Article by John M. Ruh from http://www.hrstore.com/free/freeR01.html
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Recruiting Nightmares: A Foolproof Way To End Them
One company advertises in the newspaper for a receptionist and ties up the phones for three days. Another places a blind box ad for a controller and receives more than 300 resumes. It's not surprising that the question I often get asked is: How can I find a qualified candidate fast, at a reasonable cost, without taking calls and resumes from hundreds of unsuitable candidates?
My answer? Create a foolproof recruitment strategy!
It starts with understanding and accepting the human resource market as it is today, specifically the availability of candidates for the positions you are recruiting for. Once you understand and accept this, you must then choose the right methods that will fill your position (it must be fillable to begin with) within budget and time restraints.
What are the right methods?
Some methods include contract employment, outsourcing positions and departments, temporaries, temporary-to-full-time hiring, specialists, consultants, sending your open position to outplacement firms, colleges, etc, and the use of today's Internet recruiting capabilities. Rather than being locked into a single approach for all of your company's employment needs, you must develop a sound strategy for each hiring situation. The wrong choice will waste your time and prove extremely costly.
To develop your own foolproof recruitment strategy, you must do three things. First, create and nourish the belief that it is possible to end your "recruiting nightmares." Second, become familiar with all the recruitment options available. And, third, match each of your recruiting challenges, case by case, with the solution that suits it best.
For training on how to do this, please call us. We'll be happy to answer your questions, concerns and needs in recruitment, consulting and training. We always promise to provide resources and ideas that assist you in managing and coaching your most important resource -- your staff.
For example:
One-on-one Coaching:
Basic and Advanced Interviewing Skills
How To Recruit, Interview and Hire More Effectively in Today's Market
5 Steps To A Successful Hire
Cost: Per contract
Customized Group Workshop:
Basic and Advanced Interviewing Skills
How To Recruit, Interview and Hire More Effectively In Today's Market
Cost: Based on size of group, materials and time
Sincerely,
John M. Ruh
773-775-6636
P.S. Aren't you glad to wake up and learn it was only a nightmare!
PROGRESS ENTERPRISE
<link outdated-removed>
From Australia, Ballarat
12************************************************** **********************
Recruiting Nightmares: A Foolproof Way To End Them
One company advertises in the newspaper for a receptionist and ties up the phones for three days. Another places a blind box ad for a controller and receives more than 300 resumes. It's not surprising that the question I often get asked is: How can I find a qualified candidate fast, at a reasonable cost, without taking calls and resumes from hundreds of unsuitable candidates?
My answer? Create a foolproof recruitment strategy!
It starts with understanding and accepting the human resource market as it is today, specifically the availability of candidates for the positions you are recruiting for. Once you understand and accept this, you must then choose the right methods that will fill your position (it must be fillable to begin with) within budget and time restraints.
What are the right methods?
Some methods include contract employment, outsourcing positions and departments, temporaries, temporary-to-full-time hiring, specialists, consultants, sending your open position to outplacement firms, colleges, etc, and the use of today's Internet recruiting capabilities. Rather than being locked into a single approach for all of your company's employment needs, you must develop a sound strategy for each hiring situation. The wrong choice will waste your time and prove extremely costly.
To develop your own foolproof recruitment strategy, you must do three things. First, create and nourish the belief that it is possible to end your "recruiting nightmares." Second, become familiar with all the recruitment options available. And, third, match each of your recruiting challenges, case by case, with the solution that suits it best.
For training on how to do this, please call us. We'll be happy to answer your questions, concerns and needs in recruitment, consulting and training. We always promise to provide resources and ideas that assist you in managing and coaching your most important resource -- your staff.
For example:
One-on-one Coaching:
Basic and Advanced Interviewing Skills
How To Recruit, Interview and Hire More Effectively in Today's Market
5 Steps To A Successful Hire
Cost: Per contract
Customized Group Workshop:
Basic and Advanced Interviewing Skills
How To Recruit, Interview and Hire More Effectively In Today's Market
Cost: Based on size of group, materials and time
Sincerely,
John M. Ruh
773-775-6636
P.S. Aren't you glad to wake up and learn it was only a nightmare!
PROGRESS ENTERPRISE
<link outdated-removed>
From Australia, Ballarat
Hi,
I have got a problem at hand. I am fresh out of college, and being faced with such a challenge.
We had been given 10days time to source 60 people for a voice based process (call center). With recruitment budget and time the two major constrains. We are stuck with out resources.
I would be glad if some one could help me to understand whether 10 days time is justifiable for such a requirement, when advertisements in local newspapers have failed to meet the targets earlier.
Out of desperation at the last minute, we did tie-up with some consultants which we did not use as a source earlier, which does not seem effective. We are running short of time in this matter.
Now my question is,
1. What is the average sourcing time according to the industrial standards? and how is it done in an ITES industry?
Looking forward for some favorable reply
From India, Bangalore
I have got a problem at hand. I am fresh out of college, and being faced with such a challenge.
We had been given 10days time to source 60 people for a voice based process (call center). With recruitment budget and time the two major constrains. We are stuck with out resources.
I would be glad if some one could help me to understand whether 10 days time is justifiable for such a requirement, when advertisements in local newspapers have failed to meet the targets earlier.
Out of desperation at the last minute, we did tie-up with some consultants which we did not use as a source earlier, which does not seem effective. We are running short of time in this matter.
Now my question is,
1. What is the average sourcing time according to the industrial standards? and how is it done in an ITES industry?
Looking forward for some favorable reply
From India, Bangalore
hi Jeeju,
cud u not get any relevant ppl on the net?? .... i have searched the net (read job sites) n they have quite a lot of ppl looking for such oppertunities.
yes it is an investment for the organisation but it is worth it, coz it becomes a constant source of good candidates.
Regards,
Pal
From India, Pune
cud u not get any relevant ppl on the net?? .... i have searched the net (read job sites) n they have quite a lot of ppl looking for such oppertunities.
yes it is an investment for the organisation but it is worth it, coz it becomes a constant source of good candidates.
Regards,
Pal
From India, Pune
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