Could you please help me by providing the process of identify vacancies in organisation for recruiting new employees for that position. Ismail Hossain
From Bangladesh, Dhaka
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From Bangladesh, Dhaka
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Dear Ismail Hossain,
Are you from the HR Department? If yes, then why do you find a problem in identifying the vacancies that need to be filled? It is not understood.
Vacancies arise on three counts. One is when a regular employee resigns. In that case, whenever you receive the approved resignation letter, the arrangement for replacement should begin immediately. The second is when a regular employee absconds. You will come to know about this through attendance records. You may wait for a few days/weeks, and if the employee does not turn up, then you need to arrange for a replacement. Lastly, when a new position is created. In that case, you could be officially informed by the approving authority whenever a new position is created. You will then need to handle the recruitment process.
I hope the above explanation satisfies you. If your query is still different, then please confirm.
Thanks,
Dinesh Divekar
From India, Bangalore
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8220Are you from the HR Department? If yes, then why do you find a problem in identifying the vacancies that need to be filled? It is not understood.
Vacancies arise on three counts. One is when a regular employee resigns. In that case, whenever you receive the approved resignation letter, the arrangement for replacement should begin immediately. The second is when a regular employee absconds. You will come to know about this through attendance records. You may wait for a few days/weeks, and if the employee does not turn up, then you need to arrange for a replacement. Lastly, when a new position is created. In that case, you could be officially informed by the approving authority whenever a new position is created. You will then need to handle the recruitment process.
I hope the above explanation satisfies you. If your query is still different, then please confirm.
Thanks,
Dinesh Divekar
From India, Bangalore
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Dear sir,
Thank you very much for your kind reply. I am currently working in an engineering firm. While there are many engineers, there is no one with HR experience from whom I can learn in the HR field. Our company is now in the process of establishing HR policies.
In terms of the recruitment process, typically the CEO contacts me for new recruitment. I then post job openings for applications and create a shortlist of candidates. Following this, I arrange interviews, conduct the final selection, and handle the employment process. I am curious to know if this is considered the standard recruitment process in the industry.
Thank you for your assistance.
Best regards, [Your Name]
From Bangladesh, Dhaka
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Thank you very much for your kind reply. I am currently working in an engineering firm. While there are many engineers, there is no one with HR experience from whom I can learn in the HR field. Our company is now in the process of establishing HR policies.
In terms of the recruitment process, typically the CEO contacts me for new recruitment. I then post job openings for applications and create a shortlist of candidates. Following this, I arrange interviews, conduct the final selection, and handle the employment process. I am curious to know if this is considered the standard recruitment process in the industry.
Thank you for your assistance.
Best regards, [Your Name]
From Bangladesh, Dhaka
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Dear Ismail,
You have outlined your recruitment process. Overall, it is good, but one crucial element that is missing is the Job Description (JD). Please ensure that a JD is prepared for every position. The filtering of CVs, personal interviews, etc., should be based on the JD. Often, there is a mismatch between the job requirements and the candidate's skill set because the JD is not referenced during the selection process.
Moving forward, please make sure to include the key skills of the job in the JD.
Thanks,
Dinesh Divekar
From India, Bangalore
Acknowledge(0)Amend(0)
You have outlined your recruitment process. Overall, it is good, but one crucial element that is missing is the Job Description (JD). Please ensure that a JD is prepared for every position. The filtering of CVs, personal interviews, etc., should be based on the JD. Often, there is a mismatch between the job requirements and the candidate's skill set because the JD is not referenced during the selection process.
Moving forward, please make sure to include the key skills of the job in the JD.
Thanks,
Dinesh Divekar
From India, Bangalore
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