This document discusses various aspects of recruitment and talent management. It introduces the author and their career journey so far. It then summarizes the key steps in the recruitment cycle, importance of client handling, recruiting strategies like head hunting, and performance management tools like time management and 360 degree feedback. The overall document aims to share the author's learnings and experiences in recruitment and people management.

1. I cameI came .... I learntI learnt…… appliedapplied….….achievedachieved ……stillstill
learninglearning………………………………….………………………………….my workmy work
……………..…………….. and amand am
sharingsharing
byby Samir Anand!!!Samir Anand!!!

2. ………….and what we will discuss.and what we will discuss
Introducing Myself.Introducing Myself.
IntroductionIntroduction
Steps in RecruitmentSteps in Recruitment
CircleCircle
Client Handling.Client Handling.
Recruiting MantraRecruiting Mantra
Head HuntingHead Hunting
Time ManagementTime Management
Performance 360 degreePerformance 360 degree

3. Introducing Myself!!Introducing Myself!!
 My journey began withMy journey began with PlanmanPlanman
Consulting,Kolkata –Consulting,Kolkata –
HRIC(Temp.Staffing)HRIC(Temp.Staffing) on April,2008.on April,2008.
And till that I feel I had been through aAnd till that I feel I had been through a
metamorphosis. I came here as a freshmetamorphosis. I came here as a fresh
graduate with lots of dreams in my eyesgraduate with lots of dreams in my eyes
with the hope to be SOMEONE!! But Iwith the hope to be SOMEONE!! But I
learnt from my Managerlearnt from my Manager Mr. Arjun DuttaMr. Arjun Dutta
that don’t just be SOMEONE be the ONLYthat don’t just be SOMEONE be the ONLY
ONE and JUST ONE!! And this changedONE and JUST ONE!! And this changed
the vision and mission of my life. One whothe vision and mission of my life. One who
things that office cannot be a place wherethings that office cannot be a place where
you don’t feel the belongingness but Myyou don’t feel the belongingness but My
TEAM proved it wrong We ACTUALLYTEAM proved it wrong We ACTUALLY
STAND TOGETHER and WE MEANSTAND TOGETHER and WE MEAN
IT!! I have learnt a lot from everybodyIT!! I have learnt a lot from everybody
and this is only an attempt to share myand this is only an attempt to share my
experience with you all!! So here I go…..experience with you all!! So here I go…..

4. Introduction
The Recruitment cycle consists of various steps to recruit the
right candidate for the job.

5. Steps in Recruitment CycleSteps in Recruitment Cycle
Getting the requirement
Planning
Sourcing
Screening
 Short listing
interviewing the candidates
Short listing
Offering the candidate

6. Client ServicingClient Servicing Lesser Turn AroundLesser Turn Around
TimeTime
In simple terms -In simple terms - “Any individual or“Any individual or
organization who is providedorganization who is provided
service is a Client”service is a Client”
Clients should be handled –Clients should be handled –
ProfessionallyProfessionally
PersuasivelyPersuasively
ConfidentlyConfidently
Keys to Successful Relation withKeys to Successful Relation with
Clients -Clients -
Providing Good ServiceProviding Good Service
Anticipating their requirementsAnticipating their requirements
Managing their expectationsManaging their expectations
Lesser Turn Around TimeLesser Turn Around Time

7. Client HandlingClient Handling
The bond between a company and a client is arguably theThe bond between a company and a client is arguably the
mostmost
crucial factor in business. It is therefore important thatcrucial factor in business. It is therefore important that
today’stoday’s
professionals handle clients professionally, persuasively,professionals handle clients professionally, persuasively,
andand
confidently.confidently.
Following Factors are there which are essential in it-Following Factors are there which are essential in it-
 Listening and probing skillsListening and probing skills
 EmpathyEmpathy
 PleasantnessPleasantness
 Objection-handling techniquesObjection-handling techniques
 Ability to answer queriesAbility to answer queries
 Ability to handle difficult clientsAbility to handle difficult clients
 Negotiation skillsNegotiation skills
 Troubleshooting skillsTroubleshooting skills

8.  Hiring Top Talent Means More Profit: The right personHiring Top Talent Means More Profit: The right person
will make contributions to your company's productivitywill make contributions to your company's productivity
and profitability that far exceed salary cost. But the wrongand profitability that far exceed salary cost. But the wrong
person can cost you plenty.person can cost you plenty.
 Once you get the exact candidate one has to make sureOnce you get the exact candidate one has to make sure
that the manpower recruited is as per the job need of thethat the manpower recruited is as per the job need of the
client.client.
 Each job task is analyzed according to the knowledge,Each job task is analyzed according to the knowledge,
skills, abilities and attitudes required to perform the jobskills, abilities and attitudes required to perform the job
correctly . Once a business knows what the positioncorrectly . Once a business knows what the position
requires, the hiring process is faster and more effectiverequires, the hiring process is faster and more effective
because job candidates are evaluated on a common set ofbecause job candidates are evaluated on a common set of
criteriacriteria

9.  While a new employee has to make economic sense for today's tasks, theWhile a new employee has to make economic sense for today's tasks, the
best hires are people who position you to profit as your business movesbest hires are people who position you to profit as your business moves
into the future. New people should provide the skills you need in theinto the future. New people should provide the skills you need in the
future, not just match the job demands you see today.future, not just match the job demands you see today.
 Finally, "No single technique on its own can predict on-the-jobFinally, "No single technique on its own can predict on-the-job
performance so companies need to use a blend of tools that reflect theirperformance so companies need to use a blend of tools that reflect their
needs.needs.
 The research on hiring is clear on one point: using multiple selectionThe research on hiring is clear on one point: using multiple selection
methods gives you the best employees.methods gives you the best employees.

10. HEADHUNTINGHEADHUNTING
`Headhunting’ refers to the approach of finding and attracting the`Headhunting’ refers to the approach of finding and attracting the
best experienced person with the required skill set.best experienced person with the required skill set.
This is done by finding, sourcing and looking forThis is done by finding, sourcing and looking for
prospective applicants from possible areas where they can beprospective applicants from possible areas where they can be
found.found.

11. PROCESS OF HEADHUNTINGPROCESS OF HEADHUNTING
 Understand the requirementUnderstand the requirement
 Map the list of competitors of the organizationMap the list of competitors of the organization
 Identify the prospective employee from competitors organizationIdentify the prospective employee from competitors organization
 Sell the job to the prospectSell the job to the prospect
 If interested, call for a formal discussionIf interested, call for a formal discussion
 Offer the candidateOffer the candidate
 Co-ordinate in Joining Process.Co-ordinate in Joining Process.

12. TIME MANAGEMENTTIME MANAGEMENT
Your productivity is directly related to how well you manage your time.

13.  Set Goals, Priorities, and PlanningSet Goals, Priorities, and Planning
 Maintain TO DO ListsMaintain TO DO Lists
 Schedule YourselfSchedule Yourself
 DelegationDelegation
Time Management

14. ADVANTAGES OF TIMEADVANTAGES OF TIME
MANAGEMENTMANAGEMENT
 Gain TimeGain Time
 Motivates and InitiatesMotivates and Initiates
 Reduces AvoidanceReduces Avoidance
 Promotes ReviewPromotes Review
 Eliminates CrammingEliminates Cramming
 Reduces AnxietyReduces Anxiety

15. PERFORMANCE 360PERFORMANCE 360
DEGREEDEGREE
Performance 360-degree is a full circle system of
obtaining information from peers, subordinates, and
internal and external customers, about the employee's
performance. 360-degree assessment is based on the
assessment of an individual's management styles,
competencies and behavior by colleagues horizontally
and vertically by involving his boss, peers and direct
reports in the organization
.

16. PERFORMANCE 360 DEGREEPERFORMANCE 360 DEGREE

17. PERFORMANCE 360 DEGREEPERFORMANCE 360 DEGREE
PrerequisitesPrerequisites
 Top Management SupportTop Management Support
 Confidence of employees on the appraisalConfidence of employees on the appraisal
methodologymethodology
 Objectives need to be measurable withObjectives need to be measurable with
performance requirements clearly stated.performance requirements clearly stated.
 A detailed plan of implementation,A detailed plan of implementation,
collaboration between superior and subordinates collaboration between superior and subordinates
 Some prior experimentation and positiveSome prior experimentation and positive
experiences Clear organizational philosophy andexperiences Clear organizational philosophy and
policy objectivespolicy objectives

18. ADVANTAGE OFADVANTAGE OF
PERFORMANCE 360 DEGREEPERFORMANCE 360 DEGREE
 It provides a better understanding ofIt provides a better understanding of
individuals performance at work.individuals performance at work.
 It provides a multifaceted view aboutIt provides a multifaceted view about
the employees from different sources.the employees from different sources.
 It extends better morale to those whoIt extends better morale to those who
perform and contribute well to theperform and contribute well to the
organization.organization.

19. PITFALLS OF
PERFORMANCE 360-PERFORMANCE 360-
DEGREEDEGREE
 A detailed plan of action, which ensure the transparentA detailed plan of action, which ensure the transparent
and clear implementation of appraisal with employeeand clear implementation of appraisal with employee
accountability.accountability.
 Effective follow-up is the prime requirement of 360-Effective follow-up is the prime requirement of 360-
degree feedback. Failure in follow-up may cause moredegree feedback. Failure in follow-up may cause more
harm than good.harm than good.
 The 360-degree feedback is time consuming and costThe 360-degree feedback is time consuming and cost
consuming assessment process. Without havingconsuming assessment process. Without having
adequate resource to implement the process, it will endadequate resource to implement the process, it will end
up nowhere and develop financial burden toup nowhere and develop financial burden to
organization. organization.

20. SUMMARYSUMMARY
““Recruitment” in any company is oneRecruitment” in any company is one
of the most important process.of the most important process.
It is directly related to the companiesIt is directly related to the companies
growth and the future.growth and the future.

21. Merci…….Signors’ de la Mademoiselles’Merci…….Signors’ de la Mademoiselles’
 For showing your interest in having a discussionFor showing your interest in having a discussion
with me, and keeping patience and endearingwith me, and keeping patience and endearing
you valuable time!!!! Looking forward for youryou valuable time!!!! Looking forward for your
criticisms for my improvement opportunitiescriticisms for my improvement opportunities……