This document discusses the recruitment process and identifies pain points at each stage:
1. Requirement management can be improved through validating requirements, capturing them in detail, and distributing work optimally among recruiters.
2. Identifying candidates is aided by a centralized database with valid, integrated data that is regularly updated.
3. Interacting with candidates and clients benefits from managing expectations, documenting interactions, and assigning a single point of contact.
4. The interview process is strengthened by properly scheduling interviews and providing candidates with necessary details.
5. Offers and joining are facilitated by aligning expectations around compensation, roles, and timing between candidates and clients to reduce dropouts.
Establ
Macher TechnoConsults Pvt. Ltd. is an HR solutions company founded in 2007 that provides executive search, recruitment process outsourcing, temporary staffing, campus recruitment, and corporate training. It has offices in India, the United States, and Malaysia. Macher works with clients across industries to fill roles at all levels through its network and recruitment expertise. The document outlines Macher's service offerings and provides references from past clients such as Electronic Arts and Wipro.
The document discusses how Manpower provides agile workforce solutions to meet rapidly changing business needs. It offers various talent solutions including short-term assignments, long-term contracts, and permanent placement. These solutions provide businesses with better access to talent, an improved approach to matching jobs to individuals, and better business results. Manpower leverages its global reach and understanding of local markets to source skilled candidates that can start contributing immediately.
Vision HR Services Pvt Ltd is an Indian recruitment and HR outsourcing firm that aims to promote talent worldwide and become a market leader in quality recruitment. It provides staffing services and solutions to hundreds of companies and thousands of candidates each year across various industries such as power, oil and gas, automobiles, IT, and consumer goods. The company is committed to researching new recruitment methods, delivering world-class service, and contributing to the development of individuals and their talents.
HR Outsourcing Business Proposal PowerPoint Presentation SlidesSlideTeam
The proposal summarizes Sender Company's HR outsourcing services for Client Company. It includes two key sections on HR services and ongoing services. HR services would be provided on an as-needed basis and include policy development, employee reviews, and business planning. Ongoing services like recruiting, performance management, and accounting would be covered under a flat monthly retainer fee. The proposal aims to alleviate Client Company's organizational challenges by outsourcing HR functions to Sender Company's specialized team.
Are you an HR manager and looking for a PPT on recruitment proposal? SlideTeam has come up with content-ready recruitment proposal PowerPoint presentation slides. Our readymade hiring proposal presentation template guides you to have clear and significant selection criteria which will further help to avoid bias. These predesigned onboarding process PPT presentation templates outline key management, services, current vacancies, recruitment sources, job description, recruitment funnel, enrollment tracker and hiring budget. Our human resources management proposal presentation PPT will help to implement various creative recruitment strategies. This staffing plan PowerPoint presentation has been designed by highly qualified designers and researched by researchers from top-tier management firms. Our screening mechanism presentation slides will aid you to recruit talent for your company more efficiently. These HR consulting PowerPoint slides can also be used for recruitment process outsourcing, application tracking system, recruitment plan, employee selection process, employment strategy plan, and many more. So, do not delay and quickly download our recruitment proposal presentation slides.Give glory where due with our Recruitment Proposal PowerPoint Presentation Slides. Extol the excellence of your colleagues.
An HR generalist handles many aspects of an organization's human resources department, including conducting performance evaluations, recruiting and interviewing employees, and updating employee information. As the backbone of the HR department, an HR generalist performs a wide range of roles like handling employee databases, payroll, leaves, training, and serving as a liaison between the organization and government agencies. To succeed, an HR generalist needs strong communication, coordination, and administrative skills to support daily HR operations and serve as a business partner to various departments.
Dee Recruitment Ltd is a recruitment agency established in 1980 that specializes in supplying temporary and permanent commercial workers. They aim to provide an exceptional recruitment service to both clients and candidates through achieving high standards, focusing on clients' needs, and operating ethically. Dee Recruitment reduces costs and risks for clients by handling tasks like advertising, screening, and contracting workers while maintaining a database of over 20,000 registered candidates.
The document discusses the benefits of outsourcing recruitment processes through a recruitment process outsourcing (RPO) provider. It outlines key reasons for outsourcing such as gaining access to a larger talent pool, increasing innovation and expertise, and improving supplier and process management. The document also summarizes the benefits an RPO provider like ManpowerGroup Solutions can provide, including standardized global recruitment processes, harnessing new recruitment technologies and tools, and helping to reduce costs.
Sanah staffing Proposal (Pan India, IT & Non IT Recruitment)Sayan Bannerjee
Sanah’s staffing team makes sure that you not only get a quick response but also get the right candidate within your specifications. Staffing clients looking for fast turnarounds is a conventional wisdom. Nowadays clients are looking for cost effective staffing solutions from their vendors. Our staffing team is a perfect match for companies looking for comprehensive, cost effective staffing solutions.
RPO India - Offshore Recruitment Process Outsourcing services within a value driven model. Our recruiters are fully trained in US recruitment process and has access to the latest Internet recruiting tools and techniques"
talent acquisition is the method of seeking experts, leaders, potential managers or other skilled professionals strategically for a particular role within the company.
https://www.talentrecruiter.in/talent-acquisition
Randstad is the world's leading HR services provider founded in 1960 with revenue of €12.4 billion in 2009. It operates in 40 countries through 4,129 branches and employs 27,640 corporate staff who match 465,600 people with positions daily. Headquartered in Amsterdam, Randstad provides search and selection staffing, HR solutions, and other services in China through over 100 consultants located across the country.
Omni's Award Winning Recruitment Process Outsourcing RPO SolutionInSource Talent Ltd
An overview of Omni's flagship Recruitment Process Outsourcing (RPO) solution.
By taking one easy step you can recruit the best talent, at the lowest possible cost, in the quickest possible time!
We can significantly reduce the effort expended by your HR department and your business. Not to mention taking away all the hassle of agency cold calls or managing your own direct channels.
The benefits of outsourcing your recruitment are significant and tangible....
Gain consistency, control and visibility of your recruitment
Have the whole organisation recruiting in a consistent high quality and visible way so performance can be measured and improved.
Improve the quality of your candidates
With talent pools created specifically for your organisation and a team of expert resourcers using cutting edge sourcing techniques, have access to the widest pool of talent.
Save time on recruitment administration
With a recruitment team managing the recruitment process under the organisation’s brand, you’ll no longer have to find time to place adverts, respond to applications, keep in touch with candidates or even manage agencies – this will all be taken care of.
Reduce agency costs
With a focus to increase the number of direct placements, the ability to negotiate agency fees and a performance framework in place, you’ll have less dependence on agencies which means a significant reduction in agency fees!
Improve time to hire
With a slick and efficient recruitment process managed by recruitment experts, all aspects of time to hire will be measured, monitored and improved.
If your company needs to submit a Recruitment Consultants Proposal Powerpoint Presentation Slides look no further.Our researchers have analyzed thousands of proposals on this topic for effectiveness and conversion. Just download our template, add your company data and submit to your client for a positive response.
The document discusses the challenges of recruitment for HR departments. It provides examples of common recruitment challenges such as lean HR teams being overwhelmed, limited domain knowledge for new business lines, weak employment branding, difficulties managing multiple vendors, and sourcing unique roles. It then introduces Talent Hub Management Solutions which offers customized recruitment services to help clients reduce costs and time-to-fill roles while improving quality of hires through dedicated recruitment consultants and established processes. Fees are charged on a monthly basis according to the level and compensation of the role.
This document outlines a service level agreement between an RPO provider and client. It defines the key terms of their arrangement, responsibilities of each party, services covered, metrics and reporting requirements. Specifically, it details the recruitment processes and timelines to be followed, fees and pricing, procedures for requests, incident management, and defines rewards/penalties for meeting or missing service level targets. The goal is to ensure both parties clearly understand expectations and have accountability for success of the outsourced recruitment engagement.
Admirable Worldwide provides HR consultancy and executive recruitment services. They specialize in recruiting lower to senior level executives for finance and accounting roles across industries. They follow an "inside-out" problem-solving approach to meet business goals and objectives. Their services aim to reduce costs, save time, and provide clients with a wide range of qualified candidates and expertise in the finance and accounting domain.
The universe has changed: Candidates are like consumers. This new dynamic of candidates as consumers has huge implications for your recruitment. Namely:
How you gather data on interested candidates, and what can you do with that?
How do you offer a compelling relationship with your brand for candidates at all stages of the process, both during attraction and selection.
How do you build rich candidate profiles that help you target the right candidates, and then make data driven decisions about who to hire.
[Challenge:Future] Fresh water going down the drainChallenge:Future
The document discusses the growing global fresh water shortage crisis and proposes solutions to reduce fresh water consumption. It notes that 40% of the world's population already faces water shortages. It then provides examples of how toilets, agriculture, industry, and cities can significantly cut fresh water usage through dual water piping, storm water filtration, drip irrigation, and other techniques. The objective is to avert a worsening water crisis by optimizing current water usage.
Supporting the Changing Nature of Faculty in Institutions of Higher EducationMike Berta
The demands and nature of being a faculty member are evolving rapidly. Massive shifts in information, technology, and learning theory come with increased demands on faculty to focus more on the media versus the message leaving them to wonder, “When will I be able to start teaching the content?” Reactive support models where technologists, librarians, and designers are on call for issues in the class leave faculty struggling with incorporating current technology and information skills effectively into their courses along with updating the relevance of their course content. This session proposes a more proactive model of embedded professionals that directly engage with students on projects and assignments under the guidance of the faculty member. By embedding the technologists and librarians into the course, they are more keenly aware of the course objectives, faculty direction, and needs of the students to better answer questions, provide supplementary instruction, increase student success, and course satisfaction.
The document outlines recommendations for improving the web strategy of a higher education institution. It discusses assessing assets and needs, analyzing competitors, and redesigning the user experience and information architecture. The main recommendations are to develop a responsive design, create a unified branded message across platforms, integrate social media into a single voice, focus on authenticity and peer-to-peer engagement, simplify navigation and content, and start small with pilots before a full redesign.
This document discusses the causes and impacts of climate change. It begins by defining some of the key problems caused by climate change like water shortages and rising sea levels. It then discusses facts about increasing global temperatures and greenhouse gas emissions. Some of the main causes of climate change mentioned include deforestation, CO2 emissions from activities like transportation and industry, and specific contributors in Europe like Germany. The document concludes by discussing some of the environmental, economic, and social impacts of climate change and potential solutions like alternative energy sources and individual actions people can take to reduce their carbon footprint.
This presentation discusses the issue of shortage of talent in the higher education sector and proposes various strategies to overcome the challenges. It discusses faculty talent issues in the indian higher education context.
Data preprocessing involves cleaning raw data by handling missing values and inconsistencies, integrating data from multiple sources, reducing the data volume through techniques like aggregation and dimensionality reduction, and transforming the data through operations like normalization, discretization, and generalization. The major tasks in data preprocessing are data cleaning, integration, reduction, and transformation/discretization to prepare the data for analysis.
Crazy leaders, micromanagement and blaming culture - is there an alternativeIlari Henrik Aegerter
The document discusses an alternative to traditional leadership styles like micromanagement and blaming culture. It presents 7 principles for creating a successful team: 1) provide an optimal workspace, 2) provide cool gadgets, 3) allow work from home, 4) emphasize the importance of work, 5) never micromanage, 6) focus on education, and 7) praise the team and blame yourself rather than others. The overarching message is that empowering employees and leading in a supportive manner can lead to greater effectiveness than restrictive or punitive styles of management.
Bacteria and viruses are two types of pathogens that can make people feel ill. Bacteria are cells that can damage cells and produce toxins, while viruses are not cells and replicate by invading and using host cells. The body has defenses like skin, mucus, blood clotting, and white blood cells that fight pathogens. White blood cells can engulf and digest foreign cells, produce antibodies specific to pathogen antigens to kill invading cells, and produce antitoxins to counteract bacterial toxins.
The document provides instructions for creating a blog using the Blogger platform. It outlines the steps to set up an account, choose a blog name and URL, select a template, write and publish posts, add images and videos, and customize the blog layout by adding elements like gadgets, presentations, and calendars. The instructions are intended to guide new bloggers through the basic functions for setting up and customizing their blog on Blogger.
Este documento describe la reunión normativa laboral, que es una actividad centralizada entre sindicatos de trabajadores y patronos para llegar a una convención colectiva de trabajo. Explica que la reunión normativa laboral está regulada por el Decreto Presidencial N° 440 de 1958 y la Ley Orgánica del Trabajo de los Trabajadores y Trabajadoras. También cubre los requisitos para convocar una reunión normativa laboral y las opciones de huelga o arbitraje si no se llega a un acuerdo.
Self ordering kiosk_software - Atsmit self service sulutions ltd.Ygal Weitzman
This document describes a self-service ordering system that allows customers to place and pay for orders themselves. The system works by having customers select a category, choose a product, view product photos, add items to their cart, and then pay using various payment methods. The document claims the system can increase sales by up to 20% by improving the customer experience and reducing wait times during busy periods. It also says the system benefits businesses by improving staff efficiency and avoiding order mistakes.
Recruitment involves finding and attracting capable job applicants. It begins with seeking new recruits and ends when applications are submitted, resulting in a pool of candidates. The recruitment process for permanent roles involves establishing requirements, sourcing candidates, conducting interviews, making an offer, and providing feedback. For temporary roles, it also involves placement of candidates with clients. Successful recruiting requires clarifying needs and offers between the client and recruiter, developing leads, screening candidates, providing training, and ensuring satisfaction. The ultimate goal is fitting the right people to the right jobs.
Elite Management Consultant is a recruitment firm that specializes in attracting top talent across industries. They have a team of experienced consultants with niche skills. They aim to help clients focus on core business by efficiently handling human resources. Elite understands each client's unique culture and requirements to source the right candidates. They follow a process of analyzing needs, sourcing strategies, screening and interviewing to find candidates with the right skills, attitude, and fit for open roles. Their goal is to power clients' success by building a dedicated workforce.
The document outlines the key stages in a recruiter's life cycle including requirements analysis, sourcing, screening, shortlisting, interviews, onboarding, stakeholder management, vendor management, candidate management, and human resource activities. It provides details on the various tasks and considerations at each stage such as analyzing requirements and talent pools, spreading the word, validating keywords, assessing expertise, qualifications, relevance, justification for shortlists, coordinating interviews, negotiating offers, onboarding processes, managing expectations, providing feedback, and maintaining relationships.
Manage all your recruitment agencies in one place. Visibility & Control of Marketplace. Best Recruiters Surface. Best Terms Negotiated. Streamlined Process.
The recruitment process involves sourcing candidates from various sources like job boards, vendors, internal databases, and references. Suitable candidates are screened through resume screening, telephone screening, and technical evaluations. Shortlisted candidates undergo rate negotiation, formatting of details, and submission to clients. Final candidates may have telephone or in-person interviews. If selected, the client provides a purchase order and the consultant completes onboarding paperwork.
The document discusses two approaches to outsourced recruitment process (RPO) solutions: an HR back-office solution and an end-to-end solution. While both can increase hiring, the study found that the end-to-end solution yielded twice as many hires as the back-office solution due to the back-office model's tendency to replicate steps already completed by the provider. This replication confuses candidates and adds unnecessary time to the process, reducing hires compared to the seamless end-to-end model. The document recommends an end-to-end solution for maximizing hiring outcomes from outsourced recruitment.
CAES Recruitment And Assessment Services Jim Gilchrist
CAES offers retained search services and uses formal candidate assessments, interviews, and reference checks to identify candidates with the required skills, personality, and problem-solving abilities to meet client needs.
2
Approach: Sourcing through database, networking, referrals, job portals, social media
Assessment through screening, technical and HR interviews
Onboarding support
Outcome: Hired over 100+ profiles within 6 months across India
Retention of over 90% hired profiles
Client Feedback: "Elixir team demonstrated deep understanding of our business and hiring
needs. Their process and quality of hiring ensured seamless staffing of our
new venture in India."
Case Study-2
Industry: IT Services
Client: A leading IT services company expanding operations in India
Mandate: Hiring for roles of Project Managers, Business Analysts, Developers,
The recruitment process involves determining hiring needs, issuing vacancy announcements, marketing positions to attract quality applicants, interviewing candidates who can perform the work, selecting the best qualified candidate, and retaining employees once hired. Key steps are advertising appropriately to understand requirements, choose suitable candidates, cater to organizational needs through a long-term investment in recruitment, conducting interviews using prepared questions, and providing acceptance or rejection feedback to applicants.
Sourcing and attracting ghanaians from the diaspora final 2dennishayford1
This document outlines a strategic plan to source and attract Ghanaians from the diaspora. The vision is to be a world-class recruiting organization that provides strategic sourcing using best practices. Goals include attracting best-in-class Ghanaian talent while maximizing hiring and building a strong employer brand. Key strategies involve developing talent pipelines in advance of needs, leveraging employee referrals, using search firms and partnerships, and branding on African-focused websites and events.
Effective recruitment is about more than just hiring candidates. It can also help with visibility and branding, engagement of employees and prospects, and building a reputation in the marketplace. Social recruitment processes can be used across the entire employee lifecycle from prospecting potential candidates to facilitating employee development, engagement, and knowledge sharing. While direct hiring costs may be lower with social media recruitment, the full benefits include strengthening employer branding and the employee experience.
Recruitment refers to the process of attracting, screening, and selecting qualified candidates for jobs. It involves several steps:
1. Obtaining job requirements from departments and analyzing the job description.
2. Sourcing candidates through advertisements, employee referrals, consultants, and other methods.
3. Screening and filtering applications to identify candidates that best fit the job requirements.
4. Interviewing shortlisted candidates and obtaining feedback from interviewers to further evaluate candidates.
The recruitment cycle is complete when a candidate accepts an offer letter and officially joins the organization.
Staffing Lifecycle - The Contract Staffing guideHemant Prasad
This document outlines the key steps in a staffing lifecycle:
1. Sourcing new clients through various sources and signing agreements and rate cards.
2. Receiving staffing requirements from clients and sourcing, validating, and submitting candidate profiles.
3. Coordinating candidate selection processes and background checks with clients.
4. Onboarding new staff including offering positions, joining formalities, induction, and deployment notifications.
5. Ongoing processes like timesheet approvals, invoicing, payment collection, and requirement of work orders from clients.
This document provides 5 tips for effective recruiting and hiring. Tip 1 discusses eliminating bottlenecks in talent assessment and sourcing by implementing candidate filtering capabilities. Tip 2 focuses on improving consistency and transparency across the entire recruiting process through automated workflows and reporting. Tip 3 recommends standardizing practices with templates and approval workflows.
The document discusses the recruitment process which includes identifying job vacancies, preparing job descriptions, searching internal and external candidates, coordinating interviews, conducting reference checks, and making final hiring decisions. It also outlines common external recruitment sources like advertisements, campus placements, employment agencies, employee referrals, and walk-in applicants. Key stages involve screening applications, assessing candidates through tests and interviews, and ultimately selecting and offering positions to candidates.
Recruitment involves identifying vacancies, preparing job descriptions, sourcing candidates, shortlisting, interviewing, and making offers. The process begins with an organization requesting to fill positions and provides details on required roles. Consultancies can help outsource openings to find qualified candidates. A structured recruitment process narrows applicants through interviews before extending job offers. Maintaining contact supports onboarding new hires and obtaining references for future roles.
The document discusses best practices for lead qualification and generating qualified appointments. It recommends prioritizing leads who have engaged with initial communications, qualifying all leads through standard questions to ensure potential and quality, and reconfirming appointments prior to the scheduled time to reduce no-shows. The key is to track leads intelligently through the funnel using email and phone conversations, focus on using compelling HTML e-vites, and only hand over qualified prospects who meet all criteria to clients.
Mkt - achieving service recovery and obtaining customer feedbackTahsin Noor
1) Service recovery occurs when an organization addresses a customer problem following a service failure to regain trust.
2) Common causes of service failures include human, organizational, and customer factors.
3) Effective service recovery through complaint resolution can increase customer loyalty and advocacy. Gathering customer feedback is important for continuous service improvement.
This document provides contact information for Raghunath Ramaswamy and links to learn more about a book. Raghunath can be reached by email or phone to discuss his book, for which a sneak peak and purchase details are available through shortlinks provided.
#Failsafehiring powering #TalentAcquisition and #Recruitment
Sneak peak of the book, https://bit.ly/3b3unBx
For more details: https://bit.ly/3r3WiqB
To order the book: https://amzn.to/3032bYU
Comparison of profile elements of LinkedIn, Twitter, Facebook, Google+Raghunath Ramaswamy
This is an effort to compare the profile features of LinkedIn, Twitter, Facebook, Google+. This has been issued in Public Interest to help the user of Social media to understand the capabilities of the platform and therefore to help him choose the platform keeping in mind his needs. What you store is what you get. The entire social media experience is dictated therefore by the quantity and quality of information that can be accessed and available. Happy Reading
Evangelization of LinkedIn in a Local Tamil Weekly. Thanks to Gokulavasa Navaneethan for simply and elegantly capturing the power of LinkedIn, based on the inputs from my slide shares and inputs.
This is an implementation aid to enable you to create and manage LinkedIn groups.Please feel free to send us feedback to help us incorporate changes so that the larger community is benefited
Participate in our SyncedIn contest and win a free seat to our “The Bread, Sa...Raghunath Ramaswamy
This document announces a contest to win a free seat at a social media workshop. It provides instructions on how to participate by answering 10 multiple choice questions about effective business transactions and recruitment processes. The questions cover scenarios like sending resumes, checking applicant feedback, interview attendance, and achieving targets. Participants are asked to share the announcement on social media and send their answers by a Sunday deadline. The winners will be announced the following Monday.
Contest winner of "The Bread, Salt & Definitely Wine" Social Media WorkshopRaghunath Ramaswamy
The document announces that Manikandan Kamalamoorthy of TeamLease won the "Bread, Salt & Definitely wine" contest at the Social Media Workshop held on April 5th, 2014 in Chennai. It also lists the winners of previous workshops in Bengaluru and Chennai and provides a link to register for the next workshop on April 5th, 2014. Contact information is given for questions.
A simple Litmus Test to check your Visibility on LinkedInRaghunath Ramaswamy
This document provides tips for checking your visibility on LinkedIn by having friends search for you using keywords from your profile. It recommends choosing 3 keywords present in your profile, having friends search for those keywords both within and outside your network, and observing details like whether you appear in search results, your rank within results, and implications of low visibility like searchers losing interest before seeing your profile. It concludes by offering to provide workshops or customized training to help enhance LinkedIn visibility.
A few LinkedIn improvement tips have been suggested with a view to enhance the social media presence of LinkedIn users. Aspects suggested are Professional photo, Professional element of headline, Summary and Skills and expertise. Hope you leverage these inputs
Spectrum Consulting Social Media Workshop Participants FeedbackRaghunath Ramaswamy
This document provides feedback from a social media workshop hosted by Spectrum Consulting. It includes links to view recommendations from the program and reference slideshow documents covering topics like maximizing ROI on social media, leveraging LinkedIn adequately, endorsements in networks, and using LinkedIn for education. It concludes by thanking participants and listing contacts for Spectrum Consulting, including Raghunath Ramaswamy, Prasath, and Jackson, should participants have any other inquiries.
Spectrum Consulting Social Media Workshop Participants AnalysisRaghunath Ramaswamy
The document analyzes data from 553 attendees of a Spectrum Consulting social media workshop. It breaks down the participants by industry, role, function, experience, and employer organization. The largest groups were from IT (33%), had 11-15 years of experience (26%), were executive/senior executives (30%), and worked for companies like Infosys, TCS, Wipro, Cognizant and Accenture. It aims to provide insights into the demographics of those interested in social media training.
The document provides a framework for students, universities, and employers to harness the power of LinkedIn for education. It outlines how LinkedIn can help dissolve the information divide by enabling universities to regularly update information about programs, faculty, alumni, and more. This allows prospective students and employers to make informed decisions. The framework also provides guidance on creating university pages and facilitating input of student and alumni details to connect these groups. Harnessing LinkedIn in this way can benefit all parties in the education system.
The rewards of using Linked In have been widely experienced. A LinkedIn Account can be opened in a few minutes. It easy to Add Connections. But experiences differ. Some are able to use LinkedIn it more effectively than others !!!
While anybody in this planet is separated by one another by just six levels or degrees, LinkedIn restricts the connectivity to three levels. Everybody in this planet is in search for somebody else. An individual LinkedIn user sets out to find suitable partners and allies. Some people are more visible than others. They get searched more often and there is greater traffic to their profile. In reality, individuals end up Getting Found on LinkedIn
Can just opening an account and adding connections automatically guarantee, visibility and therefore ensure getting found on LinkedIn?
Read on to discover what getting found on LinkedIn involves and most importantly find a checklist if you are adequately leveraging LinkedIn?
Now that I have trained 1000 people on LinkedIn across different Indian cities, diverse industries, educational institutions and industry bodies, I come across a couple of questions that arise consistently on endorsements:
Endorsements by people who do not know you?
Endorsements for skills you do not have?
Endorsements are qualitatively affected by the quality of your network. The quality of your network in turn affects the quality of your LinkedIn specifically and Social media experience in general.
This slide share is an attempt to share knowledge which can help the reader of this slide share to exercise restraint while deciding to connect or send an invite. More importantly it is to drive the home the point the intelligent choices that are available to the reader to exercise, profit and maximize his investment on LinkedIn and Social Media.
The document provides career advice for fresh graduates. It discusses the importance of obtaining a job for financial independence and career development. It emphasizes that the key factors in choosing a job should be role, industry, company values, growth potential, and location over brand and compensation. LinkedIn is recommended as a tool to research companies, develop industry connections, and enhance one's professional reputation and network. Regular engagement including profile setup, group participation, updates, and conversations can help graduates validate information and build quality professional relationships over time.
1. Winning the Recruiting Race
Organizations rely on their workforce to be competitive and successful. The difference to acquiring and
executing business in a competitive environment lies in the ability to hire right resources on time every
time. Given the maze of constraints in acquiring talent, it can be a very exacting exercise.
Recruiting top talent has its own set of challenges. Recruitment is transaction intensive and prone to a
lot of shifting priorities. High human energies are required to take tasks to logical conclusion. The
recruitment organization has to stay focused on the job and the price of non conformance is very high.
Recruitment organizations are expected to deliver a high quality hire at the least amount of time
and at the lowest cost.
Inefficiencies at various stages of the recruitment life cycle impede the recruitment organization from
performing to its real potential. I will be discussing the following topics pertaining to various stages of
the life cycle of the recruitment, its associated pain points and proposed solutions in this white paper.
Requirement Management
Identifying Prospective Candidates
Interacting with Candidates and Clients
Interviews
Offers and Joining
2. Corporate Scenario
Consulting Scenario
Receive Requirement Request from hiring manager
Sourcing
Create a requirement
Forward profile to client
Vendors Publish the requirements
Jobsites
Receive client feedback Internal
Reference Search and screen candidates
Websites
Convey feedback to candidate
Convey shortlist to candidates / vendor
Short listed
Short listed
Yes
Receive client Confirm schedule
schedule with candidate
Confirm Yes Confirm
schedule with schedule with
interview panel candidate /
Schedule Interview vendor
Receive client feedback Schedule Interviews
Convey feedback to candidate Forward to technical panel
Next Level Convey feedback to candidate / vendor
Feedback
Offered Next Level
Selected
Receive offer details
Convey offer details to candidate Receive offer details
Convey offer details to stakeholders
Joined
No
Negotiate offer terms
Raise Invoice Hunt for replacement
Joined
No
Payment for referrals Hunt for replacement
Figure 1 – Recruitment Workflow
3. Requirement Management
The key success factors (KSF) are
Validating the requirement
Capturing requirement vividly
Distributing requirements optimally among the recruiters
Sl.
Problem Impact
No.
1. Non validation of requirements Work on unqualified requirements.
upon receipt. Rework and wasted efforts.
2. Requirement not captured in vivid Wrong sourcing, interacting with a wrong set of
detail. prospective candidate, offering irrelevant profiles for
interviews, low or no selection.
Definite rework.
3. Lack of criteria for allocating and Imbalance in work load. Low productivity.
distributing requirements among Longer recruitment cycle time.
the recruiters.
To overcome these problems recruitment organizations should develop specific criteria to validate and
qualify the requirements. A lot of effort, time and money could be saved.
The typical parameters include:
Roles, number of positions, location, compensation
Verticals, technology, technical skills, soft skills, experience, qualifications
Best-in-class/reference profile
(The list is not exhaustive.)
Requirement detailing will eliminate gaps between sourcing and client expectations.
Recruitment organizations should invest time in analyzing work load distribution among its recruiters.
Doing so will achieve proper balance in work load among the recruiters and enable them to realize their
potential in full.
4. Identifying Prospective Candidates
The KSF are
Depth of the candidate database
Spread
Rate of growth of the candidate database
Sl. Problem Impact
No.
1. Absence of a centralized database. Longer cycle time.
2. Data Validity. Increased cost.
3. Data Integrity.
4. Data Retrieval.
5. Dated candidate information.
The speed of recruitment is determined by the responsiveness of the recruitment organization.
Responsiveness is dictated by the speed and accuracy of retrieval of right candidate profile. Retrieval
is directly related to the care you take to store. What you store is what you get.
A centralized warehouse of candidates dramatically improves response time. Recruiters will have
instant access to candidates already classified, categorized and validated.
Gathering exhaustive candidate information such as reasons for job change, previous/current
employment, education, certifications, strengths, international work experience, preferences etc. builds
dimension and depth to the database. Recruiters can better understand candidate aspirations and
avoid wrong sourcing.
A well nurtured database accelerates response times and eliminates dependencies on external
agencies and thus reduces the cost.
5. Interacting with Candidates and Hiring Managers
The KSF are
Manage expectations of hiring organization
Address candidate aspirations
Chronicle interactions with candidates and hiring organization
Establish a single point of contact for candidates and hiring organization.
Sl. Problem Impact
No.
1. Gap between hiring organization Longer cycle time.
expectations and candidate aspirations. Rework.
2. Not capturing interaction of recruiters with Loss of credibility
candidates and recruiting organizations.
3. Multiple recruiters contacting the candidate Annoyed candidate.
for the same proposition. Loss of credibility.
Defining a clear framework streamlines the various processes and guides the recruiter to carry out the
day-to-day activities in a structured manner.
A framework enables capture of activities across all stages of the recruitment life cycle. This process
ensures that every task is taken to its logical conclusion.
6. Interview Process
The KSF are
Interview schedule management
Attention to details
Problem Impact
1. Improper scheduling of interviews. Loss of credibility
2. Managing multiple line ups on the same day. Delay in hiring
3. Inadequate interview details to the candidate.
The recruiting organization should institutionalize a process to schedule interviews without any conflicts.
The candidate should be briefed about the nature of the interview, venue, contact person(s), interview
level, dress code and other relevant information. The communication process must enable
synchronized understanding on interview schedules between hiring organization and the candidate.
7. Offers and Joining
The KSF are
Synchronize expectations of candidates and hiring organizations:
Compensation
Role
Designation
Work location
Time to join
Minimize the drop outs
Sl. Problem Impact
No.
1. Mismatch between candidate expectations Delay in hiring.
and the hiring organization intents on offer. Rework.
Compensation
Roles
Designation
Work location
Time to join
2. Drop outs Rework
Typical reasons for offer rejections include better opportunities in other organizations, career growth
within the recruiting organization, compensation and benefit structures, designations etc. The
recruitment organization can realistically manage expectations and negotiate on behalf of both the
client and the candidate by capturing requirement and candidate information in graphic detail.
The recruitment organization should also be able to whistle blow and commence rework immediately in
the likelihood of the candidate declining the offer or dropping out to minimize the time lag to get an
alternate candidate on board.
8. Conclusion
It is becoming quite obvious that most of the pains in the recruitment business points not to the
capability or the absence of it in a recruiter but to the absence of robust process framework.
Establishing and installing a strong process framework spanning across the lifecycle stages of
recruitment yields phenomenal business benefits in terms of scalability of operation, operational
efficiency, productivity and profitability.