Dear All,
I am not an HR professional. I work in Environment Health and Safety, Quality Management, and Engineering Projects. While auditing one of our associate companies, I came across a very good Flow Chart on the recruitment process. Attached is the same for the benefit of all.
Thanks & Regards,
Sudhir
From India, Vadodara
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1322I am not an HR professional. I work in Environment Health and Safety, Quality Management, and Engineering Projects. While auditing one of our associate companies, I came across a very good Flow Chart on the recruitment process. Attached is the same for the benefit of all.
Thanks & Regards,
Sudhir
From India, Vadodara
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A good attempt at representing the process in the form of a flowchart. If we add two steps, namely: 1) Making a comparison chart with respect to the existing set of employees, and 2) Salary Negotiations, the flowchart will be perfect.
Congratulations once again,
Kiran Walimbe.
From India, Pune
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Congratulations once again,
Kiran Walimbe.
From India, Pune
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good presentation of flow of recruitment process. but is only defines the pre and process please define the post recruitment process also. thanks Ms. krishna
From India, Mumbai
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From India, Mumbai
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Mr. Sudhir, Though you are not an HR professional, but you have really made a significant contribution in this forum. thank you very much Regards, Vishwanath
From India, Hyderabad
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From India, Hyderabad
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Good Sudhir,
Very helpful and thanks. I have one question. What can we do to ensure that the recruitment is a successful one? I mean getting a right candidate that fits the company culture and values. There should be a high chance that the prospect will continue to work in the company. Some younger generations nowadays prioritize only money and show no sincerity in terms of building a career in an organization. Though they are intelligent, they are just transiting to fill up their resume, and after a short while, their attitude changes unpleasantly, and they leave the company disrespectfully, forgetting what they had agreed on prior to joining. Intelligent but lacking integrity. Does anyone have useful advice to minimize such occurrences?
Thanks.
RL
From Malaysia, Kuala Lumpur
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Very helpful and thanks. I have one question. What can we do to ensure that the recruitment is a successful one? I mean getting a right candidate that fits the company culture and values. There should be a high chance that the prospect will continue to work in the company. Some younger generations nowadays prioritize only money and show no sincerity in terms of building a career in an organization. Though they are intelligent, they are just transiting to fill up their resume, and after a short while, their attitude changes unpleasantly, and they leave the company disrespectfully, forgetting what they had agreed on prior to joining. Intelligent but lacking integrity. Does anyone have useful advice to minimize such occurrences?
Thanks.
RL
From Malaysia, Kuala Lumpur
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Dear All,
Thank you for all the feedback.
ISO 9001:2008 focuses on Process Management. Recruitment is a process. We can create similar flowcharts for all processes within the business organization. I kindly request everyone to share a flow process chart for common functions such as Employee Training, Submission of offers to customers, order confirmation, Material procurement, and Stores. This will make it easier for all juniors to understand the system. I urge everyone to participate.
Thanks & Regards,
Sudhir
From India, Vadodara
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Thank you for all the feedback.
ISO 9001:2008 focuses on Process Management. Recruitment is a process. We can create similar flowcharts for all processes within the business organization. I kindly request everyone to share a flow process chart for common functions such as Employee Training, Submission of offers to customers, order confirmation, Material procurement, and Stores. This will make it easier for all juniors to understand the system. I urge everyone to participate.
Thanks & Regards,
Sudhir
From India, Vadodara
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