Okay, let's try and create a complete recruiting process and try to include all steps which may be necessary to make sure that an organization is hiring the right candidate. Here's my list:
1. Review of resume to shortlist candidates most desirable.
2. Filing of all resumes received for future requirements.
3. Replying to all candidates to make sure you come out looking professional.
4. Calling and scheduling interview with desired candidates.
5. Technical know-how short quiz/exam.
6. Psychometric testing.
7. Initial interview by HR manager to ascertain the best candidates.
8. Technical interview with department head and project leader.
9. Background checking of successful candidates.
10. Salary negotiation with successful candidates.
11. Offer letter.
12. Briefing of company policies and benefits.
13. Signing of employment agreement (legal document)
14. Briefing employee and introduction of new employee.
Please include new or elaborate importance of any of these which you feel are not taken care of properly in most organization and are the most important in making sure that the recruiting process is healthy.
From India, Gurgaon
6601. Review of resume to shortlist candidates most desirable.
2. Filing of all resumes received for future requirements.
3. Replying to all candidates to make sure you come out looking professional.
4. Calling and scheduling interview with desired candidates.
5. Technical know-how short quiz/exam.
6. Psychometric testing.
7. Initial interview by HR manager to ascertain the best candidates.
8. Technical interview with department head and project leader.
9. Background checking of successful candidates.
10. Salary negotiation with successful candidates.
11. Offer letter.
12. Briefing of company policies and benefits.
13. Signing of employment agreement (legal document)
14. Briefing employee and introduction of new employee.
Please include new or elaborate importance of any of these which you feel are not taken care of properly in most organization and are the most important in making sure that the recruiting process is healthy.
From India, Gurgaon
Those candidates who have made it up to technical round and above must be given regret letter if not selected.
The candidates kept on hold also must be given some satisfactory response instead of keeping them on hold to the power of infinity...
If by any chance a candidate is not communicated the result at all,and the candidate takes initiative to bother HR about the result then HR must respond to the phone or mail appropriately and close the issue instead of assuming the candidate is free to draw his conclusions. Because the candidate will draw a conclusion about the corporate image of the company but not about the mean and busy HRs.
From Korea, Seoul
The candidates kept on hold also must be given some satisfactory response instead of keeping them on hold to the power of infinity...
If by any chance a candidate is not communicated the result at all,and the candidate takes initiative to bother HR about the result then HR must respond to the phone or mail appropriately and close the issue instead of assuming the candidate is free to draw his conclusions. Because the candidate will draw a conclusion about the corporate image of the company but not about the mean and busy HRs.
From Korea, Seoul
Hi All,
Plz solve my query for the salary negotiation with successful candidates..........what is the process or by wat method we can convince the candidates on our negotiation?
Regards,
Shruti Kumawat
From India, Lucknow
Plz solve my query for the salary negotiation with successful candidates..........what is the process or by wat method we can convince the candidates on our negotiation?
Regards,
Shruti Kumawat
From India, Lucknow
Hi friends,
Am submitting a document on Recruitment Process..
1.0 GENERAL:
1.1 OBJECTIVE:
1.1 OBJECTIVE:
The objectives of the Recruitment and Selection Process are to set norms, measures and guidelines that will allow the organisation to select the number and quality of employees with the necessary competencies, to satisfy the current and future needs of the organisation.
a) To streamline the Recruitment and Induction process,
b) To ensure that we always hire the RIGHT people at RIGHT role at RIGHT time, and
c) Also to build a strong Employer Branding to attract the best talents available in the Industry
1.2 SCOPE:
Covers all the vacant positions across the functions, levels & hierarchy.
- To enable HR to initiate the hiring process at any point of time during the year.
1.3 TERMINOLOGY:
HR – Human Resources
HOD – Head of Department
CEO – Chief Executive Officer
CV – Curriculum Vitae
DOJ – Date of Joining
2.0 RECRUITMENT QUALITY NORM:
In today’s knowledge driven business scenario,People are perceived as the most valuable assets of an organization and the optimum utilization of the skill, knowledge, attitude, they posses, are directly instrumental to the growth of any organization.
Therefore, while recruiting a candidate for any role, position, level, function, it should always be ensured that there is no compromise in the quality of people, we hire.
Besides checking the presence of role-specific key competencies & the behavioral attributes required to perform a job, few basic eligibility criteriashould be considered, even before a candidate is called for the initial rounds of Interviews -
- Academic Qualification: MinimumGraduate (Recognized university) for all positions.
- Process:
- Once the candidates resume is screened based on the Job Description, the candidate will be eligible for an interview.
- For all short-listed resumes, the candidate will have to take up three levels of interview (Step by step) as follows.
- If the candidate is a local candidate, he/she must fill Candidate Information Form.
Level 1: Personal discussion & HR round (Telephone/ Face to face)
Level 2: Technical Round (Telephone/ Face to Face)
Level 3: II Technical Round with US Team (Telephone) All the evaluations about the candidate should be recorded in the Candidate Evaluation Form - Reference check: Reference check is MUST for all recruitments and HR should always ensure that Reference check is done before or after extending the offer to a selected candidate. However, it’s mandatory that it is done before he/ she is appointed the organisation. In exceptional cases, it is done before confirmation.
a) Candidates selected after rounds of interviews would be asked to provide the names & contact details of at least 2 persons as his/herProfessional References,and
b) HR would contact these references and the comments & remarks of the referees would be documented and preserved for future records.
c) HR in some of the critical cases may also carry out an Independent Reference Check through the respective Placement consultants (who had sourced the CV of the concerned candidate), who would check with atleast 2referees (one each from 2 different organizations) whom the concerned candidate had worked with in the past
4.0 RECRUITMENT APPROVAL MATRIX:
Any Recruitment across the organization, at any level / function has to be approved by the concerned authorities as specified in the matrix below –
a) Project Lead to Managers - Preliminary round by HOD and final by CEO, Director
b) Trainees to Senior Engineers - Preliminary round by Functional Lead/ Project Manager and HR and final by CEO, Director
a) Project Lead to Managers - Preliminary round by HOD and final by CEO, Director
b) Trainees to Senior Engineers - Preliminary round by Functional Lead/ Project Manager and HR and final by CEO, Director
5.0 RECRUITMENT SOURCES:
- To ensure a steady in-flow of quality candidates for all the existing vacant positions, with an aim to select the best within a stringent recruitment deadline, HR would always focus to develop a robust database of CVs searched from the following sources –
b) Employee Referral Scheme
c) Market Intelligence, Personal Network and Head Hunting
d) Hiring Consultants
Hiring consultants: HR will negotiate the Terms & Conditions with all the identified consultants and will get a one-time approval (from the CEO) before rolling out the formal agreement with them.
6.0 COMPENSATION PROPOSALS, NEGOTIATION & ISSUING THE OFFER LETTERS:
a) Academic & Professional qualification of the respective candidates6.0 COMPENSATION PROPOSALS, NEGOTIATION & ISSUING THE OFFER LETTERS:
- HR prepares the compensation proposals based on the below-mentioned critical attributes and gets those approved by the concerned authorities before extending to the candidates -
b) Experience Profile
c) Existing Compensation & benefits
d) Market synergy
e) Internal Role-wise compensation study to maintain the equity
- HR extends the proposals to the candidates who get selected after final round of Interviews and negotiates to close those.
- Once the candidates agree to the proposals & intimate their acceptance, HR sends out the formal offer letter, duly approved & signed by the concerned authority.
Offer letter check list -
HR should make sure that all the below-listed documents are received & checked thoroughly before issuing the formal offer letters –
a) Resume (hardcopy) of the candidate
b) Candidate Information Form
c) Interview Evaluation Form (Filled up with specific recommendations by the concerned Interviewers)
d) Reference Check Form (documented in the specified format)
e) Compensation Proposal (Existing package & the proposed plan, approved by the concerned Authority
7.0 RECRUTIMENT PROCESS: Pre and Post selection process is shown in the attached document
From India, Madras
Dear Shruti,
Please go through this link. It will provide u the entire details.
https://www.citehr.com/43345-negotia...-attached.html
Thanks
Malini
From India, Madras
Please go through this link. It will provide u the entire details.
https://www.citehr.com/43345-negotia...-attached.html
Thanks
Malini
From India, Madras
If any of the members required, we can provide an end-to-end recruitment system, free of cost and on long term trial basis.
Interested parties may contact the undersigned
Ravindran NPK
email:
cell: 0-98456 88973
From India, Bangalore
Interested parties may contact the undersigned
Ravindran NPK
email:
cell: 0-98456 88973
From India, Bangalore
Hi malini, Thanx for the link, it will help me a lot in future. Regards, ShrutiKumawat HR Consultant
From India, Lucknow
From India, Lucknow
Dear all,
I have internal vacancy for recruiter assignment for our consultancy based at dwarka(Delhi). We require 6.2 year experience female candidate, working in telecom, FMCG vertical.
Relevant & interested profile Plz contact on below mentioned number.
Regards,
Shruti Kumawat
HR Consultant
9953006205
From India, Lucknow
I have internal vacancy for recruiter assignment for our consultancy based at dwarka(Delhi). We require 6.2 year experience female candidate, working in telecom, FMCG vertical.
Relevant & interested profile Plz contact on below mentioned number.
Regards,
Shruti Kumawat
HR Consultant
9953006205
From India, Lucknow
FOR NEW HIRE EMPLOYEE CHECKLIST:
1. Setup workstation ready (Laptop/ Desktop)
2. Company Email/Server usage
3. Necessary Access Cards / Biometrics
4. Parking Facility
5. Lunch Hall Facility
6. Necessary office supplies (Training material)
7. Issue Appointment Letters
8. Employee hand book
9. Executive introductions
10. Team introductions
From India, Madras
1. Setup workstation ready (Laptop/ Desktop)
2. Company Email/Server usage
3. Necessary Access Cards / Biometrics
4. Parking Facility
5. Lunch Hall Facility
6. Necessary office supplies (Training material)
7. Issue Appointment Letters
8. Employee hand book
9. Executive introductions
10. Team introductions
From India, Madras
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