Dear Friends,
I am working in a software company and handling IT Recruitment.
Please let me know that,
Is DOT NET (Microsoft Technology) recruitment easier than Java Recruitment
I appreciate your help on this.
Swati
From India, Mumbai
1I am working in a software company and handling IT Recruitment.
Please let me know that,
Is DOT NET (Microsoft Technology) recruitment easier than Java Recruitment
I appreciate your help on this.
Swati
From India, Mumbai
Hi Swati - Recruitment is always challenging task irrespective of technology, In my view both are equally challenging, again its depends on your company profile, year of experience you are looking and the compensation you going to offer.
Above from the all , your interpersonal skill and your network plays a important roll on recruitment.
Feel free to mail me any queries related to recruitment .
Regards
Balamurugan.N
From India, Madras
Above from the all , your interpersonal skill and your network plays a important roll on recruitment.
Feel free to mail me any queries related to recruitment .
Regards
Balamurugan.N
From India, Madras
Hi Swati,
If you really want to compare both the technologies, then i think, Java would be a better choice than Dotnet, as this technology is in existence for a long time now, and also there are more companies working on it, So finding people is not that difficult.
But talking about recruitments, Its always challenging !!
Hope this info will help u in someway.
Regards,
Ritesh !
From India, Ludhiana
If you really want to compare both the technologies, then i think, Java would be a better choice than Dotnet, as this technology is in existence for a long time now, and also there are more companies working on it, So finding people is not that difficult.
But talking about recruitments, Its always challenging !!
Hope this info will help u in someway.
Regards,
Ritesh !
From India, Ludhiana
Hai Swathi, I think java profiles are easy to work on if it is going to be 1-3yrs,becuz all are learning it recently,Dot Net is going to be easy if it is above 3+yrs of experience. tanx, Mukesh
From India, Madras
From India, Madras
Hi Balamrugan, Please help me to undersatnd diff recruitemnt models used by consultancies. Regards, Swati
From India, Jaipur
From India, Jaipur
Hai Swathi,
Elements of Recruitment Strategy
1. What are your primary goals? (Why hire?)
The first element of recruiting strategy is to determine "why" you are hiring outside people. First, you must determine your firm's business goals and then what recruiting can do to contribute to each of them.
Some of the more common business reasons for hiring include:
Replacements for turnover
Current or future business expansion
Upsizing the caliber of talent because top talent has become available
Limiting the talent available in the market in order to hurt a competitor's ability to staff adequately
L earning from other firms
Increasing the capability of your firm by adding new skill sets
Which of these focus areas you select is important because each requires that you direct your recruiting efforts in a different way. For example, if you are hiring for geographic expansion, you will need to implement a strategy that allows you to enter new geographic regions -- as opposed to hiring to hurt, where you need to focus on hiring away key talent directly from competitors.
2. Prioritization of jobs
No recruiting function has enough resources to fill every position immediately with the top quality hire. As a result, your recruiting strategy needs to include a prioritization element.
Priority can be assigned in the following ways:
Hire all jobs equally with the same priority
Focus on key strategic business units
Focus on key jobs
Focus on key or powerful managers
3. Performance level to target
Recruiting top performers requires a different strategy and set of tools than recruiting average performers. As a result, you must first determine what level of performance you are primarily targeting before you determine the other elements of your recruiting strategy.
Performance targets include:
"Butts in chairs" (hire the cheapest candidates with adequate skills in all jobs)
Focus on average performers in all jobs
Focus on top performers in all jobs
Focus on top performers just in key jobs
4. Experience level to target
Some employment strategies require you to take the long-term approach and develop your own talent, while other approaches target bringing in experienced talent for immediate help or to bring in new skills.
Experience target ranges include:
Inexperienced talent that can be trained
Temporary and contract labor that can be converted
Hire at the bottom and promote within
Undergraduate college hires (interns, Internet and on-campus hires)
Postgraduate hires
Experienced hires
5. Category of candidate to target
Whether you target active or passive candidates has a tremendous impact on both the quality of hire and the difficulty of getting an acceptance.
Active candidates (the easiest candidates to attract):
Unemployed candidates
Currently employed but frustrated in their current job
Passive candidates (These are individuals who are currently employed and not actively seeking employment. They represent over 80% of potential candidates, but they are the hardest to attract.):
Focus on currently employed average or above average performers
Focus on currently employed top performers
Diverse candidates:
Diverse candidates defined by using EEOC standards
Diverse "thinkers" using a global standard
Magnet hires (Target magnet hires who are well-known individuals who, because of their notoriety, by themselves help to attract others.):
Magnet hires from within the industry
Magnet hires from outside the industry
6. When to begin searching for candidates
Most firms begin a search once a requisition has been created. But there are a multitude of approaches available:
Begin recruiting when an opening occurs
Continuous search (evergreen jobs where there is a constant need)
Begin before an opening occurs (pre-need hiring can be done to build a talent pool or to build a relationship over time, in order to increase applications and offer acceptance rates from employed individuals and top performer candidates)
7. Where to look for candidates
There are three sub-categories within the "where" element. They include:
Internal versus external:
Focus on all internal candidates (laterals or promotions)
Settle on a fixed ratio of internal to external hires
Hire primarily from college campuses
Hire primarily from external sources
Inside or outside the industry:
Target within the industry only
A fixed proportion outside the industry
Geographic focus:
Local commuting area only
Within the region
Within the U.S.
A truly global search
8. Who does the recruiting?
There are two sub-categories under this element. They include: Internally, who is responsible for recruiting?
Generalists do most recruiting.
Primarily internal recruiters working in HR
Separate sourcing and recruiting efforts within a centralized recruiting function
A mix of corporate and contract recruiters that work internally
Line managers do most recruiting.
Employees contribute significantly to recruiting through a heavy emphasis on employee referrals.
Utilizing external recruiters:
Utilize external recruiting agencies mostly at the very top or bottom jobs
Third-party recruiters are utilized only for hard-to-fill or key jobs
Primarily utilize external recruiting agencies
Outsource the entire recruiting function
9. Primary sourcing tools
Identifying candidates and convincing them to apply is essential to great recruiting. Some of the possible sourcing focus areas include:
Traditional media (newspapers, walk-ins)
Sourcing using events (job fairs and industry events)
Traditional Internet sourcing (large and niche job boards)
Nontraditional Internet sourcing (Google-type name search for passives; chat rooms)
Employment branding (a long-term sourcing strategy to build a steady long-term supply of candidates)
Acquiring intact teams and a large amount of talent through mergers and acquisitions (buy firms for talent)
10. What skills should you prioritize when selecting candidates?
When selecting the most appropriate candidates from the candidate pool organizations can use a variety of approaches. Those target skills or competencies could include:
Hiring brains or intelligence
Selecting based primarily on personality
Selecting based on the technical skills required for this job
Selecting based on skills (technical and people) required for this and "the next" job
Selecting primarily based on pre-identified, company-wide competency needs (present and future)
Selecting primarily based on the candidate's experience (industry or job)
Selecting primarily based on the candidate's contacts and network
Selecting the "best athlete" available at the time (hire and then find the best job for them)
Selecting primarily based on cultural fit
11. How to assess candidates
An essential part of any recruiting strategy is the process you will utilize to assess the candidates. Common choices include:
Interviews
Personality tests
Skills tests
References (business, personal or educational)
Grades or academic performance (primarily for college hires)
Drug screening
Job simulations
On-the-job assessment (primarily for temp-to-permanent conversions)
Hire more than you need and intentionally "wash out" the poor performers
12. Primary sales approach
Candidates can be "sold" on a job and company based on a variety of strategies. They often include:
Compensation
Opportunities for promotion
Benefits
A great team and manager
An excellent culture and values
Bonus and stock option opportunities
Challenge, growth, and learning opportunities
The firm's employment brand and image
Regards,
Mukesh
From India, Madras
Elements of Recruitment Strategy
1. What are your primary goals? (Why hire?)
The first element of recruiting strategy is to determine "why" you are hiring outside people. First, you must determine your firm's business goals and then what recruiting can do to contribute to each of them.
Some of the more common business reasons for hiring include:
Replacements for turnover
Current or future business expansion
Upsizing the caliber of talent because top talent has become available
Limiting the talent available in the market in order to hurt a competitor's ability to staff adequately
L earning from other firms
Increasing the capability of your firm by adding new skill sets
Which of these focus areas you select is important because each requires that you direct your recruiting efforts in a different way. For example, if you are hiring for geographic expansion, you will need to implement a strategy that allows you to enter new geographic regions -- as opposed to hiring to hurt, where you need to focus on hiring away key talent directly from competitors.
2. Prioritization of jobs
No recruiting function has enough resources to fill every position immediately with the top quality hire. As a result, your recruiting strategy needs to include a prioritization element.
Priority can be assigned in the following ways:
Hire all jobs equally with the same priority
Focus on key strategic business units
Focus on key jobs
Focus on key or powerful managers
3. Performance level to target
Recruiting top performers requires a different strategy and set of tools than recruiting average performers. As a result, you must first determine what level of performance you are primarily targeting before you determine the other elements of your recruiting strategy.
Performance targets include:
"Butts in chairs" (hire the cheapest candidates with adequate skills in all jobs)
Focus on average performers in all jobs
Focus on top performers in all jobs
Focus on top performers just in key jobs
4. Experience level to target
Some employment strategies require you to take the long-term approach and develop your own talent, while other approaches target bringing in experienced talent for immediate help or to bring in new skills.
Experience target ranges include:
Inexperienced talent that can be trained
Temporary and contract labor that can be converted
Hire at the bottom and promote within
Undergraduate college hires (interns, Internet and on-campus hires)
Postgraduate hires
Experienced hires
5. Category of candidate to target
Whether you target active or passive candidates has a tremendous impact on both the quality of hire and the difficulty of getting an acceptance.
Active candidates (the easiest candidates to attract):
Unemployed candidates
Currently employed but frustrated in their current job
Passive candidates (These are individuals who are currently employed and not actively seeking employment. They represent over 80% of potential candidates, but they are the hardest to attract.):
Focus on currently employed average or above average performers
Focus on currently employed top performers
Diverse candidates:
Diverse candidates defined by using EEOC standards
Diverse "thinkers" using a global standard
Magnet hires (Target magnet hires who are well-known individuals who, because of their notoriety, by themselves help to attract others.):
Magnet hires from within the industry
Magnet hires from outside the industry
6. When to begin searching for candidates
Most firms begin a search once a requisition has been created. But there are a multitude of approaches available:
Begin recruiting when an opening occurs
Continuous search (evergreen jobs where there is a constant need)
Begin before an opening occurs (pre-need hiring can be done to build a talent pool or to build a relationship over time, in order to increase applications and offer acceptance rates from employed individuals and top performer candidates)
7. Where to look for candidates
There are three sub-categories within the "where" element. They include:
Internal versus external:
Focus on all internal candidates (laterals or promotions)
Settle on a fixed ratio of internal to external hires
Hire primarily from college campuses
Hire primarily from external sources
Inside or outside the industry:
Target within the industry only
A fixed proportion outside the industry
Geographic focus:
Local commuting area only
Within the region
Within the U.S.
A truly global search
8. Who does the recruiting?
There are two sub-categories under this element. They include: Internally, who is responsible for recruiting?
Generalists do most recruiting.
Primarily internal recruiters working in HR
Separate sourcing and recruiting efforts within a centralized recruiting function
A mix of corporate and contract recruiters that work internally
Line managers do most recruiting.
Employees contribute significantly to recruiting through a heavy emphasis on employee referrals.
Utilizing external recruiters:
Utilize external recruiting agencies mostly at the very top or bottom jobs
Third-party recruiters are utilized only for hard-to-fill or key jobs
Primarily utilize external recruiting agencies
Outsource the entire recruiting function
9. Primary sourcing tools
Identifying candidates and convincing them to apply is essential to great recruiting. Some of the possible sourcing focus areas include:
Traditional media (newspapers, walk-ins)
Sourcing using events (job fairs and industry events)
Traditional Internet sourcing (large and niche job boards)
Nontraditional Internet sourcing (Google-type name search for passives; chat rooms)
Employment branding (a long-term sourcing strategy to build a steady long-term supply of candidates)
Acquiring intact teams and a large amount of talent through mergers and acquisitions (buy firms for talent)
10. What skills should you prioritize when selecting candidates?
When selecting the most appropriate candidates from the candidate pool organizations can use a variety of approaches. Those target skills or competencies could include:
Hiring brains or intelligence
Selecting based primarily on personality
Selecting based on the technical skills required for this job
Selecting based on skills (technical and people) required for this and "the next" job
Selecting primarily based on pre-identified, company-wide competency needs (present and future)
Selecting primarily based on the candidate's experience (industry or job)
Selecting primarily based on the candidate's contacts and network
Selecting the "best athlete" available at the time (hire and then find the best job for them)
Selecting primarily based on cultural fit
11. How to assess candidates
An essential part of any recruiting strategy is the process you will utilize to assess the candidates. Common choices include:
Interviews
Personality tests
Skills tests
References (business, personal or educational)
Grades or academic performance (primarily for college hires)
Drug screening
Job simulations
On-the-job assessment (primarily for temp-to-permanent conversions)
Hire more than you need and intentionally "wash out" the poor performers
12. Primary sales approach
Candidates can be "sold" on a job and company based on a variety of strategies. They often include:
Compensation
Opportunities for promotion
Benefits
A great team and manager
An excellent culture and values
Bonus and stock option opportunities
Challenge, growth, and learning opportunities
The firm's employment brand and image
Regards,
Mukesh
From India, Madras
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Working with communities.ppt
Startups Look for Right Fit, Rewrite CV of Recruitment.pdf
Flow Chart for Recruitment till retirement.xls