居然层层叠叠扭来扭去桥下没水却有着水一般的车水马龙山娃惊诧于城里的公交车那么大那么美不用买票乖乖地掷下二枚硬币空调享受还能坐着看电视呢屡经辗转山娃终于跟着父亲到家了山娃没想到父亲城里的家会如此寒碜更没料到父亲的城里竟有如此简陋的鬼地方父亲的家在高楼最底屋最下面很矮很黑是很不显各
一比一原版(QU毕业证)皇后大学毕业证如何办理
QU本科毕业证成绩单【微信95270640】办理皇后大学毕业证原版一模一样、QU毕业证制作【Q微信95270640】《皇后大学毕业证购买流程》《QU成绩单制作》皇后大学毕业证书QU毕业证文凭皇后大学
本科毕业证书,学历学位认证如何办理【留学国外学位学历认证、毕业证、成绩单、大学Offer、雅思托福代考、语言证书、学生卡、高仿教育部认证等一切高仿或者真实可查认证服务】代办国外（海外）英国、加拿大、美国、新西兰、澳大利亚、新西兰等国外各大学毕业证、文凭学历证书、成绩单、学历学位认证真实可查。
【实体公司】办皇后大学皇后大学本科毕业证成绩单学历认证学位证文凭认证办留信网认证办留服认证办教育部认证（网上可查实体公司专业可靠）
— — — 留学归国服务中心 — — -
【主营项目】
一.皇后大学毕业证成绩单使馆认证教育部认证成绩单等！
二.真实使馆公证(即留学回国人员证明,不成功不收费)
三.真实教育部学历学位认证（教育部存档！教育部留服网站永久可查）
四.办理各国各大学文凭(一对一专业服务,可全程监控跟踪进度)
国外毕业证学位证成绩单办理流程：
1客户提供皇后大学皇后大学本科毕业证成绩单办理信息：姓名生日专业学位毕业时间等（如信息不确定可以咨询顾问：我们有专业老师帮你查询）；
2开始安排制作毕业证成绩单电子图；
3毕业证成绩单电子版做好以后发送给您确认；
4毕业证成绩单电子版您确认信息无误之后安排制作成品；
5成品做好拍照或者视频给您确认；
6快递给客户（国内顺丰国外DHLUPS等快读邮寄）。
专业服务请勿犹豫联系我！本公司是留学创业和海归创业者们的桥梁。一次办理终生受用一步到位高效服务。详情请在线咨询办理,欢迎有诚意办理的客户咨询!洽谈。
招聘代理：本公司诚聘英国加拿大澳洲新西兰美国法国德国新加坡各地代理人员如果你有业余时间有兴趣就请联系我们咨询顾问：+微信:95270640开始山娃就知道父亲的家和工地共有一个很动听的名字——天河工地的底层空空荡荡很宽阔很凉爽在地上铺上报纸和水泥袋父亲和工人们中午全睡在地上地面坑坑洼洼山娃曾多次绊倒过也曾有长铁钉穿透凉鞋刺在脚板上但山娃不怕工地上也常有五六个从乡下来的小学生他们的父母亲也是高楼上的建筑工人小伙伴来自不同省份都操着带有浓重口音的普通话可不知为啥山娃不仅很快与他们熟识起来还成了无话不谈的好朋友可惜快乐的时光总是太短太匆忙吹
A Guide to a Winning Interview June 2024
This webinar is an in-depth review of the interview process. Preparation is a key element to acing an interview. Learn the best approaches from the initial phone screen to the face-to-face meeting with the hiring manager. You will hear great answers to several standard questions, including the dreaded “Tell Me About Yourself”.
在线制作加拿大萨省大学毕业证文凭证书实拍图原版一模一样
原版一模一样【微信：741003700 】【加拿大萨省大学毕业证文凭证书】【微信：741003700 】学位证，留信认证（真实可查，永久存档）offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
原版制作(RMIT毕业证书)墨尔本皇家理工大学毕业证在读证明一模一样
学校原件一模一样【微信：741003700 】《(RMIT毕业证书)墨尔本皇家理工大学毕业证在读证明》【微信：741003700 】学位证，留信认证（真实可查，永久存档）原件一模一样纸张工艺/offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原。
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
【主营项目】
一.毕业证【q微741003700】成绩单、使馆认证、教育部认证、雅思托福成绩单、学生卡等！
二.真实使馆公证(即留学回国人员证明,不成功不收费)
三.真实教育部学历学位认证（教育部存档！教育部留服网站永久可查）
四.办理各国各大学文凭(一对一专业服务,可全程监控跟踪进度)
如果您处于以下几种情况：
◇在校期间，因各种原因未能顺利毕业……拿不到官方毕业证【q/微741003700】
◇面对父母的压力，希望尽快拿到；
◇不清楚认证流程以及材料该如何准备；
◇回国时间很长，忘记办理；
◇回国马上就要找工作，办给用人单位看；
◇企事业单位必须要求办理的
◇需要报考公务员、购买免税车、落转户口
◇申请留学生创业基金
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
Jill Pizzola's Tenure as Senior Talent Acquisition Partner at THOMSON REUTERS...
Jill Pizzola's tenure as Senior Talent Acquisition Partner at THOMSON REUTERS in Marlton, New Jersey, from 2018 to 2023, was marked by innovation and excellence.
一比一原版(SFU毕业证)西蒙弗雷泽大学毕业证如何办理
SFU硕士毕业证成绩单【微信95270640】《西蒙弗雷泽大学毕业证书原版制作SFU成绩单》【Q微信95270640】《仿制SFU毕业证成绩单西蒙弗雷泽大学学位证书pdf电子图》，A.为什么留学生需要操作留信认证?
留信认证全称全国留学生信息服务网认证,隶属于北京中科院。①留信认证门槛条件更低,费用更美丽,并且包过,完单周期短,效率高②留信认证虽然不能去国企,但是一般的公司都没有问题,因为国内很多公司连基本的留学生学历认证都不了解。这对于留学生来说,这就比自己光拿一个证书更有说服力,因为留学学历可以在留信网站上进行查询!
B.为什么我们提供的毕业证成绩单具有使用价值？
查询留服认证是国内鉴别留学生海外学历的唯一途径，但认证只是个体行为，不是所有留学生都操作，所以没有办理认证的留学生的学历在国内也是查询不到的，他们也仅仅只有一张文凭。所以这时候我们提供的和学校颁发的一模一样的毕业证成绩单，就有了使用价值。
实体公司，专业可靠，办理加拿大毕业证|办美国成绩单|做德国文凭学历认证|办新西兰学位证，办澳洲文凭认证，办留信网认证（网上可查，实体公司，专业可靠）铸就十年品质！信誉！实体公司！
[留学文凭学历认证(留信认证使馆认证)西蒙弗雷泽大学毕业证成绩单毕业证证书大学Offer请假条成绩单语言证书国际回国人员证明高仿教育部认证申请学校等一切高仿或者真实可查认证服务。
多年留学服务公司,拥有海外样板无数能完美1:1还原海外各国大学degreeDiplomaTranscripts等毕业材料。海外大学毕业材料都有哪些工艺呢？工艺难度主要由：烫金.钢印.底纹.水印.防伪光标.热敏防伪等等组成。而且我们每天都在更新海外文凭的样板以求所有同学都能享受到完美的品质服务。
国外毕业证学位证成绩单办理方法：
1客户提供办理西蒙弗雷泽大学西蒙弗雷泽大学毕业证假文凭信息：姓名生日专业学位毕业时间等（如信息不确定可以咨询顾问：我们有专业老师帮你查询）；
2开始安排制作毕业证成绩单电子图；
3毕业证成绩单电子版做好以后发送给您确认；
4毕业证成绩单电子版您确认信息无误之后安排制作成品；
5成品做好拍照或者视频给您确认；
6快递给客户（国内顺丰国外DHLUPS等快读邮寄）
— — — — 我们是挂科和未毕业同学们的福音我们是实体公司精益求精的工艺！ — — — -
一真实留信认证的作用(私企外企荣誉的见证):
1：该专业认证可证明留学生真实留学身份同时对留学生所学专业等级给予评定。
2：国家专业人才认证中心颁发入库证书这个入网证书并且可以归档到地方。
3：凡是获得留信网入网的信息将会逐步更新到个人身份内将在公安部网内查询个人身份证信息后同步读取人才网入库信息。
4：个人职称评审加20分个人信誉贷款加10分。
5：在国家人才网主办的全国网络招聘大会中纳入资料供国家500强等高端企业选择人才。娃没到过没资格跟小伙伴们争论在山娃的记忆深处只有过年时父亲才会在家呆上三五天无奈相聚的时光总是太短太匆忙记得今年正月就在父亲扛起蛇皮袋将要跨出门槛的一刹那山娃突然抱紧父亲的大腿嚎啕大哭父亲吃力地掰开山娃的手哽咽道山娃好好听话好好念书到了暑假爸也接你进城爸的城好远好大好美山娃于是天天扳着手指算计着读书也格外刻苦无奈时间总过得太慢太慢每次父亲往家打电话山娃总抢着接听一个劲地提醒父亲别忘了正月说的话电涌
Recently uploaded (20)
5 Common Mistakes to Avoid During the Job Application Process.pdf
5 Common Mistakes to Avoid During the Job Application Process.pdf
Status of Women in Pakistan.pptxStatus of Women in Pakistan.pptx
Status of Women in Pakistan.pptxStatus of Women in Pakistan.pptx
thyroid case presentation.pptx Kamala's Lakshaman palatial
thyroid case presentation.pptx Kamala's Lakshaman palatial
Jill Pizzola's Tenure as Senior Talent Acquisition Partner at THOMSON REUTERS...
Jill Pizzola's Tenure as Senior Talent Acquisition Partner at THOMSON REUTERS...
Recruitment & Selection
- 2. Process of finding & attracting qualify applicants to fill the vacant position. Two factors affecting recruitment 1. External factors 2. Internal factors Basically two sources of recruitment 1. Internal 2. External 1. Informal method 2. Formal method
- 3. Process of choosing the best candidate. Reception of application Screening Application Blank Employment tests Interview References Medical Examination Hiring decision
- 4. Positive in nature Involves encouraging candidates to apply Starts before selection Main objective is to create pool of candidates Lower level manager deals with the process No restriction on the number of persons applying for the job Negative in nature Selection from amongst the qualified candidates Starts after recruitment process Objective is to select the most appropriate person after eliminating others Middle & top level manager deals with the process Only restricted number of persons are selected. Recruitment SelectionVS
- 5. Manager notifies of vacancy HR departments post hob openings HR receive bids from interested applicants HR department screened candidates List of candidates given by Human Resources to Managers Call for test & Interview Filling position Types of recruitment 1) External recruitment • Job advertisement • Job watch • SCB global career website 2) Internal job recruitment • Employee referral • SCB global career website
- 6. Initial screening Completing the application form Employment test Comprehensive interview Background Investigation Decision making Selection
- 7. Couple of steps to be followed: 1. Written Test (Elaborative & M.C.Q) 2. VIVA Recruit from 2 sources: 1. Internal (Fill vacancies with qualified existing employee) 2. External ( Walk-ins,campus recruitment,Job Advertisement etc.)
- 8. Consists of 8 steps: 1. Initial screening interview 2. Completing the application form 3. Employment test 4. Comprehensive interview 5. Background investigation 6. A conditional job offer 7. Medical or physical examination 8. The permanent job offer Selection