The document discusses best practices for onboarding new employees. It recommends creating an attractive employment brand to attract the right candidates. An effective onboarding process begins with developing career opportunities online, sending welcome packets, and assigning buddies or mentors. The selection process should be standardized, consistent, and legally compliant. New hires should complete paperwork in advance and receive orientation and training upon starting. Follow-up surveys allow continuing improvement of the onboarding program.
This short book looks at the recruitment process from the point-of-view of the recruiter and applicant. It covers job applications, job requirements, recruitment agencies, interviews, presentations, group work and tests.
The document discusses skills that employers find valuable in graduates and tips for job seekers. It summarizes a survey finding that employers most value skills like taking pride in work, problem solving, building relationships, and having a sense of humor. Academics alone are not enough; graduates should focus on developing transferable skills through extracurricular activities. The document provides 10 tips from Ernst & Young for graduates seeking employment, such as taking risks, developing people skills, and becoming self-aware. It also discusses upcoming career fairs and workshops to help students improve their job hunting skills.
The document discusses how to attract and retain top talent in the payments industry. It outlines that employees are seeking competitive compensation, non-monetary benefits like flexible work hours and professional development, strong leadership, and opportunities for growth. It provides tips for companies such as understanding market compensation, clearly defining job roles, leveraging networks for recruiting, acknowledging accomplishments, and obtaining feedback to create an engaging work culture and increase retention.
Recruitment is very important in human resource.
Finding the right ,or capable employees, and recruitment plan should be materialized.
Nowadays Social media are viral for hiring people. There are some sites such as ODESK, FREELANCER, and ELANCE are those company that pays to employees working in a short period of time. But If working with high benefits HR is very strict in choosing a loyal, patience, and screen employees to fit for the JOB.
There are other ways to recruit such as external or internal methods.
ROTATING ADS,BANNERS, EMAIL MARKETING is now a way of recruitment. Video presentation onlines, as well as webinars for trainings.
But still TRADITIONAL way is also important.
ADVERTISING, EMPLOYMENT AGENCIES, EMPLOYEE REFERRALS ARE ALL EFFECTIVE IN ATTRACTING INDIVIDUALSIN EVERY TYPE OF SKILLS.
Sourcing in personnel management refers to proactively identifying potential candidates through recruiting techniques. Historically, sourcing was the sole responsibility of recruiters, but it has grown into a specialized role. Sourcing involves identifying names, titles, and contact information of potential candidates through primary techniques like cold calling or secondary techniques like internet searches. Proactive sourcing seeks out passive candidates not actively job searching, while reactive sourcing reviews applicants from job boards or referrals. Sourcing is distinguished from candidate research and profiling. Specialized sourcers focus on internet research skills or sourcing diverse candidates.
This document provides information on career development and entrepreneurship. It discusses defining career goals and the requirements to achieve those goals. It emphasizes creating a career development plan with milestones and reviewing it regularly. The document also covers personal branding for job seekers, highlighting skills, networking, and continuing education. Additionally, it discusses different levels of entrepreneurial development from self-employment to becoming an entrepreneurial investor. The overall message is on taking steps to advance one's career through planning, skills development, and potentially pursuing entrepreneurship or investment opportunities.
We are passionate about bringing the best recruiter and sales training to the IT, Engineering and HIT staffing industry. Our goal is deliver training and management consulting that enables our clients to grow faster, increase productivity, gain competitive advantages, and improve their financial performance.
NewVector trainers are practicing industry experts averaging 15 years of industry experience. They are highly accomplished professionals and speakers who love to share their expertise and insights with others.
This short book looks at the recruitment process from the point-of-view of the recruiter and applicant. It covers job applications, job requirements, recruitment agencies, interviews, presentations, group work and tests.
The document discusses skills that employers find valuable in graduates and tips for job seekers. It summarizes a survey finding that employers most value skills like taking pride in work, problem solving, building relationships, and having a sense of humor. Academics alone are not enough; graduates should focus on developing transferable skills through extracurricular activities. The document provides 10 tips from Ernst & Young for graduates seeking employment, such as taking risks, developing people skills, and becoming self-aware. It also discusses upcoming career fairs and workshops to help students improve their job hunting skills.
The document discusses how to attract and retain top talent in the payments industry. It outlines that employees are seeking competitive compensation, non-monetary benefits like flexible work hours and professional development, strong leadership, and opportunities for growth. It provides tips for companies such as understanding market compensation, clearly defining job roles, leveraging networks for recruiting, acknowledging accomplishments, and obtaining feedback to create an engaging work culture and increase retention.
Recruitment is very important in human resource.
Finding the right ,or capable employees, and recruitment plan should be materialized.
Nowadays Social media are viral for hiring people. There are some sites such as ODESK, FREELANCER, and ELANCE are those company that pays to employees working in a short period of time. But If working with high benefits HR is very strict in choosing a loyal, patience, and screen employees to fit for the JOB.
There are other ways to recruit such as external or internal methods.
ROTATING ADS,BANNERS, EMAIL MARKETING is now a way of recruitment. Video presentation onlines, as well as webinars for trainings.
But still TRADITIONAL way is also important.
ADVERTISING, EMPLOYMENT AGENCIES, EMPLOYEE REFERRALS ARE ALL EFFECTIVE IN ATTRACTING INDIVIDUALSIN EVERY TYPE OF SKILLS.
Sourcing in personnel management refers to proactively identifying potential candidates through recruiting techniques. Historically, sourcing was the sole responsibility of recruiters, but it has grown into a specialized role. Sourcing involves identifying names, titles, and contact information of potential candidates through primary techniques like cold calling or secondary techniques like internet searches. Proactive sourcing seeks out passive candidates not actively job searching, while reactive sourcing reviews applicants from job boards or referrals. Sourcing is distinguished from candidate research and profiling. Specialized sourcers focus on internet research skills or sourcing diverse candidates.
This document provides information on career development and entrepreneurship. It discusses defining career goals and the requirements to achieve those goals. It emphasizes creating a career development plan with milestones and reviewing it regularly. The document also covers personal branding for job seekers, highlighting skills, networking, and continuing education. Additionally, it discusses different levels of entrepreneurial development from self-employment to becoming an entrepreneurial investor. The overall message is on taking steps to advance one's career through planning, skills development, and potentially pursuing entrepreneurship or investment opportunities.
We are passionate about bringing the best recruiter and sales training to the IT, Engineering and HIT staffing industry. Our goal is deliver training and management consulting that enables our clients to grow faster, increase productivity, gain competitive advantages, and improve their financial performance.
NewVector trainers are practicing industry experts averaging 15 years of industry experience. They are highly accomplished professionals and speakers who love to share their expertise and insights with others.
How to Make a Career Change without Sacrificing Your Market Value- Debra Feld...Debra Feldman
Debra Feldman, JobWhiz describes how to overcome barriers employers impose upon career changers, re-entry candidates and individuals seeking to switch roles. Learn how to preserve your market value and land a new job that matches the candidate's expectations for time commitment, location, responsibilities, compensation, life balance, future prospects, etc. Candidates, even those who want a job on very specific terms are not powerless. Take control over your career, communicate your value contribution and get the job offer you want. Network Purposefully (tm) to find a new situation where you will be appreciated and rewarded commensurate with your value. A different position is a legitimate job search objective: be sure to communicate compellingly how your background makes you a better prospect than someone who doesn't have your track record elsewhere to back them up and demonstrate an ability to deliver and not be any risk to an employer to hire for a new role.
Recruitment and Selection Assignment Posting a Job Opening and Selecting a Ca...Tawnya Foster
Wow Cosmetics Shop plans to use three external recruitment sources to generate applicants for an entry-level recruitment and selection analyst position: job boards like Indeed, Facebook, and TalentEgg targeted toward recent graduates. The main screening activity will be an application blank to assess qualifications. A screening interview will further narrow candidates. The sources and screening methods were chosen to cost-effectively target qualified candidates for the entry-level role.
The document provides guidance on negotiating job offers to reach a win-win outcome for both the employer and candidate. It discusses preparing by understanding each party's needs and offers, building trust with candidates through honest and consistent communication, and closing deals by prioritizing the candidate's top needs and focusing on areas of influence like compensation, benefits, learning opportunities, and connections within the company. Scenarios and questions provide examples of negotiating for a senior software engineer candidate considering relocating for a position.
Difference between China and Germany in recruitmentSHENTU Teng
The document discusses best practices for recruitment including preparation, competence modeling, marketing channels, assessment processes, and onboarding. It provides details on developing job descriptions and selection criteria, using both direct and indirect marketing channels, conducting online tests and interviews, using assessment centers, and onboarding to help new employees adapt to the company culture. Cultural differences in approaches between China and Germany are also highlighted.
The document discusses achieving excellence in recruitment through strategic and systematic processes. It recommends defining job needs, developing compelling marketing descriptions, sourcing candidates through various channels including networking and referrals, providing excellent candidate care, conducting effective interviews and assessments, making offers that minimize rejections, and onboarding new hires through communication and orientation. Measuring results and continually improving using new technologies like social media are also emphasized for recruitment success.
This document provides guidance on effective sourcing strategies and techniques for recruiters. It defines sourcing as actively searching for and identifying qualified candidates, convincing them to participate in the recruitment process, and conducting initial screening. The document then offers examples of successful job postings, outreach messages to candidates, and tools that experienced recruiters find useful for sourcing. It emphasizes measuring the results of different sourcing activities and channels to determine their effectiveness.
Applying And Interviewing At Management Consultanciesstewartr
This document provides guidance on interviewing for management consultancy roles. It discusses the ideal candidate profile, including strategic thinking, analytical rigour and the ability to manage people. It outlines the application process, including tips for CVs, cover letters, and preparing for different interview formats and stages. Key advice includes researching the company, understanding the role, demonstrating motivation and competencies, and practicing common interview questions. The document also provides dos and don'ts for an effective interview, such as being on time, maintaining focus, and avoiding arrogance or over-formality.
The document discusses selecting a general public relations officer for a hotel and building winning teams. It outlines the characteristics, recruitment methods, selection methods, selection process, and legal considerations for selecting a public relations officer. It also discusses the mix of knowledge, skills, and experience needed for an effective team, fostering team spirit, defining team roles and empowering members to work effectively.
The document discusses several key factors for MBA graduates to consider when pursuing their careers, including developing specialized skills in growing industries, gaining work experience either before or during their MBA, conducting thorough research on potential employers, and networking. It also emphasizes the importance of soft skills, being resilient in your job search, preparing for interviews, and ensuring good fit between your goals and the company culture. While an MBA provides valuable business knowledge, communication skills are also highly valued by employers.
The document discusses various aspects of the recruitment process including sourcing candidates, validating candidate profiles, conducting interviews, coordinating the process effectively, negotiating offers, and onboarding new hires. It provides guidance on utilizing different sourcing channels, evaluating candidate qualifications and interest levels, setting up successful interviews, maintaining clear communication, overcoming barriers to negotiation, and implementing onboarding strategies to retain new employees. The overall document offers recruitment experts advice on optimizing each stage of the hiring process.
WorkLiv International, LLC developed the Personal Independence Series to assist job seekers at varying stages in their career. Each of the Personal Independence Series’ four programs address interests and job-search challenges unique to the respective career stage. Personal Independence: Marketing Yourself for Success points transitioning workers/professionals in a successful career direction.
Many professionals face change as they are either forced out of a position or learn their chosen career no longer interests them. While most people can easily find employment, it is especially important at this stage in one’s career to find the desired job at the salary needed. Marketing Yourself for Success goes beyond the traditional job-search methods to assist participants in:
Overcoming the emotion of losing a job.
Identifying their career direction.
Maximizing their job search.
Negotiating the best offer.
Transitioning into a new work environment.
Succeeding on the job.
Creating a Work Life Balance.
This workbook contains detailed direction in each of the above-mentioned objective areas to assist participants in fully benefiting from a well-planned marketing effort.
Contact WorkLiv to learn more about other Personal Independence Series’ programs, including Entering the Job Market, Exploring the World of Work, and Achieving Worklife Success after 55.
WorkLiv is the proprietor of Marketing Yourself for Success and its corresponding curriculum. Program contents cannot be reproduced without the permission of WorkLiv.
The document provides tips for recent graduates seeking their first job. It emphasizes the importance of being selective in the roles applied for by researching careers and employers thoroughly. Graduates are advised to consider why they want a particular role and what the day-to-day responsibilities entail. Additional tips include crafting a targeted cover letter highlighting how skills match the criteria and putting together a concise 2-3 page resume. With thorough preparation, research, and planning, graduates can improve their chances of landing the right first role.
This document discusses different methods that small businesses can use for recruitment and selection of new employees, including internal sourcing, external sourcing, and third-party sourcing. It also covers interviewing candidates and making a final selection. Internal sourcing involves advertising open positions to current employees, external sourcing uses tools like job boards to find external candidates, and third-party sourcing utilizes placement agencies. The interview process should involve hypothetical scenarios and listening to candidate answers without interruption before selecting the best fit based on competency in answering questions and interest in the business.
This document discusses the job search process and provides tools and tips for finding employment. It notes that the average worker holds 10-15 jobs over their career, making job searching an ongoing process. The presentation recommends developing a strong resume, obtaining references, managing social media presence, and using placement agencies and job sites. It emphasizes proper etiquette for applications, interviews, and follow-ups. Candidates are advised to prepare behavioral answers, research companies, and be aware that job offers may depend on passing background and drug checks.
This document discusses strategies for effectively marketing employment opportunities and attracting job applicants. It recommends adopting the classic product marketing approach of research, planning, positioning, and supporting. Market research should identify potential job applicants and their needs. Planning involves determining labor market goals and strategies. Positioning sets the image and targets specific applicant audiences. Supporting includes promoting openings through advertising, direct mail, and agencies. Screening applicants uses application forms, interviews, and testing to evaluate competencies.
Hiring Right People Requires a bit of Luck and lot of Hard Work - Malavika Ac...Mentor Club
As a recruiter, my job entails finding the right talent. My daily schedule is planned out according to what kind of a person my company is looking to hire.
A chief benefit of working as a recruiter is the fact that you’re adding value to the business directly! However, this can be considered a challenge too since it can affect your company in a good/bad way.
One of the biggest challenges is to hire people for night shifts. It’s difficult to find people who are willing to work in night shifts.
As a recruiter, you have to approach people and convince them to join your company. This requires commendable communication skills.
Employer Branding from a Recruitment PerspectiveSourcingAdda
An Image of an organisation that helps consumers distinguish it from its competitors
The way your Organization’s prospective applicants, candidates, and employees perceive you as an employer
Please follow us on Twitter:
@SourcingAdda
@TheSourcePro
Video Available at: https://youtu.be/S3-tCTPaZMw
Recruiting & selecting the right salespeople-By Saad ElhalafawySaad Elhalafawy
This document provides guidance on successfully recruiting and selecting salespeople. It outlines the key steps in the hiring process, including planning to hire, finding and recruiting applicants, selection procedures, and making a job offer. Some of the most important steps are determining hiring needs, conducting a job analysis to identify required skills, writing job descriptions, generating a sufficient pool of qualified applicants through various sources, using application forms and testing to screen candidates, conducting in-depth personal interviews, and making hiring decisions based on multiple factors rather than any single test or factor. The overall goal is to follow a well-planned, systematic process to identify and hire the salespeople that are the best fit for the role and will have the highest likelihood of success.
The second Job-Applications.com school lesson plan presentation discusses job application forms. We explain how to successfully fill out application forms, which is often the first step of the hiring process.
This document outlines a 4-step process for making the right hire consistently: 1) Define the job goals and necessary skills, 2) Create a compelling job description, 3) Set up an effective hiring team and interview process, 4) Set realistic timeline goals based on historical hiring data. Following these steps helps hiring teams develop a consistent process to identify and hire the best talent aligned with their unique needs and culture. Key aspects include partnering recruiters and hiring managers, using scorecards to evaluate candidates objectively, and monitoring metrics to improve efficiency and avoid rushed decisions.
How iPhone is Most Profitable among the lotArchana Dubey
The document discusses concerns about the environmental impact and pricing of the Apple iPhone. It notes that Greenpeace claims the iPhone contains brominated flame retardants and polyvinyl chloride, which are hazardous. It also discusses Apple lowering the iPhone price by $200 after 2 months, angering early adopters. Finally, it considers strategies like targeting different markets or adjusting iPhone/iPod prices to mitigate potential negative effects of the iPhone on sales of other Apple products like the iPod.
How to Make a Career Change without Sacrificing Your Market Value- Debra Feld...Debra Feldman
Debra Feldman, JobWhiz describes how to overcome barriers employers impose upon career changers, re-entry candidates and individuals seeking to switch roles. Learn how to preserve your market value and land a new job that matches the candidate's expectations for time commitment, location, responsibilities, compensation, life balance, future prospects, etc. Candidates, even those who want a job on very specific terms are not powerless. Take control over your career, communicate your value contribution and get the job offer you want. Network Purposefully (tm) to find a new situation where you will be appreciated and rewarded commensurate with your value. A different position is a legitimate job search objective: be sure to communicate compellingly how your background makes you a better prospect than someone who doesn't have your track record elsewhere to back them up and demonstrate an ability to deliver and not be any risk to an employer to hire for a new role.
Recruitment and Selection Assignment Posting a Job Opening and Selecting a Ca...Tawnya Foster
Wow Cosmetics Shop plans to use three external recruitment sources to generate applicants for an entry-level recruitment and selection analyst position: job boards like Indeed, Facebook, and TalentEgg targeted toward recent graduates. The main screening activity will be an application blank to assess qualifications. A screening interview will further narrow candidates. The sources and screening methods were chosen to cost-effectively target qualified candidates for the entry-level role.
The document provides guidance on negotiating job offers to reach a win-win outcome for both the employer and candidate. It discusses preparing by understanding each party's needs and offers, building trust with candidates through honest and consistent communication, and closing deals by prioritizing the candidate's top needs and focusing on areas of influence like compensation, benefits, learning opportunities, and connections within the company. Scenarios and questions provide examples of negotiating for a senior software engineer candidate considering relocating for a position.
Difference between China and Germany in recruitmentSHENTU Teng
The document discusses best practices for recruitment including preparation, competence modeling, marketing channels, assessment processes, and onboarding. It provides details on developing job descriptions and selection criteria, using both direct and indirect marketing channels, conducting online tests and interviews, using assessment centers, and onboarding to help new employees adapt to the company culture. Cultural differences in approaches between China and Germany are also highlighted.
The document discusses achieving excellence in recruitment through strategic and systematic processes. It recommends defining job needs, developing compelling marketing descriptions, sourcing candidates through various channels including networking and referrals, providing excellent candidate care, conducting effective interviews and assessments, making offers that minimize rejections, and onboarding new hires through communication and orientation. Measuring results and continually improving using new technologies like social media are also emphasized for recruitment success.
This document provides guidance on effective sourcing strategies and techniques for recruiters. It defines sourcing as actively searching for and identifying qualified candidates, convincing them to participate in the recruitment process, and conducting initial screening. The document then offers examples of successful job postings, outreach messages to candidates, and tools that experienced recruiters find useful for sourcing. It emphasizes measuring the results of different sourcing activities and channels to determine their effectiveness.
Applying And Interviewing At Management Consultanciesstewartr
This document provides guidance on interviewing for management consultancy roles. It discusses the ideal candidate profile, including strategic thinking, analytical rigour and the ability to manage people. It outlines the application process, including tips for CVs, cover letters, and preparing for different interview formats and stages. Key advice includes researching the company, understanding the role, demonstrating motivation and competencies, and practicing common interview questions. The document also provides dos and don'ts for an effective interview, such as being on time, maintaining focus, and avoiding arrogance or over-formality.
The document discusses selecting a general public relations officer for a hotel and building winning teams. It outlines the characteristics, recruitment methods, selection methods, selection process, and legal considerations for selecting a public relations officer. It also discusses the mix of knowledge, skills, and experience needed for an effective team, fostering team spirit, defining team roles and empowering members to work effectively.
The document discusses several key factors for MBA graduates to consider when pursuing their careers, including developing specialized skills in growing industries, gaining work experience either before or during their MBA, conducting thorough research on potential employers, and networking. It also emphasizes the importance of soft skills, being resilient in your job search, preparing for interviews, and ensuring good fit between your goals and the company culture. While an MBA provides valuable business knowledge, communication skills are also highly valued by employers.
The document discusses various aspects of the recruitment process including sourcing candidates, validating candidate profiles, conducting interviews, coordinating the process effectively, negotiating offers, and onboarding new hires. It provides guidance on utilizing different sourcing channels, evaluating candidate qualifications and interest levels, setting up successful interviews, maintaining clear communication, overcoming barriers to negotiation, and implementing onboarding strategies to retain new employees. The overall document offers recruitment experts advice on optimizing each stage of the hiring process.
WorkLiv International, LLC developed the Personal Independence Series to assist job seekers at varying stages in their career. Each of the Personal Independence Series’ four programs address interests and job-search challenges unique to the respective career stage. Personal Independence: Marketing Yourself for Success points transitioning workers/professionals in a successful career direction.
Many professionals face change as they are either forced out of a position or learn their chosen career no longer interests them. While most people can easily find employment, it is especially important at this stage in one’s career to find the desired job at the salary needed. Marketing Yourself for Success goes beyond the traditional job-search methods to assist participants in:
Overcoming the emotion of losing a job.
Identifying their career direction.
Maximizing their job search.
Negotiating the best offer.
Transitioning into a new work environment.
Succeeding on the job.
Creating a Work Life Balance.
This workbook contains detailed direction in each of the above-mentioned objective areas to assist participants in fully benefiting from a well-planned marketing effort.
Contact WorkLiv to learn more about other Personal Independence Series’ programs, including Entering the Job Market, Exploring the World of Work, and Achieving Worklife Success after 55.
WorkLiv is the proprietor of Marketing Yourself for Success and its corresponding curriculum. Program contents cannot be reproduced without the permission of WorkLiv.
The document provides tips for recent graduates seeking their first job. It emphasizes the importance of being selective in the roles applied for by researching careers and employers thoroughly. Graduates are advised to consider why they want a particular role and what the day-to-day responsibilities entail. Additional tips include crafting a targeted cover letter highlighting how skills match the criteria and putting together a concise 2-3 page resume. With thorough preparation, research, and planning, graduates can improve their chances of landing the right first role.
This document discusses different methods that small businesses can use for recruitment and selection of new employees, including internal sourcing, external sourcing, and third-party sourcing. It also covers interviewing candidates and making a final selection. Internal sourcing involves advertising open positions to current employees, external sourcing uses tools like job boards to find external candidates, and third-party sourcing utilizes placement agencies. The interview process should involve hypothetical scenarios and listening to candidate answers without interruption before selecting the best fit based on competency in answering questions and interest in the business.
This document discusses the job search process and provides tools and tips for finding employment. It notes that the average worker holds 10-15 jobs over their career, making job searching an ongoing process. The presentation recommends developing a strong resume, obtaining references, managing social media presence, and using placement agencies and job sites. It emphasizes proper etiquette for applications, interviews, and follow-ups. Candidates are advised to prepare behavioral answers, research companies, and be aware that job offers may depend on passing background and drug checks.
This document discusses strategies for effectively marketing employment opportunities and attracting job applicants. It recommends adopting the classic product marketing approach of research, planning, positioning, and supporting. Market research should identify potential job applicants and their needs. Planning involves determining labor market goals and strategies. Positioning sets the image and targets specific applicant audiences. Supporting includes promoting openings through advertising, direct mail, and agencies. Screening applicants uses application forms, interviews, and testing to evaluate competencies.
Hiring Right People Requires a bit of Luck and lot of Hard Work - Malavika Ac...Mentor Club
As a recruiter, my job entails finding the right talent. My daily schedule is planned out according to what kind of a person my company is looking to hire.
A chief benefit of working as a recruiter is the fact that you’re adding value to the business directly! However, this can be considered a challenge too since it can affect your company in a good/bad way.
One of the biggest challenges is to hire people for night shifts. It’s difficult to find people who are willing to work in night shifts.
As a recruiter, you have to approach people and convince them to join your company. This requires commendable communication skills.
Employer Branding from a Recruitment PerspectiveSourcingAdda
An Image of an organisation that helps consumers distinguish it from its competitors
The way your Organization’s prospective applicants, candidates, and employees perceive you as an employer
Please follow us on Twitter:
@SourcingAdda
@TheSourcePro
Video Available at: https://youtu.be/S3-tCTPaZMw
Recruiting & selecting the right salespeople-By Saad ElhalafawySaad Elhalafawy
This document provides guidance on successfully recruiting and selecting salespeople. It outlines the key steps in the hiring process, including planning to hire, finding and recruiting applicants, selection procedures, and making a job offer. Some of the most important steps are determining hiring needs, conducting a job analysis to identify required skills, writing job descriptions, generating a sufficient pool of qualified applicants through various sources, using application forms and testing to screen candidates, conducting in-depth personal interviews, and making hiring decisions based on multiple factors rather than any single test or factor. The overall goal is to follow a well-planned, systematic process to identify and hire the salespeople that are the best fit for the role and will have the highest likelihood of success.
The second Job-Applications.com school lesson plan presentation discusses job application forms. We explain how to successfully fill out application forms, which is often the first step of the hiring process.
This document outlines a 4-step process for making the right hire consistently: 1) Define the job goals and necessary skills, 2) Create a compelling job description, 3) Set up an effective hiring team and interview process, 4) Set realistic timeline goals based on historical hiring data. Following these steps helps hiring teams develop a consistent process to identify and hire the best talent aligned with their unique needs and culture. Key aspects include partnering recruiters and hiring managers, using scorecards to evaluate candidates objectively, and monitoring metrics to improve efficiency and avoid rushed decisions.
How iPhone is Most Profitable among the lotArchana Dubey
The document discusses concerns about the environmental impact and pricing of the Apple iPhone. It notes that Greenpeace claims the iPhone contains brominated flame retardants and polyvinyl chloride, which are hazardous. It also discusses Apple lowering the iPhone price by $200 after 2 months, angering early adopters. Finally, it considers strategies like targeting different markets or adjusting iPhone/iPod prices to mitigate potential negative effects of the iPhone on sales of other Apple products like the iPod.
The Blossom Project in Wellington, South Africa uses creative arts as a medium to help communities restore resilience and heal from trauma. Located between Cape Town and the Western Cape mountains, Wellington has a population of about 62,000 and an economy centered around agriculture. However, the town also faces issues like poverty, violence, neglect, and abuse. The Blossom Project aims to help communities regain equilibrium and restore resilience through creative arts workshops.
This document is Malcolm LeClair's engineering portfolio summarizing his projects in the Multiscale Thermal Fluids Lab, with 3D printing, and building a quadcopter. It describes his role in designing an evaporator for a thermal battery project, troubleshooting a 3D printer, and building a quadcopter within a $300 budget constraint. The portfolio highlights the skills he has gained, including experimental design, vacuum system design, material selection, electrical troubleshooting, and flying quadcopters.
Marketing Educativo 3.0. La magia del Inbound. Eduketing 2016EDUKETING
Este documento presenta las técnicas y herramientas del marketing educativo moderno, conocido como inbound marketing. Explica que el marketing educativo ha evolucionado de un enfoque de ventas a uno relacional centrado en el cliente. También describe las principales tendencias como el uso de big data, la formación móvil y la gamificación. Finalmente, introduce el concepto de inbound marketing y cómo puede utilizarse para atraer tráfico, convertir visitas en matrículas y fidelizar a los estudiantes.
This document provides an overview of various mobile development technologies and frameworks including Cloud, iOS, Android, iPad Pro, Xcode, Model-View-Controller (MVC), C, Objective-C, Foundation data types, functions calls, Swift, iOS Dev Center, coordinate systems, Windows Phone, .NET support, MVVM, binding, WebClient, and navigation. It also mentions tools like Expression Blend and frameworks like jQuery Mobile, PhoneGap, Sencha Touch, and Xamarin.
This document contains the resume of Neelima Chandrasekharan summarizing her personal details, education qualifications, skills, projects undertaken and achievements. It mentions that she has an MBA specializing in HR and Marketing and has a BSc in Electronics. Her skills include computer skills in SPSS, DBMS, C, C++ and basics of MS office applications. She is interested in gardening, caring for pets and listening to music.
La colaboración consistió en dos publicaciones en Instagram para promover la acción #CasasHomm de la marca de casas prefabricadas HOMM. El fotógrafo tomó fotos de un prototipo de casa HOMM ya construido durante un evento con medios de comunicación e influencers. Publicó un video con las mejores fotos para dar una idea completa de la casa, y luego una foto adicional con una buena perspectiva. El objetivo era dar a conocer el diseño, calidad y proceso de construcción en sólo 4 meses de las casas HOMM.
1) A service is defined as an act of performance that is essentially intangible and does not result in ownership. Services can include customer service, value added to goods, and services embedded in products.
2) Services have characteristics of intangibility, perishability, heterogeneity, and the simultaneous production and consumption. They exist on a tangibility spectrum.
3) Services are commonly classified based on the degree of customer contact (high, medium, low), whether they involve possession processing, mental stimulus processing, or information processing, their tangibility, business orientation (non-profit, commercial), skill requirements, and end users (consumer, business, industrial).
4) Marketing services requires addressing challenges of quality, consistency
El documento describe la participación del autor en campañas de promoción en redes sociales, principalmente Instagram, de lugares de interés turístico en Arousa Norte. Fue invitado por la Mancomunidad de Municipios de Arousa Norte en noviembre de 2012 para esta tarea.
Láminas de apoyo didáctico de capacitación que facilité en Bogotá, en agosto del 2016, en el Hotel NH Bogotá Metrotel Royal. Se trata de una jornada especial de formación profesional sobre una competencia de comunicación que suele subestimarse o tratarse con superficialidad.
- Amrutha T has over 2.5 years of experience in information technology, specializing in mainframe application development using languages like COBOL, PL/1, and FOCUS. She has expertise in full software development life cycles and technical skills like DB2, SQL, and IBM mainframe environments.
- She has a Bachelor's degree in Computer Science and has worked as a software engineer at Renault Nissan Technology Business Center India and currently works as a software consultant at IBM India.
- Her experience includes working on projects like the FID project for a North American bank, involving maintenance and support of financial systems, and the SEDRE France Migration project, which integrated Renault's distribution systems onto a
El documento describe varias técnicas de motivación en el trabajo como brindar oportunidades de desarrollo, reconocer logros, mostrar interés por los empleados, dar variedad en tareas y oportunidades de relacionarse. También presenta teorías sobre motivación como la de Herzberg sobre factores higiénicos y motivadores y las tres necesidades de Maslow. Finalmente, define la calidad de vida laboral en términos de compromiso, competencia, costos y congruencia.
HRM-Topic FOR HUMAN RESOURCE MANAGEMENT PROCESSMei Miraflor
The recruitment process involves 7 key steps:
1. Identifying hiring requirements to determine the needed skills, qualifications, and experience for open roles.
2. Creating comprehensive job descriptions to communicate responsibilities and qualifications to candidates.
3. Sourcing talent through job boards, referrals, and promoting existing employees to attract suitable applicants.
The document then provides details on the subsequent steps of shortlisting candidates, conducting interviews, making employment offers, and onboarding new hires to complete the recruitment cycle.
This document discusses employee recruitment and provides guidance on effective recruitment strategies. It outlines five key steps for recruiting: 1) Know the job details; 2) Decide which labour market to target - internal or external; 3) Choose recruitment methods to reach the target market; 4) Plan and execute a recruitment campaign; 5) Evaluate results and apply lessons to future campaigns. Specific recruitment methods covered include internal job postings, manager nominations, succession planning to develop internal candidates, and utilizing employee referrals. The goal of recruitment is to attract qualified candidates while minimizing costs and time to hire.
6 Proven Tips for Hiring the Right EmployeeBaek Yongsun
Discover the essential tips for hiring the right employee. From defining job requirements to targeted recruitment strategies, find proven methods to make successful hires.
Unit 3 talent management-employee engagementprachimba
The document discusses employee engagement and recruitment planning. It defines employee engagement as employees being fully absorbed in and enthusiastic about their work. An engaged employee is positive about the organization and helps further its reputation. It also discusses developing a recruitment plan by outlining job requirements, finding candidates through advertising or referrals, interview techniques, selecting candidates, and following up. The document provides guidance on estimating recruitment costs and budgets.
The document outlines the 7-step recruitment process for hiring a new HR manager at a bakery. The steps include: 1) identifying the position needs, 2) determining required skills and experience, 3) advertising the job, 4) screening applications, 5) interviewing top candidates, 6) selecting the best candidate, and 7) onboarding the new hire. Key parts of the process include creating a job description, reviewing over 100 applications to identify top candidates, conducting phone and in-person interviews, comparing candidates based on competencies, and ultimately making a hiring decision.
This module discusses the importance of identifying candidates' needs in the hiring process. It suggests recruiters should understand what motivates candidates, their career aspirations, expectations from the job, and reasons for seeking new opportunities. This helps improve candidate quality and experience. Recruiters should have candid conversations to understand what candidates want from their next role and employer. Identifying needs leads to better transparency, communication and employer brand. It allows recruiters to offer positions that specifically meet candidates' motivations like learning, compensation, work culture and growth opportunities.
The document provides details about a project report on recruitment and selection conducted by Sayan Maitra for partial fulfillment of an MBA program. It includes an executive summary that outlines the objectives and importance of recruitment and selection for organizations. It also describes the research methodology and tools used like questionnaires, interviews, and data analysis techniques. The report findings, limitations, and recommendations for improving recruitment and selection processes are discussed. Organizational profiles of Luxmi Group and Zedpoint where the author conducted research are also included.
A PROJECT REPORT ON RECRUITMENT AND SELECTIONJasmine Dixon
This article discusses how to set up a formal recruitment and hiring process within an organization. It recommends first defining the HR strategy and clarifying recruitment goals. An individual, such as the head of HR, should be put in charge of recruitment. That person should directly report to the CEO. Committees or groups should also be involved in the process. The organization should have job descriptions, pay scales, and identify vacancies. The HR executive then decides how to fill openings, from critical roles to less important positions. Reference checks, interviews, and other steps ensure the right candidates are selected to meet the organization's needs.
Finian Paints is a global paint manufacturing company with decorative, marine, protective and powder coatings. It has 37 production facilities across 100+ countries. The document outlines Finian's values, product basket, competitors in Bangladesh, and its 5-step employee selection process involving planning, advertising, assessing candidates, making a selection, and onboarding. It also details the competencies assessed at each step, such as communication and problem-solving skills, to identify the best candidates through behavioral interviews.
Technology may be a tremendous help in the Talent Acquisition Process. Look for ways to automate
tasks, such as candidate screening and interview scheduling. This can help streamline the process and save time.
This document provides strategies for attracting, hiring, and retaining top talent for an independent insurance agency. It recommends looking for candidates through industry connections and referral programs. When attracting young agents, the document suggests using social media, creative campaigns, internships, and recognition programs. For hiring, it advises using standardized assessments and interviews, focusing on ability and attitude over just skills, and running candidates through a "can do, will do" test. Retention strategies include competitive pay and benefits, setting goals, recognition programs, and demonstrating advancement opportunities.
Recruitment is a tricky process for both companies and candidates. Today, the number of startups - small- to medium-sized businesses has grown tremendously in the last two decades. It is difficult for employers to find qualified candidates who can help their company grow.
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 ...
Recruitment Ally is a recruitment organization that believes in applying a best fit approach to hiring to make the best possible choices for candidates. Their strategy focuses on acquiring and retaining high quality talent through an ethical recruitment process. They aim to reach the best candidates, bring better opportunities, and make matches that best fit both client and candidate requirements.
Recruitment Ally is a recruitment organization that believes in applying a best fit approach to hiring to make the best possible choices for candidates. Their strategy focuses on acquiring and retaining high quality talent through an ethical recruitment process. They aim to reach the best candidates, bring better opportunities, and make matches that best fit both client and candidate requirements.
Best practices in recruitment that every company should followKannan G S
Finding great candidates has always been a major challenge. If you are an employer struggling to fill your open job positions with suitable candidates, you’ve come to the right place. Here we discuss about best practices in recruitment that will help you find great candidates easier and faster.
The document discusses strategies for hiring and socializing new employees, including pre-offer planning, ranking recruits, extending job offers, and orienting and integrating new hires into the company culture through various socialization processes. It emphasizes the importance of effective communication, training, and support systems like mentoring programs to help new employees learn their roles and feel comfortable in the workplace.
The document discusses using personality profiling techniques in recruitment and selection. It outlines the objectives of the course which are to give students hands-on experience with recruitment advertisements, profiling techniques, and different interviewing methods. The syllabus includes a comparative study of recruitment advertisements, an analysis of profiling techniques like personality, aptitude and competency, and a study of different interview modes. It also discusses how personality profiling can help assess a candidate's competence, personality traits, motivation and values to see if they are a good fit for the job and company culture.
This document discusses understanding today's dynamic workplace and how to adapt to today's job market. It notes that the workplace is constantly changing due to factors like globalization, technology, diversity, and downsizing. It also discusses that employers are increasingly hiring temporary workers and consultants instead of long-term employees. The document provides tips for adapting to the current job market, including analyzing your interests, skills, and goals, and understanding what employers are looking for in candidates such as communication skills, teamwork, adaptability, and professionalism.
Recruitment process details basis on HRM study.pptxSaic Group
The document discusses the recruitment and selection process in organizations. It defines recruitment as finding and attracting capable job applicants, while selection is differentiating between applicants to identify those most likely to succeed. The recruitment process involves planning, developing strategies, searching for candidates internally and externally, screening applications, and evaluating effectiveness. Selection involves preliminary interviews, tests, employment interviews, reference checks, making a selection decision, medical examinations, job offers, and contracts. Innovative recruitment practices discussed include using social media, video interviews, employee referrals, and peer reviews.
2. REVIEW OF BEST PRACTICES:
BEGIN BY CREATING A VISION AND THE BRAND
An onboarding process is linked to the employer brand that you create to attract
people who are the right fit for your company's overall goals.
If you're a high tech organization that has a cool brand , uses social media and
talks about innovation when you're advertising to attract new associates, that's
great. But, if on a new hire's first day you hand them 15 different forms to fill out,
your employment brand message has just died.
Onboarding begins with the hiring process your company undertakes to source
candidates. While it’s aid that an employer makes up their mind about a
candidate within the first few minutes, the same is true with the candidate: first
impressions are critical to acquiring top talent.
You don’t get a second shot at making a first impression!
C O M P A N Y X X X
3. A PRECURSOR: STAFFING PLANS:
While not a necessity, nor is it technically part of the Onboarding Process, it does
foster stability and consistency to the process and is an HR Best Practice.
What’s included in a Staffing Plan?
When the position is budgeted (is this a back fill or an add to staff?)
Location
Title
Hiring Manger
Budgeted Salary
Budgeted Expense for Recruiting
Staffing Plans are “the most” efficient method for keeping all parties abreast of what
positions are being filled and when; it allows for more precise and accurate
budgeting/ forecasting; and it creates a more strategic hiring practice allowing
employees, vendors, customers and even competitors to be well informed.
You may not have a position available today for a particular candidate; however, in 6
weeks or 6 months there might be an opportunity that’s perfect. Thus, by the time
the position is officially posted, there’s the very real probability that there would be
interested and qualified candidates already lined up. C O M P A N Y X X X
4. THE ONBOARDING PROCESS BEGINS WITH:
Part I: Marketing/Branding: recommendations for ensuring that candidates have a
better understanding of who we are, what we do and what our vision is:
1.) IT – Begin by developing a Career Opportunities page on the website which
will allow candidates to submit their cover letter and resume while visiting the site.
We need to both advertise what types of jobs are open, as well as make it easy to
apply.
STRONGLY RECOMMEND AN INTRANET: IT WILL GO A LONG WAY TO ENHANCING
COMMUNICATIONS.
2.) Putting together a Welcome Packet to be sent to all new hires once they’ve
signed the offer letter but before their first day. It will include things as: HR related
forms/documents, Employee Handbook, an org chart, mission and vision
statements, the last annual report, an overview of the new hire orientation program,
as well as the name and title of their Buddy.
3.) Developing a Buddy Program. The concept is to have an A or B player that’s
been with the company at least one-year assigned to each new hire to help them
assimilate more easily into the culture; they’d show them the places to eat, answer
questions about the company and, in general, support the new hire during their first
C O M P A N Y X X X
5. RECRUITING, HIRING AND SELECTION
Part II: Pre-Selection Actions:
Sourcing Candidates: In addition to Optimer’s website, Mike’s premium
membership with LinkedIn enables the targeting of “the best” candidates;
negotiate a corporate rate for one or more websites (recommend using Indeed).
Also, we need to identify specific industry associations or organizations for
targeting with Optimer job postings.
Provide Leadership Training: Mike will facilitate an hour-long lunch meeting to
review the EEO regulations - especially the documentation that’s necessary to
insulate the company from potential liability.
Culture: Identifying what is unique about the culture at Optimer and how we
showcase/demonstrate/leverage those traits to prospective candidates; Examples
include: Autonomy, Entrepreneurial Environment, Friendly……. Anything else?
Behavioral Interviewing /Leadership Training: Mike to facilitate an hour of
training on Behavioral Interviewing, rating and scoring candidates etc.,
Employee Referral Program: Flat-rate bonus award AFTER the new hire
completes 90 – 180 days successfully; there are extremely effective at reducing
costs and in hiring candidates that already have an understanding of the job AND
the culture. C O M P A N Y X X X
6. SELECTION PROCESS
Part III: The Recruiting, Hiring and Selection Process:
In partnership with the marketing team, each ad should be formatted the
same and should include the company logo, contact info and any other
essential criteria.
The recruiting process MUST be the same for all candidates! On the
website and in the ads, provide candidates with information relevant to
how to apply and what they must submit (i.e. cover letter, salary history).
Internally, determine who will conduct the initial review, what timeframes
should be adhered to, how candidates will be notified their application is
still pending or that they’re no longer being considered for the role.
Recruiting process is highlighted in a flow chart that’s then distributed
to
all staff. Mike can discuss details/options
• Recommendations:
1. Hiring Manager obtain approval from their hiring manager/VP; this would
include confirming job title, salary range (Mike can bench the role), and
anticipated hire date (usually 30 – 90 days from the job posting)C O M P A N Y X X X
7. SELECTION PROCESS CONTINUED
2. Job description tweaked/updated and sent to Mike.
3. Mike to post ad internally and externally within 48 hours.
4. Mike to begin sourcing and posts ads; recommend LinkedIn and
Indeed.
5. Resumes flow to Mike,
6. Mike reviews resumes and conducts prescreen within 48 hours.
7. If” candidate is a fit, referred to Manager within 24 hours.
8. Manager either meets with, or talks to, candidate within 3 – 5 days.
9. Candidate rejected or moves forward; candidate notified within 5
business days.
10. Conduct 2nd Interview with Team Members and/or VP.
3rd Interview possible, if necessary.
C O M P A N Y X X X
8. SELECTION PROCESS CONTINUED
11. Candidate rejected or moves forward; candidate notified within 5
business days.
12.“If” candidate moves forward in selection process, they must fill
out
an application, submit to background check and the hiring
manager
obtains and personally checks on professional references.
13. Due-Diligence is initiated; completed within 5 business days.
14. Decision as to whether to hire, what to offer, when, how and who,
completed within 3 – 5 days.
15. Offer letter sent, signed and sent back .
16. Post-hire pre-start, Welcome Packet sent.
C O M P A N Y X X X
9. SELECTION PROCESS CONTINUED
All of these points MUST be well-defined and
communicated to the candidates and those involved in the
process – all involved must be held accountable for their
respective roles and responsibilities including timeframes.
Candidates MUST go through the same process and be
asked “some” of the same questions (which are recorded
and filed).
Consistency and standardization of the process insulates
the organization from liability, ensures that all candidates
receive the same fair treatment and assists enormously
when it comes time to compare, rate and/or score the
candidates.
;
C O M P A N Y X X X
10. SELECTION PROCESS CONCLUDED
Greet candidates warmly, offer a beverage, escort
them to an office and create a climate of warmth,
openness and sincerity.
Mike will draft preliminary questions that will be asked
of all candidates.
It’s important that any team member assigned to be
part of the selection committee must have gone
through
a Behavioral Interviewing Workshop, as well as have
instruction on what is legal and illegal to ask
candidates.
C O M P A N Y X X X
11. SELECTING THE RIGHT CANDIDATE:
Finding the right candidate at the right time for the right role may seem like a
crap shoot; however, if you’ve done your homework, put the right blocks in
place and are ready to make a decision in a decisive - yet timely - manner,
then it can be easier the more often you do it.
Knowing the Pitfalls and Tendencies:
1. Taking too long to decide; if you hesitate in making an offer than
chances are you might miss out altogether; top talent is going to have
multiple offers.
2. Putting too much, or too little, emphasis around Culture. Obviously,
matching up the right candidate with your corporate culture is very
important; after all, who wants to work with someone that you don’t
necessarily like or want to hang out with? However, be careful not to get
into get into the point of diminishing returns.
• In other words, don’t necessarily make culture the litmus test in which
to measure someone’s fitness for the role.
C O M P A N Y X X X
12. THE OFFER
When you’ve found the right candidate, make the offer and be prepared to enter
into some negotiations, as you would a house or car, to ensure that they don’t get
away.
How to determine what to offer? Consult a Quantitative Salary Survey or ask Mike
to Benchmark the role; also, is the new hire a Novice, Competent or Subject Matter
Expert? And, lastly, address Internal Equity. Mike can assist and explain these
details.
Make certain that the Offer Letter is detailed and accurate; also make certain that
it’s predicated on completing a thorough background check. Lastly, make certain
that the candidate endorses the offer letter and faxes it back to you.
Once you have a signed offer letter, it’s critical that you notify facilities (to ensure
an ID/security badge is ordered); additionally, begin the process of…
Developing a Personnel File (all HR related paperwork)
Drafting an Announcement letting staff know who’s been hired and when they
will start; and,
Initiate the order of a computer, work station and phone to ensure that they
are all installed, set up and ready to go on day # 1.
Welcome Packet is sent. C O M P A N Y X X X
13. POST-HIRE ACTIONS
Part IV Post-Hire :
Orientation Program; Depending upon how many people being hired, offer this
either monthly or quarterly; the curriculum should be a half day and include the
following:
15 – 30 minute presentations from each VP describing their scope of
responsibility and how it fits into the short and long-term objective(s) of the
organization;
CEO/President present the history, as well as his vision for the future.
Mike to present a 30 discussion on policies and procedures.
Announcement: an e-mail introduction to staff and a posting on the website.
The First Day: It should include the following:
Office Tour and Introductions – make sure you have an Itinerary for the day.
Completion of HR paperwork
During which the entire benefits package is discussed.
Review the training program that’s been developed specific to the job and the
person.
Review Performance expectations and set one-on-ones.
Introduction of Buddy.
C O M P A N Y X X X
14. PRIOR TO DAY ONE:
REMEMBER the basic Best Practice tenets; they include:
1.) Orient them before their first day of work by having them complete much of
their paperwork ahead of time – particularly the NDA/Confidentiality
Agreement/Non Competes; the company org chart; some general
performance goals etc.,
2.) Train them to fit, not just perform; this might include providing them with past
Newsletters, Info .on the employee of the month/year and/or recognition
programs; and be sure to send an Employee Handbook so that they may
familiarize themselves with it before their first day on the job and have
signed the Handbook Acknowledgement.
3.) Communicate often, in real time ,and in-person when available.
4.) Assign a Mentor or buddy
5.) Don’t play sink or swim.
C O M P A N Y X X X
15. POST-HIRE ACTIONS CONTINUED:
Post 90 Days, The Follow-Up: 30, 90 and/or 365 day questionnaire to ask:
Did we sufficiently, and accurately, describe the job?
Were their expectations met?
Where are the gaps?
Was the environment and culture described accurately?
What do they enjoy most about the culture?
What would they like to see changed?
What could have done better from the actual job posting through their
orientation?
Each questionnaire would focus on a different aspect of the Onboarding process;
this feedback would help us to “tweak” the program going forward to make it
more efficient, cost-effective and customized to the culture.
On an annual basis, evaluate the questionnaires and make recommendations for
improving and enhancing the Onboarding Program; continually “tweak” the
program and customize for the specific culture and environment.
C O M P A N Y X X X