The recruitment process document outlines the steps an organization takes to hire new employees. It involves job analysis to design job descriptions, identifying potential candidates, advertising open positions, reviewing applications and resumes, shortlisting candidates, conducting technical evaluations and reference checks, negotiating salary and contracts, onboarding new hires with training and development, and providing rewards and compensation. The goal is to attract qualified candidates, evaluate them based on skills and experience, and integrate new employees into the organization.
Organisation Profile. One of the world’s foremost providers of consulting, technology, outsourcing services and local professional services.Present in over 40 countries with almost 180,000 people, the Group helps its clients transform in order to improve their performance and competitive positioning.
Send your CV : testinglifeline@outlook.com
Challenges recruiters face and why candidates are blamedSourcingAdda
The recruitment industry always has a talk which blames the candidates for various reasons.
Let’s see few reasons why Recruiters blame candidates?
• Candidates don't turn up for interviews as promised
• Candidates accept multiple offers and reject our offer at the last moment.
• Candidates don't give more details about their job.
• Candidates usually lie to recruiter and don’t give proper details
• Candidates say YES to other conditions and finally decline the offer for same reason
Though being a recruiter, we can’t blame candidates completely for the above reasons as I feel most of the recruiters are not doing their job in detail and in the way they need to considering deadlines.
Please follow us on Twitter:
@SourcingAdda
@TheSourcePro
Video Available at: https://youtu.be/AHDX7pGzb18
LEARN TO BECOME A PROFESSIONAL RECRUITER
Master the art of modern, technology-based recruiting and talent acquisition
Accelerate your recruitment career
Designed for those with no previous recruiting or staffing experience who want to break into the arena, our state-of-the-art training program will put you ahead of the curve as a Professional Recruiter.
We have developed a complete training program designed to teach you the best practices of recruiting at each stage of the recruitment life cycle.
You will also have access to workbooks, articles, videos, and other resources to help you along the way.
It is a presentation on what format is accurate for designing an influencing job description which will definitely attract the pool of best talents for your organization.
Organisation Profile. One of the world’s foremost providers of consulting, technology, outsourcing services and local professional services.Present in over 40 countries with almost 180,000 people, the Group helps its clients transform in order to improve their performance and competitive positioning.
Send your CV : testinglifeline@outlook.com
Challenges recruiters face and why candidates are blamedSourcingAdda
The recruitment industry always has a talk which blames the candidates for various reasons.
Let’s see few reasons why Recruiters blame candidates?
• Candidates don't turn up for interviews as promised
• Candidates accept multiple offers and reject our offer at the last moment.
• Candidates don't give more details about their job.
• Candidates usually lie to recruiter and don’t give proper details
• Candidates say YES to other conditions and finally decline the offer for same reason
Though being a recruiter, we can’t blame candidates completely for the above reasons as I feel most of the recruiters are not doing their job in detail and in the way they need to considering deadlines.
Please follow us on Twitter:
@SourcingAdda
@TheSourcePro
Video Available at: https://youtu.be/AHDX7pGzb18
LEARN TO BECOME A PROFESSIONAL RECRUITER
Master the art of modern, technology-based recruiting and talent acquisition
Accelerate your recruitment career
Designed for those with no previous recruiting or staffing experience who want to break into the arena, our state-of-the-art training program will put you ahead of the curve as a Professional Recruiter.
We have developed a complete training program designed to teach you the best practices of recruiting at each stage of the recruitment life cycle.
You will also have access to workbooks, articles, videos, and other resources to help you along the way.
It is a presentation on what format is accurate for designing an influencing job description which will definitely attract the pool of best talents for your organization.
RecruitingKhanh K. NguyenCapella UniversityOctober 9, .docxaudeleypearl
Recruiting
Khanh K. Nguyen
Capella University
October 9, 2019
“E-Recruitment”
The Internet Recruitment, is also known as E-Recruitment is the method of employing the potential applicants for the empty job positions, through electronic resources, mainly the internet.
Its cheap
Helpful equally for the employer and the applicant
Less time required in hiring
More efficient and easy
Not suitable for senior positions
High volume of responses
Technology issues
Too impersonal
“Advantages of E-Recruitment”
“Dis-Advantages of E-Recruitment”
2
“Sales Representative Duties”
Reaching customers
By promoting products and services
Do cost-benefit and examination of clients to fulfill their needs.
Start, grow and continue customer better relationships.
Accelerate the determination of client complications and problems and then solve them accordingly.
Organize sales determination with team and additional sections
Analyze markets and report.
Continuously take feedback
3
“Job description for Sales representative”
“Our company CapraTek is looking for a Sales Representative to be responsible for generating leads and meeting sales goals. Duties will include sales presentations and product demonstrations, as well as negotiating contracts with potential clients.
In order to be successful in this role, you will need to have a deep understanding of the sales process and dynamics, and also superb interpersonal skills. Previous experience in a sales role is an advantage.”
4
“Sales Representative Requirements for CapraTek”
Prove work as sales reprenstatives
Excel in MS word
CRM and BRM practice
Extremely encouraged and board ambitious with target to achieved
Perfect communication and negotiation skills.
Prioritizing, time management and organizational skills
Aptitude to make and bring performances custom-made to the spectators wants.
BS/BA degree or equivalent
5
COMPARE THE QUALITY OF THE JOB INFORMATION FOR EACH EMPLOYER AND WEB SITE FROM AN APPLICANT'S AND EMPLOYER'S POINT-OF-VIEW
“Significant changes in technology over the past decade are having a profound impact on recruiting strategies, with staffing professionals increasingly using social networking sites to source, contact and screen both active and passive job candidates. In addition to a focus on social networking's impact on the staffing process”
So when we are at the point of hiring the final candidate we should review how career-oriented he/she is. Assess their past experience, know their strength and weaknesses. Consider if they fit in our company’s culture or not. This is the biggest challenge for a company to find a right candidate. Preference should always be given to one who is more skilled and motivated and good fit in the company. So all the past experience on the given resume is checked by the employer if it will fit best for the company
6
Process of Recruiting in Capra Tek
What is the process of recruitment and selecting?
The proce ...
Title - Understanding Customer Needs And Designing A Product To Fulfill The Needs - Placon Manpower Solutions - Recruitment Services Report
Need help write at jainkajal0712@gmail.com / thekajaljain@gmail.com
The ultimate hiring tool box for small medium businessDaorong Lin
Recruiting and hiring the right candidates takes time, energy, and patience. As a small business, you’re already running on empty. That’s why we at LinkedIn developed this hiring toolbox full of forms, checklists, templates, and tips for you to use at each stage of your recruiting and hiring process.
2015 Ultimate Hiring Toolbox For Small & Medium BusinessesSage HR
Get checklists, templates, forms, and more!
Recruiting and hiring the right candidates takes time and energy, especially if you work in a small or medium sized business. To help you save time and effort, we've developed an easy-to-use hiring toolbox filled with checklists, templates, forms, and best practices for finding and hiring top talent.
This free resource offers:
- Recruiting and onboarding checklists: A downloadable checklist of to-do's for you to use during pre and post hire.
- Forms and interview templates: Templates that assist with interviewing, assessments, team alignment, and more.
- Top technologies and features: A review of the most impactful products and features successful hiring professionals use.
- Creative tips: Tips and tricks for creating a positive on-site interview experience
Download your free copy to help speed up productivity and improve your hiring process!
This Presentation will help the Job Seekers with the Complete Interview Process, It gives a detail Idea about the Process and help in building the Confidence.
2. Job analysis
Job should be design as per the
requirements that are received from
the various departments of the
company.
3. Prepare a Job Description
Design of job is to be prepared as what
sex, age, qualifications , skill, work
experience is desirable for that
particular job
5. Advertised Recruitment
Main as well as the basic source to get
more CV, is advertisement in local as
well as national level news papers (as
per requirements), as in case of MR or
ASM employment notice can be pasted
in union offices etc.
6. Database Selection
To choose the right candidate
company’s previous database can be
consider. References from the
company staff are also welcome, job
rotation and job promotions can also be
analyzed .
7. Internet search
To attract the young candidates , the
latest technology internet is very helpful
as monsterindia,noukri.com.public and
social forums can also try for example
orkut,yahoo etc.collages sites ate very
helpful.
11. Reference/credential verification
Before finalize have a complete and deep
look towards reference and credential
verifications.
Also ask for if he can get it personally from
his previous employers.
12. Salary and contract negotiation
After assessing and analyzing we come to
the point of salary that how much he/she
expect. and whether it comes under
company policies .
Above all if he/she deserve or not ?
To check if he ready to negotiation?
If he want to sign a contract in favor of
company and for how much time ?
14. Compensation, incentives & bonus design
After that his compensation, incentive and
bonus is to be design.
15. Post joining Counseling
After all this process a warm welcome he
deserve and introduction the staff &
management .
Company profile, literature or other material
that he requires for his job should be
provided .if the person is MR,ASM or ZSM
his bag or brief case should be provided
Company product sample
16. People Development & Training
After all this primary formalities ,main and
basic training is provided to the new joiner.
that is for their immediate requirement for
that job.
we have appointed that person for long term
planning so his skills must be upgraded as
per company requirements.that comes under
the development of the person.