HI!! can anyone enlighten me on Mordern /New age methods of head hunting... Regards Hemant Kapoor
From India
From India
Dear Hemanth,
Employee referrals / recommendations, public & pvt.employment agencies,executive search firms,Mgt. consultants,Temporary help services,Schools,colleges & univ's, Professional organisations,Walk-ins, Body shopping,Business alliances,Forty+ clubs, Web recruitments or on-line recruitments and off course the latest Blog recruitments.The last 3 mentioned are the newer methods of head hunting.
Warm Regards,
RGS.
From India, Bangalore
3Employee referrals / recommendations, public & pvt.employment agencies,executive search firms,Mgt. consultants,Temporary help services,Schools,colleges & univ's, Professional organisations,Walk-ins, Body shopping,Business alliances,Forty+ clubs, Web recruitments or on-line recruitments and off course the latest Blog recruitments.The last 3 mentioned are the newer methods of head hunting.
Warm Regards,
RGS.
From India, Bangalore
hi! RGS thnx a ton..mmm i have a question though.. what do u think is the relevance of online and blog recruiting for senior level positions?? Regards Hemant
From India
From India
Dear Hemanth,
You yourself have said it.The Executive search firms as well as the blog recruitments are generally used to hire top level executives.However it is imp. to note that it is used in conjunction with other methods of recruitment to arrive at a more precise assessment.Web based recruitments are also becming very popular these days.
It is also imp. to mention here about the latest or new hiring model which many may not know about , the HMS or Hiring gateway system or Hiring mgt. system.This again is web based recruitment & completely replaces the manual system with a software that allows mgrs. to locate requisitions as well as automatically upload resumes.This software also allows recruiters to use knowledge based technologies to create statements of qualifications required or that which individuals have ......and which could be matched to job openings for suitability , inaddition to screening Q's that are to be asked to prospectives etc. and many other new characterstics.It is a highly advanced system in efficiency ,it is said to be developed over a period of 15 years with several thousands of competencies to back it.With this, recruiters can distinguish qualitative differences as also draw logical inferences and understand resume's as they exactly mean.It is expensive but over a long period proves cost-effective and reduces the hiring cycle short by 48% therby saving a lot of time.
WARM REGARDS,
RGS.
From India, Bangalore
You yourself have said it.The Executive search firms as well as the blog recruitments are generally used to hire top level executives.However it is imp. to note that it is used in conjunction with other methods of recruitment to arrive at a more precise assessment.Web based recruitments are also becming very popular these days.
It is also imp. to mention here about the latest or new hiring model which many may not know about , the HMS or Hiring gateway system or Hiring mgt. system.This again is web based recruitment & completely replaces the manual system with a software that allows mgrs. to locate requisitions as well as automatically upload resumes.This software also allows recruiters to use knowledge based technologies to create statements of qualifications required or that which individuals have ......and which could be matched to job openings for suitability , inaddition to screening Q's that are to be asked to prospectives etc. and many other new characterstics.It is a highly advanced system in efficiency ,it is said to be developed over a period of 15 years with several thousands of competencies to back it.With this, recruiters can distinguish qualitative differences as also draw logical inferences and understand resume's as they exactly mean.It is expensive but over a long period proves cost-effective and reduces the hiring cycle short by 48% therby saving a lot of time.
WARM REGARDS,
RGS.
From India, Bangalore
hi,
Please tell me how blog recruitments can work exactly and how they can be used in hiring senior level managers since these managers dont reveal their intentions of changing jobs on the internet out of fear that someone from thei current organisation might see their resume leading to problems,such as lack of trust etc.
From India
Please tell me how blog recruitments can work exactly and how they can be used in hiring senior level managers since these managers dont reveal their intentions of changing jobs on the internet out of fear that someone from thei current organisation might see their resume leading to problems,such as lack of trust etc.
From India
Dear Hemanth & Bhavana,
Talent is scarce and it definitely makes sense to think out of the box,more so for sourcing strategies.That is where blogs come into the picture.What are blogs?They are nothing but personal or semi-personal online diaries where comments are made abt. various issues,opinions aired,experiences narrated.....etc .
More & more HR Mgrs.are going thru blogs for recruitment because blogs give an insight into the person and his personality thru his or her blogging.Opinions & experiences give recruiters interesting facts about the blogger and his mental make-up besides some information abt. certain personal characterstics,level of intelligence,communication skills,sharpness in terms of reactions, level of information inputs and sometimes even the degree of humaness in the blogger .Blogs abt.success & challenges also give out tips about blogger.
Interviews & selection tests are also techniques or tools to gather requisite information abt. potential candidates,their personality.....etc
Most interviewees clam up & are too nervous during interviews so the rt.
picture is not available with recruiters to make good selections.But with blogging all these self defeating purposes are overcome to get the right picture of the prospective candidate at their best.
However remember,blogs by themselves cannot be used for recruitments, neither can tests nor interviews.All should be made use of to supplement one another to arrive at an more or less accurate assessment-TO RECRUIT OR NOT TO RECRUIT?
Warm Regards,
RGS.
From India, Bangalore
Talent is scarce and it definitely makes sense to think out of the box,more so for sourcing strategies.That is where blogs come into the picture.What are blogs?They are nothing but personal or semi-personal online diaries where comments are made abt. various issues,opinions aired,experiences narrated.....etc .
More & more HR Mgrs.are going thru blogs for recruitment because blogs give an insight into the person and his personality thru his or her blogging.Opinions & experiences give recruiters interesting facts about the blogger and his mental make-up besides some information abt. certain personal characterstics,level of intelligence,communication skills,sharpness in terms of reactions, level of information inputs and sometimes even the degree of humaness in the blogger .Blogs abt.success & challenges also give out tips about blogger.
Interviews & selection tests are also techniques or tools to gather requisite information abt. potential candidates,their personality.....etc
Most interviewees clam up & are too nervous during interviews so the rt.
picture is not available with recruiters to make good selections.But with blogging all these self defeating purposes are overcome to get the right picture of the prospective candidate at their best.
However remember,blogs by themselves cannot be used for recruitments, neither can tests nor interviews.All should be made use of to supplement one another to arrive at an more or less accurate assessment-TO RECRUIT OR NOT TO RECRUIT?
Warm Regards,
RGS.
From India, Bangalore
Dear , Have’nt u heard of poaching ? That is exactly what happens with successful senior level executives. Regards, RGS.
From India, Bangalore
From India, Bangalore
Dear All Can anybody guide me what is the scientific methodlogy in recruitment Regards Prasad
From India, Mumbai
From India, Mumbai
Identify Vacancy
Recruitment Process Flow Chart
Recruitment Process Flow Chart
Feedback
Design Selection Tools (Application, Test, Reference Check, Physicals, Letter of Recommendations)
Aptitude Test as candidate’s Profile (Tech. & Commercial)
Group Discussion & Interview
Negotiation (Salary, Benefits)
Make offer & Rejections
Agents
Reference
Campus
Direct
Technical
Commercial
Mail require P.S & J.D
Receive Require Profile
Short List Them
Prepare Job Description
Prepare Job Specification
Convey Schedule
Get conformation
Searching Profile as J.D & P.S
Ask for Interest
Convey Date
Get Conformation
Collection of CV’s
Shortlist as require
Convey Date
Get Conformation
Screening of curriculum
Collect CV’s
Track Record & Results
Short listing Student’s Profile
Shortlist as require
Convey Date
Get Conformation
Selection Process
Screening Ratio Feed back to Vacancy
From India, Mumbai
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