hi,
Everyone
I am doing my project in Recruitment benchmarking, i need some recommendations which could reduce the Turn arround time and also ROI of Recruitment. Suggest some of the best methods that cud be used to:
- screen the candidates
- maintain the data base of the candidates.
And also let me know if it is feasible to use Recruitment software for a firm of 500 employees.
looking forward for ur help.
Lavanya K H
SDM-IMD
From India, Bangalore
Everyone
I am doing my project in Recruitment benchmarking, i need some recommendations which could reduce the Turn arround time and also ROI of Recruitment. Suggest some of the best methods that cud be used to:
- screen the candidates
- maintain the data base of the candidates.
And also let me know if it is feasible to use Recruitment software for a firm of 500 employees.
looking forward for ur help.
Lavanya K H
SDM-IMD
From India, Bangalore
Hi Lavanya,
In my last 5 + Yrs of recruitment and Resourcing experience I have felt that there are number of factors which are important in recruitment.
Brand image of the company, compensation, growth opportunity, market conditions (how much other company is paying for the same job) and the location etc are the major factors.
We can know the candidate better by speaking to him frankly and checking some factors like his aspirations, goals, aprehensions, maturity level his background his personality type his stability factor, management skills etc.
We can use psychometric exercises to check certain aspects and rest of the information can be attained from talking to the candidate reference checks etc.
One thing is very important while recruiting a person and that is the recruiter's Instinct which can be used effectively in assessing a candidate.
Otherwise there is no cut and dry formula for recruitment.
The turnaround time can be reduced by creating a buffer stock by having a projection of the future requirements in the organization.
Database of candidates can be maintained by using excel sheet or using software but these days people frequently change phone no and other details so it becomes redundant after sometime.
Hope this helps you somewhere in your project.
In my last 5 + Yrs of recruitment and Resourcing experience I have felt that there are number of factors which are important in recruitment.
Brand image of the company, compensation, growth opportunity, market conditions (how much other company is paying for the same job) and the location etc are the major factors.
We can know the candidate better by speaking to him frankly and checking some factors like his aspirations, goals, aprehensions, maturity level his background his personality type his stability factor, management skills etc.
We can use psychometric exercises to check certain aspects and rest of the information can be attained from talking to the candidate reference checks etc.
One thing is very important while recruiting a person and that is the recruiter's Instinct which can be used effectively in assessing a candidate.
Otherwise there is no cut and dry formula for recruitment.
The turnaround time can be reduced by creating a buffer stock by having a projection of the future requirements in the organization.
Database of candidates can be maintained by using excel sheet or using software but these days people frequently change phone no and other details so it becomes redundant after sometime.
Hope this helps you somewhere in your project.
I agree your employer brand is very important to get at the lowest cost possible good candidates in. It's the image you have on the labour market.
Very effective to reduce your leadtime is phone screenings. Make first a phone call with the candidate with a standardized questionnaire. This will avoid you meet with people who do not suit some basics of your requirements.
A good database is basic in recruitment. First of all it is important to avoid the company is inviting the same candidates different times knowing they did not reach the basic requirements. It reduces your hiring cost on the long term as good applications you do not have an open position for immediatly can be used at low cost later on.
An
24AM
Very effective to reduce your leadtime is phone screenings. Make first a phone call with the candidate with a standardized questionnaire. This will avoid you meet with people who do not suit some basics of your requirements.
A good database is basic in recruitment. First of all it is important to avoid the company is inviting the same candidates different times knowing they did not reach the basic requirements. It reduces your hiring cost on the long term as good applications you do not have an open position for immediatly can be used at low cost later on.
An
24AM
hi...
well i m hr in automobile industry
well i read your comments on one of the topic you are in recruitment from more than 5 years,,
well can u please help me...i have to recruit 40 sales executive for my firm...in one week...
we are been said no media advst..and no consultancy companies...from mgt...
its hard for me to practice head hunting...i have given internal referral scheme
From India, New Delhi
1well i m hr in automobile industry
well i read your comments on one of the topic you are in recruitment from more than 5 years,,
well can u please help me...i have to recruit 40 sales executive for my firm...in one week...
we are been said no media advst..and no consultancy companies...from mgt...
its hard for me to practice head hunting...i have given internal referral scheme
From India, New Delhi
Turnaround time: if your metric is in days then plan one unit less ie hours.
eg if i have to send a courier and the time promised is 3 days then the courier company needs to plan how to achieve it in 72 hours.
use PM techniques to find how n where to focus on reducing durations.
ROI: there is a golden rule for reducing attrition ie ask the prospective candidate to spend a day on the job before joining. this will reduce attrition but on e other ahnd will seem to be a negative for hiring as quantity of new hires shall come down.
surya
From India, Delhi
eg if i have to send a courier and the time promised is 3 days then the courier company needs to plan how to achieve it in 72 hours.
use PM techniques to find how n where to focus on reducing durations.
ROI: there is a golden rule for reducing attrition ie ask the prospective candidate to spend a day on the job before joining. this will reduce attrition but on e other ahnd will seem to be a negative for hiring as quantity of new hires shall come down.
surya
From India, Delhi
Hi, this is Vamshi from hyd. working as HR executive in IT industry. could you send me the entire REcruitment life cycle Regards vamshi
Hi Lavanya, Even I am doin my summer project on reduction of lead time of recruitment process. If u come accross any information regarding this, plz let me know..:confused: Regards, Jyoti
From India, Pune
From India, Pune
Hi Lavanya:
My name is Krishna, I am working in Versant Technologies. We have a recruitment software called cbizsoftindia, you can go through our website for more information. www.cbizsoftindia.com .
I would suggest you to use a recruitment software which would help you in saving your time and which would also give you good ROI.
And by using the software you can maintain the database and also you can search the candidate very easily as per your criteria.
For more details you can mail me at
Regards,
Krishna.
+91-9885770215.
From India, Hyderabad
My name is Krishna, I am working in Versant Technologies. We have a recruitment software called cbizsoftindia, you can go through our website for more information. www.cbizsoftindia.com .
I would suggest you to use a recruitment software which would help you in saving your time and which would also give you good ROI.
And by using the software you can maintain the database and also you can search the candidate very easily as per your criteria.
For more details you can mail me at
Regards,
Krishna.
+91-9885770215.
From India, Hyderabad
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