ACTIVITIES

By

Reshma HedaooHR Consultant

RECRUITMENT ACTIVITY

BYReshma HedaooHR Consultant

Meaning of Recruitment

Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in an organization. Recruitment is the activity that links the employers and the job seekers. It is the process to discover sources of manpower to meet the requirement of staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient working force.

Consultant Role

What does a recruitment consultant do? A recruitment consultant is the bridge between

organizations wishing to recruit and the individual seeking a career move or temporary assignment (the candidate).

Consultant’s key Responsibilities

Identify and develop client/business relationships in a competitive environment

Help attract candidates and maintain the candidate database Assess and respond to the needs of each particular client or

assignment Source suitable candidates and brief them on the

opportunities offered by the client Manage the process through interview to offer stage and

beyond

Steps of recruitment

Understanding of the Profile Different companies with different profile. Example- IT, BPO, Insurance, FMCG,

Hospitality etc. Necessity of the client.

Sourcing the Candidate Through different types of job portals.Example-

Steps for a good searchLet us take an example-Suppose there is a requirement in a five starHotel, lets say THE OBEROI , they want us tosource a suitable candidate for them.Before we jump on to make the search we shouldKnow the requirement of the clients.

Every company provides the JD in which they mention all their needs for a suitable candidate. Example- Front Office Assistant- Minimum 6 months of experience, open for fresher's as well. Only Those who are ready to relocate can apply. Good communication is mandatory. Should be IHM Background. Should have pleasing personality. Height- 5.5 ft(minimum) Age- Maximum 24 years. Only Female Candidate. Company providing Accommodation and all other benefits.

STEP1- Think Before You Search

If you just take the time to think, develop some search strategy, and experiment with various searches , you can get to more relevant results more quickly.

For many hiring profiles, you should spend at least 10 -20 minutes thinking about and researching your search strategy, as well as experimenting with search strings and reviewing the results for relevance before you start using the results to begin making calls.

STEP 2- Do Not Overanalyze Resumes-

No one is a professional resume writer whether they are doctor, engineer, lawyer , manager or anyone.

Don’t make assumptions about candidates from their resumes – give them the benefit of the doubt. Ever hear the phrase, “Don’t judge a book by its cover?”

If you can’t absolutely disqualify/rule out a candidate based on reviewing their resume in 10 seconds, pick up the phone and call them.

STEP 3- Do Not Run Overly Common/Basic Searches:

If you run common searches with perhaps one title and a couple of basic keywords – you’ll be sure to get correspondingly common and basic results.

Don’t depend entirely on using skill/tech terms (e.g., Java, Oracle, Guest Relation Executive , HTML, etc.) when creating your search. Technical terms such as programming languages, operating systems, Guest Service, Hotel service and databases will only give you results of people who mention those terms in their resumes.

Step 4- See Each Resume as More than a Potential Match for the

Position You’re Working on If you find yourself scanning a search result

that appears to be under- or over-qualified – remember to not make assumptions about candidates based on their resume/profile, and also be aware that people who are in fact too junior or too senior for your current needs might fit future needs. Additionally, people who are either too junior or too senior for a particular position might work with or know someone who is an exact match.

Step 5- Run Multiple Searches Across Multiple Sources

If you think you’ve exhausted a particular source of candidates – believing that you’ve found all of the available matches and cannot find any more – you’re wrong. Invariably you’ve left behind Hidden Talent Pools of people who do match your positions, but you could not find them because your Boolean search strings and perhaps even your entire search strategy made it impossible to do so.

STEP 6- Search ALL Resumes

Never limit yourself to only searching resumes posted in the last 30 days – some of the best passive and active candidates have resumes 31 to 365 + days “old.”

And most consultants don’t call them.

Step 7- Don’t Submit the First 2 -3 Candidates You Find/Speak With

oFind and speak to 20-30 candidates and then submit your BEST.

oRecruiting candidates should not be conducted on a FIFO basis, but on a BIFO (Best In, First Out) basis.

ADVANTAGE OF JOB PORTAL Free unlimited job posting. Free unlimited resume database. Easy and Free access. Time savior. Free unlimited mails.

DISADVANTAGE OF JOB PORTAL Too many candidates. It won’t always work.

Other options for sourcing

Other then job portals we have many social networking sites from where we can access the data.

Like-

Identifying suitable candidatePreliminary Interview- Check the skills of the candidate. Related Experience. Technical knowledge. Attitude towards work.

Interview and Follow-up.

•Schedule interview•Coordinate with Candidate and Client.•Get the feedback from HR Department.•Clear communication during offer stage.•Negotiate with candidates in order to identify compensation level that is fair and competitive to both parties. •Do the follow-up with the Candidate.