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RECRUITING ESSENTIALS




•



                       By: Kosha Vaidya,
                    I.T Recruiter at ISTCL
Recruitment :




     Meaning Of Recruitment :
     • A process of finding and attracting capable applicants for employment.
       The process begins when new recruits are sought and ends when their
       applications are submitted. The result is a pool of applications from
       which new employees are selected.
     • It is the process to discover sources of manpower to meet the
       requirement of staffing schedule and to employ effective
Recruitment Process - Perm




                                   Vacancy
              Communicat           received
               e with the          by client         Consultant
                Client &                             establishes
               candidate                            requiremen
                 during                                  ts
              probationary
                 period
                                                                    Source and
                                                                       brief
       Placement                  4 Hours                           candidates



                                                                     Submit
                                                                    CV’s and
              Negotiate                                            candidate
                offer                                                profiles

                             Feedback
                              and co-              1st
                              ordinate         Interview
                               2nd/3rd
                             interviews
Recruitment Process - Temporary
Recruitment Challenges
       Recruitment Challenges
          Recruitment Challenges


Office Based Challenges:
 In my opinion the most important part of recruitment and selection is the
  development of a cultural and position profile- who are we and what are the
  critical attributes that we want in anyone that joins our organization.

 The next thing is investing the appropriate time in the process, from hiring
  managers to "recruiters".

 Companies need to take a better stand on internal education when it comes to
  recruiting and staffing in order to make themselves more attractive to talent
  and even open up broader eyes to existing talent.
Market Based Challenges :

 The other issue facing organizations is that the supply of "experienced" talent is
  shrinking while the demand is increasing.

 Recent surveys indicate that employee dissatisfaction is at unprecedented
  levels and significant percentage of the workplace are planning to switch jobs
  this year.

 The lack of jobs and you will have thousands of applications to the same
  position and it will be a lot more difficult to go through the hiring process.

 According to the current Economy the “Unemployment rates” being high 'over'
  qualified people will apply for roles and could be excluded because they are
  perceived to be over qualified. This is a disadvantage to the employer who has
  to change their mindset on being 'over qualified'
CLIENT BASED CHALLENGES


                           Too many hiring managers overvalued
                            skills and experience and/or were
                            unwilling to be flexible regarding the
                            selection criteria.

                           Little feedback was provided from hiring
                            managers after candidates were
                            interviewed

                           Most hiring managers were not able to
                            accurately assess candidate
                            competency. (that is the reason why
                            they have the skills matrix)

                           Inaccuracy in providing the information
                            regarding the job search to the recruiter.
WHAT IS SUCCESSFUL RECRUITING?




Clarifying what you need and what you offer? (us to client and client to
us)
 Developing leads:
 Interviewing potential members
 Hiring and ongoing screening and orientation:
 Closing questions to consider
 How will they receive the training that other members
  received? How will they catch the service spirit and get the full
  picture?
    How will I help them get to where they want to go?
 All of these above mention points combined together in a very
  accurate manner with the client and candidate satisfaction is a
  successful recruiting.
ULTIMATE GOAL FOR RECRUITMENT



                                 The ultimate recruitment goal of fitting
                                  the right people with the right jobs.

                                This Goal setting can also be called :
                                Smart
                                Measurable
                                Attainable
                                Responsible
                                Timely
BROUGHT TO YOU BY:




             w w st cl .com
              w .i

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Recruiting Essentials

  • 1. RECRUITING ESSENTIALS • By: Kosha Vaidya, I.T Recruiter at ISTCL
  • 2. Recruitment : Meaning Of Recruitment : • A process of finding and attracting capable applicants for employment. The process begins when new recruits are sought and ends when their applications are submitted. The result is a pool of applications from which new employees are selected. • It is the process to discover sources of manpower to meet the requirement of staffing schedule and to employ effective
  • 3. Recruitment Process - Perm Vacancy Communicat received e with the by client Consultant Client & establishes candidate requiremen during ts probationary period Source and brief Placement 4 Hours candidates Submit CV’s and Negotiate candidate offer profiles Feedback and co- 1st ordinate Interview 2nd/3rd interviews
  • 5. Recruitment Challenges Recruitment Challenges Recruitment Challenges Office Based Challenges:  In my opinion the most important part of recruitment and selection is the development of a cultural and position profile- who are we and what are the critical attributes that we want in anyone that joins our organization.  The next thing is investing the appropriate time in the process, from hiring managers to "recruiters".  Companies need to take a better stand on internal education when it comes to recruiting and staffing in order to make themselves more attractive to talent and even open up broader eyes to existing talent.
  • 6. Market Based Challenges :  The other issue facing organizations is that the supply of "experienced" talent is shrinking while the demand is increasing.  Recent surveys indicate that employee dissatisfaction is at unprecedented levels and significant percentage of the workplace are planning to switch jobs this year.  The lack of jobs and you will have thousands of applications to the same position and it will be a lot more difficult to go through the hiring process.  According to the current Economy the “Unemployment rates” being high 'over' qualified people will apply for roles and could be excluded because they are perceived to be over qualified. This is a disadvantage to the employer who has to change their mindset on being 'over qualified'
  • 7. CLIENT BASED CHALLENGES  Too many hiring managers overvalued skills and experience and/or were unwilling to be flexible regarding the selection criteria.  Little feedback was provided from hiring managers after candidates were interviewed  Most hiring managers were not able to accurately assess candidate competency. (that is the reason why they have the skills matrix)  Inaccuracy in providing the information regarding the job search to the recruiter.
  • 8. WHAT IS SUCCESSFUL RECRUITING? Clarifying what you need and what you offer? (us to client and client to us)  Developing leads:  Interviewing potential members  Hiring and ongoing screening and orientation:  Closing questions to consider  How will they receive the training that other members received? How will they catch the service spirit and get the full picture?  How will I help them get to where they want to go?  All of these above mention points combined together in a very accurate manner with the client and candidate satisfaction is a successful recruiting.
  • 9. ULTIMATE GOAL FOR RECRUITMENT  The ultimate recruitment goal of fitting the right people with the right jobs. This Goal setting can also be called : Smart Measurable Attainable Responsible Timely
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