Saloni, Good one indeed! However there are advantages n disadvantages too...
From India, Pune
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1From India, Pune
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Dear Saloni,
I have gone through the article. Nothing innovative is mentioned. The writing is quite mediocre.
The best way to reduce the cost of hiring is to control attrition. HR can study attrition and find out the cost of employee attrition. They should impress upon the HODs of all departments the ill effects of employee attrition and how it erodes the competitiveness of the organization as a whole. This is a proactive approach. The steps mentioned in the article are good, no doubt, but they are reactive.
One more thing the article does not mention is the use of cloud computing. Every company should maintain its own database of candidates. For this, cloud computing is quite handy. Candidates can be told to preserve their CV on Google Docs, and HR can just preserve the link. When needed, the links can be screened.
Ok...
Dinesh V Divekar
From India, Bangalore
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I have gone through the article. Nothing innovative is mentioned. The writing is quite mediocre.
The best way to reduce the cost of hiring is to control attrition. HR can study attrition and find out the cost of employee attrition. They should impress upon the HODs of all departments the ill effects of employee attrition and how it erodes the competitiveness of the organization as a whole. This is a proactive approach. The steps mentioned in the article are good, no doubt, but they are reactive.
One more thing the article does not mention is the use of cloud computing. Every company should maintain its own database of candidates. For this, cloud computing is quite handy. Candidates can be told to preserve their CV on Google Docs, and HR can just preserve the link. When needed, the links can be screened.
Ok...
Dinesh V Divekar
From India, Bangalore
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Dear Saloni,
Two more things also bring down the cost of recruitment. One is cross-trade training or multi-skilling. If the staff is trained in various skills, it brings flexibility for moving them from one section to another or from one department to another.
Another is succession planning. Rather than bringing an outsider to handle the top position role, it makes sense to groom a person from within.
However, to execute cross-trade training or succession planning, it requires a lot of organizational maturity. It is not child's play. Therefore, the cost of recruitment is partially due to the cost of the organization's maturity as well.
Ok...
Dinesh V Divekar
One more thing, Dinesh, this is only basic tips... Will share its advantages and disadvantages very soon :)
From India, Bangalore
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Two more things also bring down the cost of recruitment. One is cross-trade training or multi-skilling. If the staff is trained in various skills, it brings flexibility for moving them from one section to another or from one department to another.
Another is succession planning. Rather than bringing an outsider to handle the top position role, it makes sense to groom a person from within.
However, to execute cross-trade training or succession planning, it requires a lot of organizational maturity. It is not child's play. Therefore, the cost of recruitment is partially due to the cost of the organization's maturity as well.
Ok...
Dinesh V Divekar
One more thing, Dinesh, this is only basic tips... Will share its advantages and disadvantages very soon :)
From India, Bangalore
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One of the most important questions that organizations today search for a viable answer to is "how to reduce the overall cost of recruitment" without, of course, sacrificing the quality of selection.
The following could be of very high interest to Production/Delivery Teams as well as the Talent Acquisition Teams of every type of organization as it provides a highly viable solution to the above question.
Reduce Time Spent in Job Interviews by Hiring Managers by About 70% from Current Levels:
Our Team from IIT Bombay, India, has developed a unique, powerful, and highly innovative, and at the same time highly secure automated tool through which job interviews are conducted without the need for the physical presence of the interview panel, bringing in substantial savings in terms of time and efforts related to face-to-face and/or telephonic interviews. The savings in time and effort accrue mainly to the Interviewing Panels (Hiring Managers who are normally from the Production/Delivery Team) and also the HR Talent Acquisition/Recruitment Team.
Kindly see the post at this link: https://www.citehr.com/481858-reduce...ml#post2119832
Kindly visit the website Jams Academy to get more information about asynchronous video-based job interviews.
From India, Mumbai
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The following could be of very high interest to Production/Delivery Teams as well as the Talent Acquisition Teams of every type of organization as it provides a highly viable solution to the above question.
Reduce Time Spent in Job Interviews by Hiring Managers by About 70% from Current Levels:
Our Team from IIT Bombay, India, has developed a unique, powerful, and highly innovative, and at the same time highly secure automated tool through which job interviews are conducted without the need for the physical presence of the interview panel, bringing in substantial savings in terms of time and efforts related to face-to-face and/or telephonic interviews. The savings in time and effort accrue mainly to the Interviewing Panels (Hiring Managers who are normally from the Production/Delivery Team) and also the HR Talent Acquisition/Recruitment Team.
Kindly see the post at this link: https://www.citehr.com/481858-reduce...ml#post2119832
Kindly visit the website Jams Academy to get more information about asynchronous video-based job interviews.
From India, Mumbai
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Dear Team,
The only way to control the cost of recruitment is by having proper SUCCESSION PLANNING! Plan your teams well. Another important point to note is that the cost of retention is less than the cost of recruitment. Please let me know if you need a more precise or elaborate answer.
Regards,
Siva Prasad
From India, Hyderabad
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The only way to control the cost of recruitment is by having proper SUCCESSION PLANNING! Plan your teams well. Another important point to note is that the cost of retention is less than the cost of recruitment. Please let me know if you need a more precise or elaborate answer.
Regards,
Siva Prasad
From India, Hyderabad
Acknowledge(0)Amend(0)Engage with peers to discuss and resolve work and business challenges collaboratively - share and document your knowledge. Our AI-powered platform, features real-time fact-checking, peer reviews, and an extensive historical knowledge base. - Join & Be Part Of Our Community.
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