What to do When Candidates Are Asking for Back Office Profiles?
Many of us Face Such A issue when We are Hiring for Customer Care Executives , But Candidates Ask for Profiles ie Back office Executive. If you Deny you will loose Profiles, Set A standard Typing test ,Voice test as well As tell them Criteria with Regards to BackOffice Job Openings
1. Candidates Needs to have typing Speed upto 30 WPM
2. Accuracy Should be Around 80 to 90 %
3.They Should Know Advance excel , Vlookups and all they Should know
4. Tell them to get Job In Back office they Should be Graduate with 6 month Voice Exp.
5. Most Important Don't Say All this over Phone , Let them Visit In office then Only Convey this Process.
From India, Mumbai
Many of us Face Such A issue when We are Hiring for Customer Care Executives , But Candidates Ask for Profiles ie Back office Executive. If you Deny you will loose Profiles, Set A standard Typing test ,Voice test as well As tell them Criteria with Regards to BackOffice Job Openings
1. Candidates Needs to have typing Speed upto 30 WPM
2. Accuracy Should be Around 80 to 90 %
3.They Should Know Advance excel , Vlookups and all they Should know
4. Tell them to get Job In Back office they Should be Graduate with 6 month Voice Exp.
5. Most Important Don't Say All this over Phone , Let them Visit In office then Only Convey this Process.
From India, Mumbai
Attracting Talent
Recruitment is the life blood of an Organization. Yet talent is scarce and valuable talent is not actively seeking jobs. Candidate apprehension is further fueled by uncertainties triggered by COVID 19 so even if candidates accept a job offer they may not join . In every performance review “lack of manpower” is the reason given by the teams to explain underperformance. There is a revenue loss each day that an Organization functions without the optimum manpower.
Let us identify the key triggers that can help us to hire right and hire fast.
Research suggests that “Top candidates stay available for 10 days only before getting hired”. In most Organizations even when there is a pressure to hire – interviews are given the least priority. The relevant “best fit candidate” just becomes inaccessible due to delays. A process tweak is required here. Please do watch this video
https://youtu.be/EHmYro12JE8 to explore effective ways to hire relevant, productive talent.
HR tips practical,
that create results magical!!
#recruitment # #humanresources # #recruiting # #jobs # #covid19 #talent #hiring
From India, Jaipur
1Recruitment is the life blood of an Organization. Yet talent is scarce and valuable talent is not actively seeking jobs. Candidate apprehension is further fueled by uncertainties triggered by COVID 19 so even if candidates accept a job offer they may not join . In every performance review “lack of manpower” is the reason given by the teams to explain underperformance. There is a revenue loss each day that an Organization functions without the optimum manpower.
Let us identify the key triggers that can help us to hire right and hire fast.
Research suggests that “Top candidates stay available for 10 days only before getting hired”. In most Organizations even when there is a pressure to hire – interviews are given the least priority. The relevant “best fit candidate” just becomes inaccessible due to delays. A process tweak is required here. Please do watch this video
https://youtu.be/EHmYro12JE8 to explore effective ways to hire relevant, productive talent.
HR tips practical,
that create results magical!!
#recruitment # #humanresources # #recruiting # #jobs # #covid19 #talent #hiring
From India, Jaipur
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2-RECRUITMENT PROCESS-2.doc