I will be publishing an online course with video lectures and mini-workshops based on my experience of conducting walk-in interviews.
I need your inputs on what is your biggest challenge related to managing walk-ins so that I accommodate your issues and their possible solutions in my course.
The course will be public in last week of July 2013.
Idea is to help recruiters and hiring managers in planning and executing their recruitment events better.
First 100 enrollments in this course are Free.
From India, Ghaziabad
I need your inputs on what is your biggest challenge related to managing walk-ins so that I accommodate your issues and their possible solutions in my course.
The course will be public in last week of July 2013.
Idea is to help recruiters and hiring managers in planning and executing their recruitment events better.
First 100 enrollments in this course are Free.
From India, Ghaziabad
To find more about the course and to enroll, please check the link in signature.
From India, Ghaziabad
From India, Ghaziabad
Can I ask why people conduct "walk-in interviews"??
Every week I read postings here on CiteHR about organisations that have problems recruiting the right staff, problems retaining staff, problems motivating staff etc etc etc.
Almost all of these problems can be directly referred back to a lack of, or very poor implementation of a proper and rigorous recruitment and selection process.
Whilst I could see walk-in interviews as a way of recruiting labourers for a particular job, I personally do NOT see it as an appropriate method of recruitment for most other positions.
Who has time to sit all day and interview people off the street, most of who will, more than likely, not meet your requirements, so you have just wasted your time. To my way of thinking, this is just madness.
I have posted here many times about recruitment and selection. It is not rocket science. Refer back to my earlier postings about this subject.
I am also preparing an E-Book on this subject, which will I hope to have available to purchase very soon.
From Australia, Melbourne
661Every week I read postings here on CiteHR about organisations that have problems recruiting the right staff, problems retaining staff, problems motivating staff etc etc etc.
Almost all of these problems can be directly referred back to a lack of, or very poor implementation of a proper and rigorous recruitment and selection process.
Whilst I could see walk-in interviews as a way of recruiting labourers for a particular job, I personally do NOT see it as an appropriate method of recruitment for most other positions.
Who has time to sit all day and interview people off the street, most of who will, more than likely, not meet your requirements, so you have just wasted your time. To my way of thinking, this is just madness.
I have posted here many times about recruitment and selection. It is not rocket science. Refer back to my earlier postings about this subject.
I am also preparing an E-Book on this subject, which will I hope to have available to purchase very soon.
From Australia, Melbourne
@erstine : I will be using screen recording tools like camtasia/screenflow to record videos and will be structuring it with an online LMS. I have worked with many authoring tools in past. I feel anything that makes the learner life easy so that he or she can focus on learning works for me. I am not fanatic about one particular type of authoring tools. In my case it all depends on learner's profile and learning goals.
@aussiejohn : I agree that interviewing people off the street is the worst way of recruitment and we are least interested in that. But, walk-ins is just a subset of various forms of recruitment events. Don't throw the baby with the bath water. walk-ins can be very effective if it is executed well. Almost, 95% of the candidates who appear for our walk-ins are very relevant for us. technology today has enabled us to do screen candidates faster and also helped candidates to realise if it is a relevant job for us before they event turn up for the event. For us, walk-ins is not just relevant for labourers but also for a large category of jobs be it a niche job or a generic entry level job (however, event execution will be very different in both cases). For example, if you need accountants who have deep understanding of software programming - then may be I won't mind an open recruitment day. But, if you need to hire entry level graduates for a job, then you would execute the event in such a way that only high value candidates turn up for the event. Thanks for input. You just triggered some more ideas for the course.
From India, Ghaziabad
@aussiejohn : I agree that interviewing people off the street is the worst way of recruitment and we are least interested in that. But, walk-ins is just a subset of various forms of recruitment events. Don't throw the baby with the bath water. walk-ins can be very effective if it is executed well. Almost, 95% of the candidates who appear for our walk-ins are very relevant for us. technology today has enabled us to do screen candidates faster and also helped candidates to realise if it is a relevant job for us before they event turn up for the event. For us, walk-ins is not just relevant for labourers but also for a large category of jobs be it a niche job or a generic entry level job (however, event execution will be very different in both cases). For example, if you need accountants who have deep understanding of software programming - then may be I won't mind an open recruitment day. But, if you need to hire entry level graduates for a job, then you would execute the event in such a way that only high value candidates turn up for the event. Thanks for input. You just triggered some more ideas for the course.
From India, Ghaziabad
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