Hi
In Recruitment few factors are very much important.
1.Communication
2.Knowledge about his/her job or the subject
3.more than an experience of a candidate we should know how much they are aware about the task they do(Technical).
if they are fresher at least they should have basic knowledge about the subject/Industry.
Note: before we interview any candidate we should know the particular job description.
Regards,
Geetha
From India, Bangalore
In Recruitment few factors are very much important.
1.Communication
2.Knowledge about his/her job or the subject
3.more than an experience of a candidate we should know how much they are aware about the task they do(Technical).
if they are fresher at least they should have basic knowledge about the subject/Industry.
Note: before we interview any candidate we should know the particular job description.
Regards,
Geetha
From India, Bangalore
Dear Mr Syed Nawaz Uddin,
My views are as under
TECHNICAL SKILLS - This should form the core competence. As a recruiter create your question bank with the correct answers. You should be able to understand if whatever is replied is correct. It would be ideal to prepare an objective type question paper that could be easily checked. Tests can be conducted under your supervision to ensure fairness. Follow up the test with oral exam.
COMMUNICATION SKILLS – This could be second core competence area. The pattern of examination could be similar to the above.
MATURITY LEVEL – Since you are having less experience yourself and you would be mostly interviewing freshers this could be tricky to assess. Only with experience you can become better.
INTEREST FOR THE JOB - Check from the candidates whether they have applied elsewhere. Ask if they would leave or continue to make a career in your referred company, if selected.
Cite HR has got abundant information in its archives. It offers many articles in communication alone. In my opinion it may take several months to exhaust even one topic like COMMUNICATION.
Browse the different topics like LANGUAGE IMPROVEMENT, SPOKEN LANGUAGE, INTERVIEWING SKILLS and ASSERTIVENESS etc, one by one and improve your own skills.
V.Raghunathan
From India
1330My views are as under
TECHNICAL SKILLS - This should form the core competence. As a recruiter create your question bank with the correct answers. You should be able to understand if whatever is replied is correct. It would be ideal to prepare an objective type question paper that could be easily checked. Tests can be conducted under your supervision to ensure fairness. Follow up the test with oral exam.
COMMUNICATION SKILLS – This could be second core competence area. The pattern of examination could be similar to the above.
MATURITY LEVEL – Since you are having less experience yourself and you would be mostly interviewing freshers this could be tricky to assess. Only with experience you can become better.
INTEREST FOR THE JOB - Check from the candidates whether they have applied elsewhere. Ask if they would leave or continue to make a career in your referred company, if selected.
Cite HR has got abundant information in its archives. It offers many articles in communication alone. In my opinion it may take several months to exhaust even one topic like COMMUNICATION.
Browse the different topics like LANGUAGE IMPROVEMENT, SPOKEN LANGUAGE, INTERVIEWING SKILLS and ASSERTIVENESS etc, one by one and improve your own skills.
V.Raghunathan
From India
Dear Syed,
I have gone through the above posts. I can train you on one-to-one basis, based on your specific needs.
I am HR professional having over three decades of experience in senior leadership positions in large companies. I am a certified trainer and a certified coach running my own consultancy now, by the name of Aspiring People. I conduct workshops on interview skills for interviewers.
You can reach me at 09811513715 or
Best wishes,
Indu Wadhwa
Founder & Principal Consultant
Aspiring People
From India, New Delhi
I have gone through the above posts. I can train you on one-to-one basis, based on your specific needs.
I am HR professional having over three decades of experience in senior leadership positions in large companies. I am a certified trainer and a certified coach running my own consultancy now, by the name of Aspiring People. I conduct workshops on interview skills for interviewers.
You can reach me at 09811513715 or
Best wishes,
Indu Wadhwa
Founder & Principal Consultant
Aspiring People
From India, New Delhi
Hello Syed Nawaz Uddin,
Without going into the suggestions & remarks of other members, I would like to make a few points.
1] You mentioned ".......make them understand the Job Requirement". How much sure are you that you are very clear about it YOURSELF? I may be wrong, but going by your various responses, I am not so sure that you have a COMPLETE understanding of the JD yourself. When you yourself don't seem have been given any Training in Recruitment [as being repeatedly being queried by Simhan], how do you expect yourself to TRAIN another person?
2] You said 'most' of the candidates are Freshers. Now, on what basis do you [or your boss OR Company] judge that 5-6 Joining rate for ~100 freshers is LOW? What qualification profile are you looking @? MBAs OR BTechs? OR any other?
And what 'hit rate' do you think is reasonably 'good'?
We recently--in Jan, 2015--handled a Campus Recruitment Drive for BTechs for a client. The 'hit rate' was 7 Selections out of 155 students--and this was after online technical & aptitude tests, GDs & Personal interviews.......AND our client thought we did a great job given their earlier experience of 1 selection out of 120 students.
As a thumbrule, when one doesn't have the skills to evaluate candidates, always try to depend on alternatives--in your case online tests, GDs, etc could be the options [there could be other options too]--that CONVERT the various aspects/attributes to MEASURABLE parameters. Then you don't have to rack your head to make any judgement calls. You have the Ratings [BOTH Absolute & Relative] in front of you.
In a way, evaluating Freshers has BOTH Pluses & Minuses--the Plus aspect being they don't have any earlier experience baggage [a 'clean slate' so-to-say] & hence are easier to evaluate by other means than F2F I/Vs. The Minus is that their inexperience usually leads to immaturity that effects their I/V performance--and this is a bit more tough to judge.
In case you have any further queries, pl ALSO mention the following inputs:
1] What's the size of your Company AND the Recruitment team?
2] Have you discussed the situation with you boss? What was the response?
3] Pl respond to Simhan's query--about whether you were trained or not.
4] Pl give details of the EXACT process you are currently following. ONLY THEN can you get any actionable suggestions/solutions from the members. Else this is more likely to become another TV debate with nothing worthwhile coming out @ the end.
All the Best.
Rgds,
TS
From India, Hyderabad
Without going into the suggestions & remarks of other members, I would like to make a few points.
1] You mentioned ".......make them understand the Job Requirement". How much sure are you that you are very clear about it YOURSELF? I may be wrong, but going by your various responses, I am not so sure that you have a COMPLETE understanding of the JD yourself. When you yourself don't seem have been given any Training in Recruitment [as being repeatedly being queried by Simhan], how do you expect yourself to TRAIN another person?
2] You said 'most' of the candidates are Freshers. Now, on what basis do you [or your boss OR Company] judge that 5-6 Joining rate for ~100 freshers is LOW? What qualification profile are you looking @? MBAs OR BTechs? OR any other?
And what 'hit rate' do you think is reasonably 'good'?
We recently--in Jan, 2015--handled a Campus Recruitment Drive for BTechs for a client. The 'hit rate' was 7 Selections out of 155 students--and this was after online technical & aptitude tests, GDs & Personal interviews.......AND our client thought we did a great job given their earlier experience of 1 selection out of 120 students.
As a thumbrule, when one doesn't have the skills to evaluate candidates, always try to depend on alternatives--in your case online tests, GDs, etc could be the options [there could be other options too]--that CONVERT the various aspects/attributes to MEASURABLE parameters. Then you don't have to rack your head to make any judgement calls. You have the Ratings [BOTH Absolute & Relative] in front of you.
In a way, evaluating Freshers has BOTH Pluses & Minuses--the Plus aspect being they don't have any earlier experience baggage [a 'clean slate' so-to-say] & hence are easier to evaluate by other means than F2F I/Vs. The Minus is that their inexperience usually leads to immaturity that effects their I/V performance--and this is a bit more tough to judge.
In case you have any further queries, pl ALSO mention the following inputs:
1] What's the size of your Company AND the Recruitment team?
2] Have you discussed the situation with you boss? What was the response?
3] Pl respond to Simhan's query--about whether you were trained or not.
4] Pl give details of the EXACT process you are currently following. ONLY THEN can you get any actionable suggestions/solutions from the members. Else this is more likely to become another TV debate with nothing worthwhile coming out @ the end.
All the Best.
Rgds,
TS
From India, Hyderabad
Hello Every one,
I have read all the about replies that I have received. Thank you for leaving me replies and suggesting me some important info that I need to follow in the recruitent process.
Here are the answers for your questions.....
==============================================
1. I was a recruiter first, where I was trained and handled few clients.
As they (New candidates) have to do the same, I have to train them carefully where they can meet company's expectations.
The Job Description is much simple (Need to have some basic IT knowledge and also with good communication skills)
2. As we see many freshers will be lacking in communication part, But as company we need to focus on both IT and communication skills. We are open for any graduate who would to make their career into recruitment industry. We train those candidates on Technical Knowledge.
3. Tought thing comes here, as this is end of the year, most of the candidates are already filtered. (MTI candidates are available)
NOW, MTI- Mother tongue Influence. (They will not be able talk fluently as USA clients need a certain level of communcation skills)
We are a samll company where there are 20-25 recruiter working.
I had discussed this the management where they said me this------ YOU NEED TO ANALYSE THE MATURITY LEVEL OF THE CANDIDATE and also CHECK IF THEY ARE ABLE TO MEET OUR EXPECTATIONS.
Our company is completely into recruitment process...
=============================================
Please let me know if you need any further information...
Sincerely,
Syed
From India, Hyderabad
I have read all the about replies that I have received. Thank you for leaving me replies and suggesting me some important info that I need to follow in the recruitent process.
Here are the answers for your questions.....
==============================================
1. I was a recruiter first, where I was trained and handled few clients.
As they (New candidates) have to do the same, I have to train them carefully where they can meet company's expectations.
The Job Description is much simple (Need to have some basic IT knowledge and also with good communication skills)
2. As we see many freshers will be lacking in communication part, But as company we need to focus on both IT and communication skills. We are open for any graduate who would to make their career into recruitment industry. We train those candidates on Technical Knowledge.
3. Tought thing comes here, as this is end of the year, most of the candidates are already filtered. (MTI candidates are available)
NOW, MTI- Mother tongue Influence. (They will not be able talk fluently as USA clients need a certain level of communcation skills)
We are a samll company where there are 20-25 recruiter working.
I had discussed this the management where they said me this------ YOU NEED TO ANALYSE THE MATURITY LEVEL OF THE CANDIDATE and also CHECK IF THEY ARE ABLE TO MEET OUR EXPECTATIONS.
Our company is completely into recruitment process...
=============================================
Please let me know if you need any further information...
Sincerely,
Syed
From India, Hyderabad
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