Dear All Enclosed the document titled ' Checklist for Recruitment Process'. Kindly update and share, if any up-dation is required.
From India, Mumbai
166From India, Mumbai
If you have considered the need for a job (not being an existing job), you seem to have ignored a very important step, i.e., the approval/sanction of the job by the competent authority or the Board for the creation of the job. Naturally, unless a position is formally approved and created, the recruitment process cannot start.
From India, Delhi
From India, Delhi
Hi there,
Extremely detailed recruitment process. I like the way you considered all recruitment options. However, please modify one point. Change "What are the likely promotion opportunities for this role" to "career development plan." This should include how long the employee needs to stay in that grade/role and what the training and development plan is for "the position" to move up to the next level, considering skills, competencies, academic, and technical requirements of "the position."
Overall, a very useful document. Thank you.
Regards
From Oman, Muscat
Extremely detailed recruitment process. I like the way you considered all recruitment options. However, please modify one point. Change "What are the likely promotion opportunities for this role" to "career development plan." This should include how long the employee needs to stay in that grade/role and what the training and development plan is for "the position" to move up to the next level, considering skills, competencies, academic, and technical requirements of "the position."
Overall, a very useful document. Thank you.
Regards
From Oman, Muscat
Dear Simmy, Very useful document for all who are involved in recruitment. Keep posting similar works. Best regards, Deepa
From India, Delhi
From India, Delhi
Good information.
The problem we face these days is the issue of "no-show". We make an offer, wait for 2-3 months, and the concerned candidate does not show up on the decided date. At the very last moment, he/she decides to join somewhere else. We have had some cases recently. We spoke to them every week, and they agreed and assured us that they would be joining. It is very frustrating, and all the blame gets put on the HR!!!
Any suggestions about what can be done? Any commitment from the candidate?
Regards,
Rahul
From India, Pune
The problem we face these days is the issue of "no-show". We make an offer, wait for 2-3 months, and the concerned candidate does not show up on the decided date. At the very last moment, he/she decides to join somewhere else. We have had some cases recently. We spoke to them every week, and they agreed and assured us that they would be joining. It is very frustrating, and all the blame gets put on the HR!!!
Any suggestions about what can be done? Any commitment from the candidate?
Regards,
Rahul
From India, Pune
Hi there, @bigfan601,
The solution is very simple: give them a deadline. If they do not come through within the deadline, the offer expires, and they have to go through the process all over again, or give the offer to your second best on your list. Please note, no one ever gives anyone 3 months to accept a written offer made to them.
From Oman, Muscat
The solution is very simple: give them a deadline. If they do not come through within the deadline, the offer expires, and they have to go through the process all over again, or give the offer to your second best on your list. Please note, no one ever gives anyone 3 months to accept a written offer made to them.
From Oman, Muscat
True. I agree with Anayaat. Nowadays, candidates give around 3-4 interviews once they decide to change their job and wait for the best package, and so this happens. Give a short deadline and tell them clearly that the offer expires if not accepted within the deadline.
Regards,
Sowmya
From India, Bangalore
Regards,
Sowmya
From India, Bangalore
Looking for something specific? - Join & Be Part Of Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.