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Recruitment for organization
Tags :
recruitment, recruitment agencies, HR recruitment, recruitment consultants, job recruitment, employee recruitment, recruitment manager, IT recruitment, jobs, vacancy, recruit, trainee, job, job search,
Industry :
Human resource (HR) consulting
Functional Area : Talent management |
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About "Recruitment for organization" topic:
How to do effective recruitment in order to have a truly significant impact on organizational competitiveness. Determine how best to measure a candidates ability which can create a positive impact on the organization's productivity, profitability, and overall competitiveness.
6 trends
, 20 insight
, 9 debates
, 7 idea contests
, 13 question
on topic: "Recruitment for organization"
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a) No shows - taking offers and not joining b) Hiring as per the org's pay structure c) Faking of experience / qualifications d) Make Candidate join within a month (SLA) e) Very high expectations of ...
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Ardhendu Pal
| Answered
| 9 months ago
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Should I say something or not? Please help me out of this Hamlet kind of situation.
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VEERINDER SINGH(B-P.VIHAR)
| Answered
| 9 months ago
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Well said jagdeep because you recruit professionals are the first to deal with them or their commitments to employers on your behalf because your cradibility is also on stake.
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Masto Fujikawa
| Answered
| 1 year ago
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Being HR professional in Recruitment industry, the one of the biggest challenges I face here is the commitment of the candidates, the words they give to the recruiter as they do not give the value to their own words. For placement consultancy,...
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Answer: "What is the biggest challenge faced by the Recruitment Professionals?" deleted from your view.
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Having trouble with gatekeepers? Do you need to speak to someone directly and keep getting the nth degree from the company receptionist or their administrative assistant? I have read many articles with suggestions to resolve this problem. They usually involve rusing (aka lying), calling after hours and leaving a message for the person you need to speak to (wouldn’t you rather speak to them live?), or calling every extension at a company sequentially until you find them (who has time for this?). What most recruiters and sourcers do not know, is that most voicemail systems have features that allow you to directly contact the person you need to speak to, without ever speaking to a rece...
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Radhakrishna Marar
| Commented
| 3 years ago
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Very true Dwight,anyone connected with the recruiting business, whether they are corporate recruiters, contingency recruiters, agencies, or even name sourcers, knows the value of speaking with an individual directly. Despite this fact, there are...
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Shishir Mishra
| Commented
| 3 years ago
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Thank you for sharing the document with us....Then receptionist, gatekeepers will be of no use :)
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Insight: "Voicemail Surfing: Circumventing Gatekeepers Using Documented Voicemail System Features." deleted from your view.
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Internal Recruitment Recruitment is an ongoing activity in HR department. Problem arises when operation says we have one open position and post an IJP. All eligible employees applies to the IJP and appear for the interview and a week later result comes that somebody from outside have been hired for the position. Same thing happened recently in my new organization. Ops posted an IJP to fill the position but later another person was hired from outside. Employees raised a question to HR and Head of Operations WHY? Well, the answer was that none of the internal employees fits the role which is why they had to hire somebody from outside which led to few resignations….. I don’t understa...
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Shyne U
| Commented
| 2 years ago
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If any organisation wants to use the available human resources for future growth, steps should be taken to increase the skill set of its employees. I think it would be easy for the 'Known Devils' to train & guide other 'Known Devils'. Real value...
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Lakshmi Eyyunni
| Commented
| 2 years ago
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I agree with the old adage sir! but recruitment from outside lets in the flow of fresh ideas and new working styles rather than following the routine way of work..
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Gargi Sinha
| Commented
| 3 years ago
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Outside recruitment provides the organisation with a broader skill pool and wider experience than could be the case with internal recruitment. The organisation might not find the skills that are required in the current pool of employees. So they...
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Insight: "Internal Recruitment" deleted from your view.
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Hi folks, What do you think next generation recruitment solutions be? I thought that they would revolve around social networks. However - there so many coming up in that space that there is no fun. So whats your idea? -Ajay
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Soheb irfan
| Commented
| 2 years ago
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intesting thoughts being put in. I would like to add a certain website www.insanehr.com into the discussion that could be the answer wrt recruitments
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Meera Barath
| Commented
| 2 years ago
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Social Networking sites, Web 2.0, RPO Model (Recruitment process Outsourcing), Blogs, Web based, Mobile based plugs (many have been talking about this), Portal with recruiting certified cvs, a site which would have audio video resumes with...
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Vijay Bhaskar
| Commented
| 2 years ago
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It would be a move from uni-directional to multi-directional recruitment. The common practice after the interview and the agreement is to do a back ground check of the employee - with the uncertainty about the outcome of the BGC. But these days,...
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Insight: "What would be the next generation recruitment product?" deleted from your view.
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Corporate Alumni and Boomerang Recruiting Programs Are Hot Due to Layoffs Economic downturns, mergers, and acquisitions all place pressure on organizations to curb labor costs. No time in the last decade has that tenet been more apparent than right now. Layoffs, large or small, force organizations to cut loose the talent in which they have invested salary and training dollars. While talent released during a layoff today may seem like little more than an expense, tomorrow it could be the difference between success and failure. World-class organizations need to develop a process that will allow the organization to quickly and easily “re-recruit” alumni with proven track records of success whe...
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Dipayan Sarkar
| Commented
| 3 years ago
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Excellent and thought provoking works sir. pleas write something about Employment Value Proposition.
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Lakshmi Eyyunni
| Commented
| 2 years ago
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Sir this was really a thought provoking article. It is such a major proposition in the field of recruitment.. Kindly guide me to some of the innovative strategic recruitment techniques.
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Insight: "Corporate Alumni and Boomerang Recruiting Programs" deleted from your view.
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What does feng shui have to do with recruitment, you may ask? On the surface, very little, however, if we really think about it, recruitment draws upon many ancient rituals and customs - some good, some not so good. Take feng shui, for instance. The ancient art of creating an environment that results in harmony, tranquility, prosperity or whatever state of being is required. In recruiting staff we arrange the physical layout of the interview room and pay attention to detail such as where the interviewee will sit. I know that many people pay little attention to such detail whilst others go to great lengths to ensure that everything is 'just right'. So what are the big turnoffs in the recruit...
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Reuben Ray
| Commented
| 3 years ago
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Good one.Really I have rejected companies when they have shown scant respect for the interviewee.
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Insight: "Feng Shui and the Art of Recruitment" deleted from your view.
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Search engines like naukri etc.
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Specialized Consultants like Insane HR
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Vineet Bhatia
| Argues in support of
"Specialized Consultants like Insane HR"
| 2 years ago
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We are here to revolutionize the Recruitment Industry !!
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Debate: "Search engines or specialized consultants" deleted from your view.
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Do you think its worth checking the candidate reference before sending the candidate profile to the client? In what situations would you feel a candidate referral might tilt the scales at the early ...
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Suryanarayan Murthy
| Answered
| 1 year ago
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Normally candidate reference is checked by the employer and not by the consultant. It is okay checking the referals given by the clients or vendors. After all what we want to know is whether the candidate is trustworthy or not. The referal gives...
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Answer: "Do you check candidate reference in the preliminary stages? " deleted from your view.
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Advice and How-To's How to Do Twice As Much With Half the Recruiting Team by Lou Adler Mar 20, 2009, 6:38 am ET Times are tough. Even those companies that are doing reasonably well are cutting their recruiting teams by a minimum of 30% to a maximum of 90%, and tightening up expenses to the absolute barest minimum. Half of these cuts are probably necessary anyway, the balance most likely an overreaction to the dismal economic conditions most companies are now facing. There is an expectation that along with the cuts these recruiting departments need to drastically improve their productivity by 30%-50%, almost overnight. The good news is that while most corporate recruiters are working hard, t...
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Soheb irfan
| Commented
| 2 years ago
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Dear Jitendra i KNOW i have a perfect solution to your concern. I'm working for an online portal that is designed specifically to make the current RECRUITMENT PROCESS alot more "EFFICIENT". We already cater to IT, Automobile, Retail, Publishing....
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Insight: "How to Do Twice As Much With Half the Recruiting Team" deleted from your view.
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we are into the recruitment part for different sectors of the industry. can go through our profile for details www.spclife.wetpaint.com and we are specialised in campus recruitment drives in additi...
Answer: "what are the terms for getting associated with your companies for your recruitment part specially campus recruitments?" deleted from your view.
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Many of us use facebook. Job hhunting on facebook does not look much believable and we are forced to think that will it work? Still there are few things which can be done to atleast increase our possibilities. 1. Join right communities and interact with right poeple. 2. Search for apps which have job search options. 3. Potray yourself in the best possible way. 4. Mention your professional skills on your profile. 5. Keep an eye on adverts, there are many job openings in them We all work hard for a better life and we always want better job than the one we have. So we should use all the possible means to make it happen.
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The changing work dynamics increasing pressure is making many employees to change their job. Many of them either change their profile, change companies, or pursue their passion....... One wrong reaction and you are most likely to severe relationships.But it comes as a pleasant surprise that things are changing for the better. Increasingly, the attitude of organisations towards the person who desires to leave is becoming amicable. How notice period issues can be better managed??? Here are some simple steps which can be followed to serve your notice period in a constructive smoother way.... a) Good reason: Separation requires a good reason, so first have a good reason to leave and stick by it. Counter offers might come your way but stick by your gun, decline politely. b) Complete your obligations: You should complete your obligations towards your current employer. Do your work with the same enthusiasm as before give your best. Don't give them the last chance to raise finger on...
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HI The most stressful part of job interview is to get stuck in those questions which are generic in nature but nevertheless difficult to answer. Here is a few answers to those questions, that should help you. 01 Tell us about yourself? For a long time, I would go around talking about my place of birth, education and work experience etc etc. Then I realised how silly it sounds. Interviewers want to know the candidates skillsets, strengths and achievements in the past and how these are related to the requirement of job. For example: “I am really passionate about my work. Whatever I do I do it with full of my dedication, determination and devotion. I am working in insurance sales for last two years and that has given me a lot confidence and taught me the importance of time management and goal setting. I have been consistently achieving my targets for the last 3 quarters. I also have organized and been part of various road shows and counseling activity for lead generation”. To read...
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Hi Friends, I am sharing with the reviews of IBM on work culture, growth prospects salary, done by their employees. Please share your views. A Project Manager wrote: What I like about IBM: "IBM offers a very flexible working environment. In most cases, no one will ask you what time you come or go from office. Neither the logs of the swipe card will be analyzed to take some action against you in normal circumstances. In special circumstances, the company can even allow you to work from home. No blocking of internet or phones . All in all, you are "not" working in a jail. It has a wealth of knowledge..... " What I don't like about IBM: "Sometimes you feel that there are too many processes to follow. The company is so huge that it is a challenge to make people aware of existing processes. I have often seen it happening that sometimes small groups within IBM try to develop their own processes, often unaware that such a best practice already exists and can be leveraged. Ofcourses, Lou...
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Sony is yet again ready to layoff 10,000 employees. It is not clear if this will be from Japan or overseas. This makes us think that how unpredictable can working in big brands be. We normally think that we should go for a big brand instead of working for a small company but when incidents like this happen they tear away our dreams, make us rethink and take away our sleep. If a company is going to lay off so many people where would they go, what would they do and how will they move forward. We have no answer to these questions. According to Nikkei‘s sources, Sony might also request that its seven executive directors — including Stringer — return their yearly bonuses. Sony hasn’t officially confirmed the report, but Hirai is set to brief the company’s business plan on Thursday, March 12.
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