Dea Seniours I need a guideines from you plz provide guidelines on how to develope and implement a recruiting plan for a 100 open positions andhow much time it can take ? Regards Harsha
From India, Hyderabad
From India, Hyderabad
hi
first analyze the positions. In this process you will find 2 things:
1. The positions which are genuinely required. Here few positions may be waved off depending on the genuinity.
2. Positions which are on priority.
now you have reduced number of open positions and positions which are on priority.
you may plan your recruitment now easily and have your own timelines to finish or close all the positions.
timelines depends on the position criticality and demand.
From India, Hyderabad
6first analyze the positions. In this process you will find 2 things:
1. The positions which are genuinely required. Here few positions may be waved off depending on the genuinity.
2. Positions which are on priority.
now you have reduced number of open positions and positions which are on priority.
you may plan your recruitment now easily and have your own timelines to finish or close all the positions.
timelines depends on the position criticality and demand.
From India, Hyderabad
hi
first analyze the positions. In this process you will find 2 things:
1. The positions which are genuinely required. Here few positions may be waved off depending on the genuinity.
2. Positions which are on priority.
now you have reduced number of open positions and positions which are on priority.
you may plan your recruitment now easily and have your own timelines to finish or close all the positions.
timelines depends on the position criticality and demand.
From India, Hyderabad
first analyze the positions. In this process you will find 2 things:
1. The positions which are genuinely required. Here few positions may be waved off depending on the genuinity.
2. Positions which are on priority.
now you have reduced number of open positions and positions which are on priority.
you may plan your recruitment now easily and have your own timelines to finish or close all the positions.
timelines depends on the position criticality and demand.
From India, Hyderabad
Dear Harsha,
Please intimate your Position details, so that I can guide you accordingly. You can go in for flat negotiation with HR consultants, time should be some where between 30 -45 days .
In case of any clarification required please call me on 09769400080.
Good Luck.
Raghunath
From India, Mumbai
Please intimate your Position details, so that I can guide you accordingly. You can go in for flat negotiation with HR consultants, time should be some where between 30 -45 days .
In case of any clarification required please call me on 09769400080.
Good Luck.
Raghunath
From India, Mumbai
Hi there,
I looked at your question 100 position that’s an awful a lot of people to recruit.
The first thing occurred in my mind do you really need all those positions to be recruitment. And before you go ahead with the recruitment process please do the following check.
•Have you done manpower requirement process (distributed manpower requirement form to the respective department) and you received response saying that you will require to have 100 positions recruited.
•Do these required positions have Job description ready
•Does your company have the budget for employees all these positions
•These positions have grades and their salaries are planned
•What is your dead line for recruiting these 100 positions
•Within your organization don’t you have multi tasks employee that you had to create another 100 position for tasks to be done.
•You know what are the competencies required from these positions to do their jobs
•Do these positions have KPI for the next year
•Do you have a proper performance appraisal system to evaluate them
As for recruitment process you need to go back to your human resources manual and map the process accordingly then create a flow chart get it approved keep it in front of you as a guide to refer to when recruiting.
Should you require any further assistance do not hesitate to contact me.
Regards
From Oman, Muscat
I looked at your question 100 position that’s an awful a lot of people to recruit.
The first thing occurred in my mind do you really need all those positions to be recruitment. And before you go ahead with the recruitment process please do the following check.
•Have you done manpower requirement process (distributed manpower requirement form to the respective department) and you received response saying that you will require to have 100 positions recruited.
•Do these required positions have Job description ready
•Does your company have the budget for employees all these positions
•These positions have grades and their salaries are planned
•What is your dead line for recruiting these 100 positions
•Within your organization don’t you have multi tasks employee that you had to create another 100 position for tasks to be done.
•You know what are the competencies required from these positions to do their jobs
•Do these positions have KPI for the next year
•Do you have a proper performance appraisal system to evaluate them
As for recruitment process you need to go back to your human resources manual and map the process accordingly then create a flow chart get it approved keep it in front of you as a guide to refer to when recruiting.
Should you require any further assistance do not hesitate to contact me.
Regards
From Oman, Muscat
Hi,
You must have done proper manpower planning then only you must get these 100 positions.
Now categorise the position in different categories like replacement position, backup position, development position, operations positions
now grade positions like replacement position would be top priority as current employee has left and in order to handle ones work u need a person unlesss and until any other employee is not rotated to that position.
you can put for temporary basis backup positions on less priority as currently person is available to handle the profile, and u will require a person only once he lefts
so on u can categorise the openings....
after that you will be required to grade the openings within one catgoery itself and interaction with mangers, business managers to understand the requirements more precisely.
there is a different fun in working simultaneously on different positions, as on one job posting or intraction you will come across different profiles that will help you out in closing other positions. so njoy...... and have a gud luck.
In case of any problem do write back
Regds,
Seema
From Malaysia, Kuala Lumpur
You must have done proper manpower planning then only you must get these 100 positions.
Now categorise the position in different categories like replacement position, backup position, development position, operations positions
now grade positions like replacement position would be top priority as current employee has left and in order to handle ones work u need a person unlesss and until any other employee is not rotated to that position.
you can put for temporary basis backup positions on less priority as currently person is available to handle the profile, and u will require a person only once he lefts
so on u can categorise the openings....
after that you will be required to grade the openings within one catgoery itself and interaction with mangers, business managers to understand the requirements more precisely.
there is a different fun in working simultaneously on different positions, as on one job posting or intraction you will come across different profiles that will help you out in closing other positions. so njoy...... and have a gud luck.
In case of any problem do write back
Regds,
Seema
From Malaysia, Kuala Lumpur
Hi Harsha,
Since you have identified 100 postions, I am assuming that you know the category, designations, job specifications etc.
The best way for bulk recruitment is to take out an advertisement in the newspaper with the specifications of all the positions. You could group the positions department wise in the ad. Identify the positions that need a qualifying exam and mention the date. Identify an interview panel and finish the interviews for the short listed candidates in batches.
In case certain positions cannot be filled, you can resort to other recruitment tools like job portals etc.
You need to give ample time to the candidates to apply against an ad and 2-3 weeks are ideal. You need to create a pool of candidates after initial screening of applications. Depending on your work schedule you could identify the time that would take. You need to plan the exam and notify the candidates. You need to schedule the interviews and inform candidates accordingly. Backgroud check if necessary and the time for issue of appointmen letters.
So basically plan how you will go about it and then allot a time schedule to it and you will know how long the process will take.
If the positions are mostly for freshers, then you could include a group discussion as a tool as well.
Hope this helps
Regards
From India, Visakhapatnam
Since you have identified 100 postions, I am assuming that you know the category, designations, job specifications etc.
The best way for bulk recruitment is to take out an advertisement in the newspaper with the specifications of all the positions. You could group the positions department wise in the ad. Identify the positions that need a qualifying exam and mention the date. Identify an interview panel and finish the interviews for the short listed candidates in batches.
In case certain positions cannot be filled, you can resort to other recruitment tools like job portals etc.
You need to give ample time to the candidates to apply against an ad and 2-3 weeks are ideal. You need to create a pool of candidates after initial screening of applications. Depending on your work schedule you could identify the time that would take. You need to plan the exam and notify the candidates. You need to schedule the interviews and inform candidates accordingly. Backgroud check if necessary and the time for issue of appointmen letters.
So basically plan how you will go about it and then allot a time schedule to it and you will know how long the process will take.
If the positions are mostly for freshers, then you could include a group discussion as a tool as well.
Hope this helps
Regards
From India, Visakhapatnam
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