Hi, Presentaion was really Helpfull, let me get some details for sourcing, is any other way to find the profiles for rare skills, can i know any other faclitates available for it. Regards Lakshmi.P
From India, Madras
From India, Madras
A very useful conversation, in fact.
I am sure that if we are going to apply for a position in a company, we would first learn about the company. Mostly, learning is done by going through the company's website. Companies do have websites where visitors who are in search of jobs can post their resumes. They can be asked to fill in a form that is very clear for them to understand what exactly we are looking for. This includes details like about your previous employer and also on the skill set suiting the job and notice period as well if the resume is shortlisted. I feel it's quite easy for the recruitment team to shortlist the candidates. The internet is a very good tool in getting skilled employees.
Regards,
Vanitha
From India, Coimbatore
I am sure that if we are going to apply for a position in a company, we would first learn about the company. Mostly, learning is done by going through the company's website. Companies do have websites where visitors who are in search of jobs can post their resumes. They can be asked to fill in a form that is very clear for them to understand what exactly we are looking for. This includes details like about your previous employer and also on the skill set suiting the job and notice period as well if the resume is shortlisted. I feel it's quite easy for the recruitment team to shortlist the candidates. The internet is a very good tool in getting skilled employees.
Regards,
Vanitha
From India, Coimbatore
Hi,
This presentation is really good, but I have started this thread to know answers to some questions and all of your views so that I can learn about those topics. Can you help me answer my questions?
1. What are the latest trends in recruitment and selection?
2. How has technology affected recruitment and selection?
3. What are the challenges faced by recruiters these days?
4. How can recruiters overcome those challenges?
5. How can recruiters reduce the cost of the recruitment and selection process?
6. What is the reason behind the increasing importance of recruitment and selection?
7. What are the causes due to which the recruitment process fails?
Thank you.
From India, Ludhiana
4This presentation is really good, but I have started this thread to know answers to some questions and all of your views so that I can learn about those topics. Can you help me answer my questions?
1. What are the latest trends in recruitment and selection?
2. How has technology affected recruitment and selection?
3. What are the challenges faced by recruiters these days?
4. How can recruiters overcome those challenges?
5. How can recruiters reduce the cost of the recruitment and selection process?
6. What is the reason behind the increasing importance of recruitment and selection?
7. What are the causes due to which the recruitment process fails?
Thank you.
From India, Ludhiana
One best alternative to cut ur costs is "Post ur requirements in all the free Job portals". Sri
From India, Hyderabad
From India, Hyderabad
Hi Mana,
Present-day scenario involves a high technical revolution in the selection of candidates via the internet or job websites like naukri.com, monster.com, timesjobs.com, etc. Employers can now prefer candidates based on their specific profile tailored to their work domain and experience to fulfill specific requirements. However, it is more important to evaluate a candidate's profile after a face-to-face meeting or interview to assess the candidate's true capabilities.
Regards,
Sanjeev K.
Present-day scenario involves a high technical revolution in the selection of candidates via the internet or job websites like naukri.com, monster.com, timesjobs.com, etc. Employers can now prefer candidates based on their specific profile tailored to their work domain and experience to fulfill specific requirements. However, it is more important to evaluate a candidate's profile after a face-to-face meeting or interview to assess the candidate's true capabilities.
Regards,
Sanjeev K.
Hi,
I just want to know the different challenges faced by a recruiter and how they can be overcome. Can you help me understand that?
What are the different ways to reduce the cost of the recruitment process?
1) Fake Profiles
2) Dropouts
3) Candidates not showing up for face-to-face interviews after scheduling
4) Multiple individuals conducting telephonic interviews
Job hoppers pose a significant challenge for recruiters. I am still exploring ways to overcome these issues.
Regards,
Nishant Kumar Mishra
From India, Bangalore
I just want to know the different challenges faced by a recruiter and how they can be overcome. Can you help me understand that?
What are the different ways to reduce the cost of the recruitment process?
1) Fake Profiles
2) Dropouts
3) Candidates not showing up for face-to-face interviews after scheduling
4) Multiple individuals conducting telephonic interviews
Job hoppers pose a significant challenge for recruiters. I am still exploring ways to overcome these issues.
Regards,
Nishant Kumar Mishra
From India, Bangalore
Hi Mana,
Retaining is the most important tool in recruitment. Retaining could be referred to as process knowledge, sector trends, etc. But in this context, according to me, retaining means recording each suitable applicant's details. As mentioned by others, when we conduct a search on job portals, we receive many CVs. Scrutinizing each would take a lot of time, and considering the present state of competition, we can't spend much time just shortlisting CVs. We have various shortcuts to minimize our search, known as Keywords. However, in a few cases, it may also be a lengthy approach, but at least you can reduce the number of speculative CVs.
In Marketing, we have a target market approach that can be used in recruitment as well. We all assess the effectiveness of each subscribed job portal. Out of all the portals used, we can advertise vacant positions on the most browsed or successful portals. We also have references (internally and externally), professional websites like citehr, LinkedIn, etc., which can reduce our search time.
I hope this information will be useful to you.
All the best.
Regards,
Suresh
From United Arab Emirates, Abu Dhabi
Retaining is the most important tool in recruitment. Retaining could be referred to as process knowledge, sector trends, etc. But in this context, according to me, retaining means recording each suitable applicant's details. As mentioned by others, when we conduct a search on job portals, we receive many CVs. Scrutinizing each would take a lot of time, and considering the present state of competition, we can't spend much time just shortlisting CVs. We have various shortcuts to minimize our search, known as Keywords. However, in a few cases, it may also be a lengthy approach, but at least you can reduce the number of speculative CVs.
In Marketing, we have a target market approach that can be used in recruitment as well. We all assess the effectiveness of each subscribed job portal. Out of all the portals used, we can advertise vacant positions on the most browsed or successful portals. We also have references (internally and externally), professional websites like citehr, LinkedIn, etc., which can reduce our search time.
I hope this information will be useful to you.
All the best.
Regards,
Suresh
From United Arab Emirates, Abu Dhabi
Hi,
I am still trying to find more information about the topics. I have got some information, so I want to share it with you.
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If somebody still has some more information, please post that to enlighten the topics further.
Please help!
From India, Ludhiana
I am still trying to find more information about the topics. I have got some information, so I want to share it with you.
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<link outdated-removed>
If somebody still has some more information, please post that to enlighten the topics further.
Please help!
From India, Ludhiana
mr deveder you prepared the ppt very meticulously and mana i am trying to gather information about the questions you raised.. will try to post in short while thanks for sharing
From India, New Delhi
From India, New Delhi
Hi,
In the recruitment process, after sourcing the profiles from the portal, how do you determine if the candidate is genuinely interested in a job change or not? Is there a tool to assist in gauging this during discussions with the candidate? Please provide me with advice on this.
Thank you.
From India, Bangalore
In the recruitment process, after sourcing the profiles from the portal, how do you determine if the candidate is genuinely interested in a job change or not? Is there a tool to assist in gauging this during discussions with the candidate? Please provide me with advice on this.
Thank you.
From India, Bangalore
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