Folks,
Please support. I am into recruitment and recently, in coordination with an HR consultant, conducted a recruitment campaign. This was a new experience for me. In fact, we finished the campaign and managed to acquire a pool of candidates. However, my concern here is, what data and information should be collected from the consultant. Could somebody share a tracking sheet specifically tailored for consultants so that I can create a detailed report on the subject matter?
I hope somebody will help me in this regard. I appreciate any suggestions.
From Saudi Arabia, Riyadh
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Please support. I am into recruitment and recently, in coordination with an HR consultant, conducted a recruitment campaign. This was a new experience for me. In fact, we finished the campaign and managed to acquire a pool of candidates. However, my concern here is, what data and information should be collected from the consultant. Could somebody share a tracking sheet specifically tailored for consultants so that I can create a detailed report on the subject matter?
I hope somebody will help me in this regard. I appreciate any suggestions.
From Saudi Arabia, Riyadh
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Dear Reshidma,
Firstly, different organizations track various aspects of recruiting. In my experience, it is essential to track some basic data points from which you can draw many inferences and conduct further analysis.
Some key criteria could be as follows. Please note that this list is by no means exhaustive or final; you may choose to edit, eliminate, or add as you deem fit:
01. Full Name of Candidate
02. Contacts (phones and emails)
03. Gender
04. Academic Qualifications
05. Experience, employers, designation, current tenure
06. Compensation Details (current salary, fixed/variable components, incentives/reimbursements/allowances/others)
07. Skills breakdown: Technical/Functional/Others
08. Resumes received, screened, shortlisted, interviewed, selected/rejected, on hold, offered, accepts/declines/no-shows, compensation offered, designation offered, percentage increase/decrease from last compensation
09. If selected, then notice period in current employment, tentative date of joining, actual date of joining (if possible), relocation status
10. Any constraints to taking up the job/assignment
I am sure there are many more aspects that can be tracked, and my colleagues in the HR fraternity would definitely add their input.
I hope this information is useful and gives you an idea of how to proceed. Remember, first, decide what you want to track and why.
Regards,
Shashidhar
From India, Hyderabad
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16Firstly, different organizations track various aspects of recruiting. In my experience, it is essential to track some basic data points from which you can draw many inferences and conduct further analysis.
Some key criteria could be as follows. Please note that this list is by no means exhaustive or final; you may choose to edit, eliminate, or add as you deem fit:
01. Full Name of Candidate
02. Contacts (phones and emails)
03. Gender
04. Academic Qualifications
05. Experience, employers, designation, current tenure
06. Compensation Details (current salary, fixed/variable components, incentives/reimbursements/allowances/others)
07. Skills breakdown: Technical/Functional/Others
08. Resumes received, screened, shortlisted, interviewed, selected/rejected, on hold, offered, accepts/declines/no-shows, compensation offered, designation offered, percentage increase/decrease from last compensation
09. If selected, then notice period in current employment, tentative date of joining, actual date of joining (if possible), relocation status
10. Any constraints to taking up the job/assignment
I am sure there are many more aspects that can be tracked, and my colleagues in the HR fraternity would definitely add their input.
I hope this information is useful and gives you an idea of how to proceed. Remember, first, decide what you want to track and why.
Regards,
Shashidhar
From India, Hyderabad
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Thank you very much.
Well, to my surprise, it was really helpful to know more about the aspects in a broader view. I appreciate you for taking the time to share those lines and tips. I would appreciate hearing more on this topic, as I have to tailor a report, and it will also help me take a deep dive into certain areas of recruitment.
Once again, my sincere thanks.
From Saudi Arabia, Riyadh
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Well, to my surprise, it was really helpful to know more about the aspects in a broader view. I appreciate you for taking the time to share those lines and tips. I would appreciate hearing more on this topic, as I have to tailor a report, and it will also help me take a deep dive into certain areas of recruitment.
Once again, my sincere thanks.
From Saudi Arabia, Riyadh
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Hi,
I am a member of Cite HR and have completed my MBA in HR, DLL. I am currently working as an HR in a Public Ltd. company. Is this particularly for this recruitment campaign that you are looking for, or would you like to prepare the report altogether? If you want, we could share a spreadsheet on Gdrive for that.
Regards
From India, Pune
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I am a member of Cite HR and have completed my MBA in HR, DLL. I am currently working as an HR in a Public Ltd. company. Is this particularly for this recruitment campaign that you are looking for, or would you like to prepare the report altogether? If you want, we could share a spreadsheet on Gdrive for that.
Regards
From India, Pune
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Recruitment Support.pdf