Hey Shruti,
I am doing my Summers in Recruitment For an well known IT company in Mumbai.
Well, i think we could really add value to our projects by exchange of information.
My project is specifically on Recruitment Process Mapping and Sourcing ....same as urs.
Would like to know the methodology adopted by u to Map the process.
Expecting a quick reply
I am doing my Summers in Recruitment For an well known IT company in Mumbai.
Well, i think we could really add value to our projects by exchange of information.
My project is specifically on Recruitment Process Mapping and Sourcing ....same as urs.
Would like to know the methodology adopted by u to Map the process.
Expecting a quick reply
Hi Shruti,
Application tracking system is a software that allows you to maintain a database of applicant and job info. This information is useful for finding matches between openings and applicants. The software automates all steps in the staffing and hiring process, saving one time and money..(need not be the case always). It is useful for compliance, reporting and process efficiency. It allows all the necessary players across the enterprise to participate and contribute in streamlining the company's business process.
An ATS (Applicant tracking system) lets you create, post, update, and remove jobs instantaneously, so that the job listings are always up to date. You won't depend on a webmaster to keep your job site current - you'll be able to do it yourself. Additionally, it receives and tracks resumes, evaluates candidates and communicates with them automatically.
The only drawback being that with all the tasks involved in recruiting, an ATS can get complicated - and costly - very quickly.
This is how it works.....
Candidates, whether applying through the corporate recruitment website or a third-party job board, will be directed to a one-page online application form for that job. This application collects the most important data for prescreening via a quick and easy interface. All applicants normally receive an automatic e-mail from the software's recruiter confirming receipt.
Most big IT firms have an ATS...though..I haven't come across any popular ones to name. Perhaps, somebody else could help you in this matter.
All the best!
1Application tracking system is a software that allows you to maintain a database of applicant and job info. This information is useful for finding matches between openings and applicants. The software automates all steps in the staffing and hiring process, saving one time and money..(need not be the case always). It is useful for compliance, reporting and process efficiency. It allows all the necessary players across the enterprise to participate and contribute in streamlining the company's business process.
An ATS (Applicant tracking system) lets you create, post, update, and remove jobs instantaneously, so that the job listings are always up to date. You won't depend on a webmaster to keep your job site current - you'll be able to do it yourself. Additionally, it receives and tracks resumes, evaluates candidates and communicates with them automatically.
The only drawback being that with all the tasks involved in recruiting, an ATS can get complicated - and costly - very quickly.
This is how it works.....
Candidates, whether applying through the corporate recruitment website or a third-party job board, will be directed to a one-page online application form for that job. This application collects the most important data for prescreening via a quick and easy interface. All applicants normally receive an automatic e-mail from the software's recruiter confirming receipt.
Most big IT firms have an ATS...though..I haven't come across any popular ones to name. Perhaps, somebody else could help you in this matter.
All the best!
Hello to all of you. You're missing one of the best opportunities--and that is to have current employees help you source new ones.
Your current employee base should be one of the best sources of leads you have-especially in IT, where so many workers are younger in chronological age, and have so many friends that are completing their studies.
Here's a nugget worth saving: If your current employees won't assist in bringing associates, friends, etc. to their place of employment, there's a problem somewhere in the organization.
Alan Guinn, Managing Director
The Guinn Consultancy Group, Inc.
From United States, Bluff City
Your current employee base should be one of the best sources of leads you have-especially in IT, where so many workers are younger in chronological age, and have so many friends that are completing their studies.
Here's a nugget worth saving: If your current employees won't assist in bringing associates, friends, etc. to their place of employment, there's a problem somewhere in the organization.
Alan Guinn, Managing Director
The Guinn Consultancy Group, Inc.
From United States, Bluff City
Hello Mr.Alan
We have employee referal schemes where the employee acts as a best source of lead.
I agree with your nugget :If your current employees won't assist in bringing associates, friends, etc. to their place of employment, there's a problem somewhere in the organization
Regards,
Durga
From India, Coimbatore
We have employee referal schemes where the employee acts as a best source of lead.
I agree with your nugget :If your current employees won't assist in bringing associates, friends, etc. to their place of employment, there's a problem somewhere in the organization
Regards,
Durga
From India, Coimbatore
hi shruti,
i am also doin the same project "recruitment analysis"... i have covered 25 companies to study different metrics of turn around time. i am on my compilation part, say it would be a great help if you share ur modus operandi to evaluate best recruitment practices.
1.sourcing methods
2.screening procedure
3. test & interview
even if you require any help..get in touch wid me (animeshmark@yahoo.co.uk)
i am also doin the same project "recruitment analysis"... i have covered 25 companies to study different metrics of turn around time. i am on my compilation part, say it would be a great help if you share ur modus operandi to evaluate best recruitment practices.
1.sourcing methods
2.screening procedure
3. test & interview
even if you require any help..get in touch wid me (animeshmark@yahoo.co.uk)
hi ishita,
m doing my summers with a MNC bank. the compnay has floated EGES scheme (Employee get employee scheme), Company is expanding on the business avenues in contrast facing tight indent market. lotsa methodlogy have been activated. EGES is one of them. here any employee can put in refferal for an indent for niche positions at higher level n say if the candidate gets selected, employee gets a certain amount of money.
hope it"ll clear few querries of urs
animesh
m doing my summers with a MNC bank. the compnay has floated EGES scheme (Employee get employee scheme), Company is expanding on the business avenues in contrast facing tight indent market. lotsa methodlogy have been activated. EGES is one of them. here any employee can put in refferal for an indent for niche positions at higher level n say if the candidate gets selected, employee gets a certain amount of money.
hope it"ll clear few querries of urs
animesh
hi animesh
i read ur reply about ur project on rec analysis..
just a query what metrics are u using for evaluating the process.. if there are many points we can share ..coz i am doing proj from same lines....
shweta....
From India, Mumbai
i read ur reply about ur project on rec analysis..
just a query what metrics are u using for evaluating the process.. if there are many points we can share ..coz i am doing proj from same lines....
shweta....
From India, Mumbai
Hello Everybody,
Sorry for not being in touch for a long time.
I am doing my project of "Benchmarking of Recruitment process" for Honeywell Pune. I know for that I may have to visit quite a number of companies. But I am not able to make a flow chart of my process. Can anyone help me out and suggest the steps I should take to start and end this project in a fruitful manner. Even if anyone doesn't knows the proper way, he/she can may share the feeling or their ideas about the project.
Regards
Assir Abass
From India, Pune
Sorry for not being in touch for a long time.
I am doing my project of "Benchmarking of Recruitment process" for Honeywell Pune. I know for that I may have to visit quite a number of companies. But I am not able to make a flow chart of my process. Can anyone help me out and suggest the steps I should take to start and end this project in a fruitful manner. Even if anyone doesn't knows the proper way, he/she can may share the feeling or their ideas about the project.
Regards
Assir Abass
From India, Pune
hi frenz,
im also an mba student frm indore n doing my summers at gurgaon.am also workingon the new trends n practices in recruitment n training..most of u must have complted ur projects by now....ur guidelined will b of great help to me
thanx
vidhi
From India, New Delhi
im also an mba student frm indore n doing my summers at gurgaon.am also workingon the new trends n practices in recruitment n training..most of u must have complted ur projects by now....ur guidelined will b of great help to me
thanx
vidhi
From India, New Delhi
hi sruthi
this is ranjana.i am new to this site and read your mail about your HR project.guess you would have completed it by now.can you please HELP me regarding the same topic????????i need some help in preparing the questionnaire(topic:recruitment) :(
i am doing my MBA in bangalore and my project is in IT company nad recruitment.
plz reply asap.
thank u :wink:
From India, Bangalore
this is ranjana.i am new to this site and read your mail about your HR project.guess you would have completed it by now.can you please HELP me regarding the same topic????????i need some help in preparing the questionnaire(topic:recruitment) :(
i am doing my MBA in bangalore and my project is in IT company nad recruitment.
plz reply asap.
thank u :wink:
From India, Bangalore
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