Hi Folks
I am sharing the way how I am able to source and recruit the candidates on time, the same is explained below :
1. When the Position is identified, you sit along with the hiring Manager or the line Manager, try to understand the job profile which includes, education, domain experience, specific skills then if possible try to know the Industry domain which you are looking at. Thus by doing this as a recruiter you understand the profile and requirement to the extent of 65%.
2. Next if you are working with consultant explain them the same or if you are sourcing from job portals, try to use the advanced search by feeding the job profile, industry domain. or else if possible take some time of the hiring manager or line manager make him sit before the portal and ask him to search the profiles, this will reduce the time for pre-screening.
3. Once you shortlist the resumes according to the profile you are looking for, please schedule a telephonic discussion before calling the candidate for interview, this will make you understand the candidates profile preliminarily, because some resumes are goody and fancy but does not have any stuff in it. This telephonic discussion will wipe out these discrepancies and you can avoid wasting your time and candidates time in calling for personal interview. Because is time is money.
4. After the telephonic discussion shortlist the candidates, then arrange for the personal round of interview with the candidate, please try to finish of the interview if you have two or more rounds thus not trouble the candidate to take more leaves. again time is precious.
5. Once the interview is over, please inform the candidate that if he is shortlisted he will be called and informed about the offer or if he does not receive any call within 3 days or 4 or 6 days of interview he presume that he has not been selected. This will give candidate the option of searching other jobs or companies.
6. As far as possible try to use the communication advancement for discussing with the candidate who have been selected viz salary negotiation ( by telephone), exchanging of documents and sharing of information ( by email), this will really help the candidate and you to concentrate other important work.
7. Last but not the least, once offer is issued please talk to the candidate once in a week before he is on board, this keeps the candidate feel very important and you can also know the pulse of the Candidate, i.e if he is not joining your company he will avoid talking to you, this will enable you to source or find the second in line for that post instead of 3 months notice.
Hi it is lengthy and boring to read................... but the fact is by following these simple ways I am able to select and bring the candidate on board within the stipulated time of business.
Hi request all my professional members to share their strategies / methodologies, if they undergone any in HR process.
With regards
K.S.Yoganth Murthy
From India, Bangalore
6I am sharing the way how I am able to source and recruit the candidates on time, the same is explained below :
1. When the Position is identified, you sit along with the hiring Manager or the line Manager, try to understand the job profile which includes, education, domain experience, specific skills then if possible try to know the Industry domain which you are looking at. Thus by doing this as a recruiter you understand the profile and requirement to the extent of 65%.
2. Next if you are working with consultant explain them the same or if you are sourcing from job portals, try to use the advanced search by feeding the job profile, industry domain. or else if possible take some time of the hiring manager or line manager make him sit before the portal and ask him to search the profiles, this will reduce the time for pre-screening.
3. Once you shortlist the resumes according to the profile you are looking for, please schedule a telephonic discussion before calling the candidate for interview, this will make you understand the candidates profile preliminarily, because some resumes are goody and fancy but does not have any stuff in it. This telephonic discussion will wipe out these discrepancies and you can avoid wasting your time and candidates time in calling for personal interview. Because is time is money.
4. After the telephonic discussion shortlist the candidates, then arrange for the personal round of interview with the candidate, please try to finish of the interview if you have two or more rounds thus not trouble the candidate to take more leaves. again time is precious.
5. Once the interview is over, please inform the candidate that if he is shortlisted he will be called and informed about the offer or if he does not receive any call within 3 days or 4 or 6 days of interview he presume that he has not been selected. This will give candidate the option of searching other jobs or companies.
6. As far as possible try to use the communication advancement for discussing with the candidate who have been selected viz salary negotiation ( by telephone), exchanging of documents and sharing of information ( by email), this will really help the candidate and you to concentrate other important work.
7. Last but not the least, once offer is issued please talk to the candidate once in a week before he is on board, this keeps the candidate feel very important and you can also know the pulse of the Candidate, i.e if he is not joining your company he will avoid talking to you, this will enable you to source or find the second in line for that post instead of 3 months notice.
Hi it is lengthy and boring to read................... but the fact is by following these simple ways I am able to select and bring the candidate on board within the stipulated time of business.
Hi request all my professional members to share their strategies / methodologies, if they undergone any in HR process.
With regards
K.S.Yoganth Murthy
From India, Bangalore
Its not at all boring infact everyone should adopt the same process. Thanks for sharing. Can you also share some views on Offer management. How an offer is closed? Regards, Anu
From India, Delhi
From India, Delhi
Hi,
Thanks for such a useful post. I am also using almost the same process and it really works. :) Some points were new to me like getting all the documents on mail. We just used to do this rarely.
Thanks again for a new idea.
From India, Delhi
Thanks for such a useful post. I am also using almost the same process and it really works. :) Some points were new to me like getting all the documents on mail. We just used to do this rarely.
Thanks again for a new idea.
From India, Delhi
Hi,
Thanks for such a useful post. I am also using almost the same process and it really works. :) Some points were new to me like getting all the documents on mail. We just used to do this rarely.
Thanks again for a new idea.
Rgds
Supriya
From India, Delhi
Thanks for such a useful post. I am also using almost the same process and it really works. :) Some points were new to me like getting all the documents on mail. We just used to do this rarely.
Thanks again for a new idea.
Rgds
Supriya
From India, Delhi
Hi Mr. Murthy,
You information is 100% true and helpful. I really liked that. However, I would also like to add my information in this topic. Once we call up the candidate and do the phone interview, it is also advisable to have the resume reviewed by the Hiring manager. Sometimes hiring managers may or may not find the resume relevant for the required position. I have faced this situation. I have sourced a candidate and did not forward the resume to hiring Manager for review. i thought the candidate is all good, however after the telephone interview, the hiring manager disqualified the candidate as he thinks that he can not be a good canddiate. From that day onwards, I always send the resume to my hiring manager for review. It helped me a lot.
So make sure that you also discuss with your hiring manager before schedule the candidate for an onsite interview. This activity will not waste yur efforts. Remeber, there is always a chance of rejection at every stage. ( from Screening to Selection)
From India, Mumbai
You information is 100% true and helpful. I really liked that. However, I would also like to add my information in this topic. Once we call up the candidate and do the phone interview, it is also advisable to have the resume reviewed by the Hiring manager. Sometimes hiring managers may or may not find the resume relevant for the required position. I have faced this situation. I have sourced a candidate and did not forward the resume to hiring Manager for review. i thought the candidate is all good, however after the telephone interview, the hiring manager disqualified the candidate as he thinks that he can not be a good canddiate. From that day onwards, I always send the resume to my hiring manager for review. It helped me a lot.
So make sure that you also discuss with your hiring manager before schedule the candidate for an onsite interview. This activity will not waste yur efforts. Remeber, there is always a chance of rejection at every stage. ( from Screening to Selection)
From India, Mumbai
Hello Yoganth,
How are you doing?
can you tell me that is it necessary to talk with hiring manager. Is not enough by understanding the job description through mail by the hiring manager about the job requirement
From India, Hyderabad
How are you doing?
can you tell me that is it necessary to talk with hiring manager. Is not enough by understanding the job description through mail by the hiring manager about the job requirement
From India, Hyderabad
I appreciated your idea but i have best solution for recruitment process is that using effective recruitment management software rather than massive manually hiring process, I am Using also one of the recruitment software which make my business hiring effective and in timely manner:
Recruitment Management Software | HR Software - PeopleQlik
From United States, Clifton
Recruitment Management Software | HR Software - PeopleQlik
From United States, Clifton
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
The Five Competitive Forces That Shape Strategy.zip
Blue-ocearn-str ategy-15178_142 .ppt
Checklist for Hiring Employees.doc