Hi, Presentaion was really Helpfull, let me get some details for sourcing, is any other way to find the profiles for rare skills, can i know any other faclitates available for it. Regards Lakshmi.P
From India, Madras
From India, Madras
A Very useful Conversation infact....
I am sure if we are going to apply for a position in a company we would first learn about the company. Mostly learning is done on going thro the companie's website...
Companies do have websites where the visitors who are in search of jobs can post their resumes ...
They can be asked to fill in a form which is very clear for them to understand what exectly we are looking for..
This includes details like , About your previous employer and also on the Skill set suiting the job and Notice Period as well if the resume is shortlisted etc and I feel its quite easy for the Recruitment team to shortlist the candidates.
Internet is a very good tool in getting skilled employees.
Regards
Vanitha
From India, Coimbatore
I am sure if we are going to apply for a position in a company we would first learn about the company. Mostly learning is done on going thro the companie's website...
Companies do have websites where the visitors who are in search of jobs can post their resumes ...
They can be asked to fill in a form which is very clear for them to understand what exectly we are looking for..
This includes details like , About your previous employer and also on the Skill set suiting the job and Notice Period as well if the resume is shortlisted etc and I feel its quite easy for the Recruitment team to shortlist the candidates.
Internet is a very good tool in getting skilled employees.
Regards
Vanitha
From India, Coimbatore
hi...............
this presentation is really good.............but i have started this thread to know answers of some questions..........and all of yours views so that i can know about those topic................can you help me to answer my questions.................
what are latest trends in recruitment and selection??????
how technology has effected the recruitment and selection??????
what are the challenges faced by recruiter these days????
How to overcome those challenges???
How recruiter can cut the cost of recruitment and selection process????????
Reason behind increasing importance of recruitement and selection????
Causes because of which recruitment process fails????????
From India, Ludhiana
4this presentation is really good.............but i have started this thread to know answers of some questions..........and all of yours views so that i can know about those topic................can you help me to answer my questions.................
what are latest trends in recruitment and selection??????
how technology has effected the recruitment and selection??????
what are the challenges faced by recruiter these days????
How to overcome those challenges???
How recruiter can cut the cost of recruitment and selection process????????
Reason behind increasing importance of recruitement and selection????
Causes because of which recruitment process fails????????
From India, Ludhiana
One best alternative to cut ur costs is "Post ur requirements in all the free Job portals". Sri
From India, Hyderabad
From India, Hyderabad
Hi Mana,
Present day scinario are high techanical revolution in the selection of the candidates via internet or job websites like naukri.com, monster.com, timesjobs.com etc., where the specific profile of candidate as per their work domain and experience can be prefered by the employer to the selection of right canditate for their specific requirement fulfilment, but more important is to evaluate candidate profile after the face to face meeting or interview, so that the right capacity of the candidate can be evaluated.
Regards.
Sanjeev K.
Present day scinario are high techanical revolution in the selection of the candidates via internet or job websites like naukri.com, monster.com, timesjobs.com etc., where the specific profile of candidate as per their work domain and experience can be prefered by the employer to the selection of right canditate for their specific requirement fulfilment, but more important is to evaluate candidate profile after the face to face meeting or interview, so that the right capacity of the candidate can be evaluated.
Regards.
Sanjeev K.
1) Fake Profile
2) Drops out
3) Not turning up for F2F interview after scheduling
4) Telephonic interview (different guys are taking calls)
Job hoppers are big problem for Recruiter !!!
still i am searching ways to over come these problems
regds
Nishant Kumar Mishra
From India, Bangalore
2) Drops out
3) Not turning up for F2F interview after scheduling
4) Telephonic interview (different guys are taking calls)
Job hoppers are big problem for Recruiter !!!
still i am searching ways to over come these problems
regds
Nishant Kumar Mishra
From India, Bangalore
Hi Mana,
Retaining is the most important tool in recruitment. Retaining could be referred to process knowledge, sector and trends etc. But in this context according to me retaining means recording each suitable applicant details. As mentioned by others when we conduct a search on job portals we get many CV's. Scruitinizing each would take lot of time and keeping the present state of competition we cant spend much time in just short listing CV's. We have various short cuts to minimize our search. We call it as Keywords. how ever in few cases it will also be a lengthy approach but at least you can margin down the number of speculative CV's.
In Marketing we have target market approach. It can be used in recruitment too. As we all conduct the effectiveness of each subscribed job portal. Out of all used we can advertise vacant positions in mostly browsed or succesful portals. We also have references (internally and externally), we have professional websites like citehr, linked in etc which can minimize our search time.
I hope this will be of some use to you.
All the best
Regards
Suresh
From United Arab Emirates, Abu Dhabi
Retaining is the most important tool in recruitment. Retaining could be referred to process knowledge, sector and trends etc. But in this context according to me retaining means recording each suitable applicant details. As mentioned by others when we conduct a search on job portals we get many CV's. Scruitinizing each would take lot of time and keeping the present state of competition we cant spend much time in just short listing CV's. We have various short cuts to minimize our search. We call it as Keywords. how ever in few cases it will also be a lengthy approach but at least you can margin down the number of speculative CV's.
In Marketing we have target market approach. It can be used in recruitment too. As we all conduct the effectiveness of each subscribed job portal. Out of all used we can advertise vacant positions in mostly browsed or succesful portals. We also have references (internally and externally), we have professional websites like citehr, linked in etc which can minimize our search time.
I hope this will be of some use to you.
All the best
Regards
Suresh
From United Arab Emirates, Abu Dhabi
hi.............
i am still trying to find more information about the topics .........i have got some information so want to share with you
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<link outdated-removed>
if somebody still have some more information ..........please post that so that lighten the topics more............
please help!
From India, Ludhiana
i am still trying to find more information about the topics .........i have got some information so want to share with you
<link outdated-removed>
<link outdated-removed>
if somebody still have some more information ..........please post that so that lighten the topics more............
please help!
From India, Ludhiana
mr deveder you prepared the ppt very meticulously and mana i am trying to gather information about the questions you raised.. will try to post in short while thanks for sharing
From India, New Delhi
From India, New Delhi
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