Recruitment - Some Information Needed .

Dear Members,

I would be very much thankful, if anybody urgently provides me some information on following points.


1. Head Hunting

• What is head hunting ?
• Steps used in head hunting
• Advantages of head hunting

2.Walk ins

• What is walk ins?
• Advantages of walk ins
• Why Walk ins required?

3.Campus Recruitment

• What in campus recruitment?
• How it`s conduct?

4. Reference Checks

• What is Reference Check?
• What things should be checked in reference check?
• How it done?
• Advantage?

I hope CiteHR Members will not disappoint me.

Thank you in advance !

__________________
Best Regards,

Runa

SKY IS THE LIMIT....!!

dear runa
1.Head Hunting--head hunting means u know some one in same industry or u have come to know through some sources like friends or through net regarding candidate working in same industry is being searched.in head hunting u know the background of candidate and can get good candidate.
2.walk in----generally walk in interviews are conducted for junior posts u can give advertise in news paper and can ask to attend interview .in this anyone can come and attend interview.this type of interviews are conducted for immediate requirment because this process take less time.
3.campus recruitment--these recruitment are conducted in college to take fresher as trainees and u can mold them as per your requirment.
4reference check--it is done to check the behaviour,conduct,backgrond,present salary of the individual.it is done from last employers.
tks
j s malik

Dear Mr. Malik,

Thank you for reply.

Being a HR Professional, I know the basic concept of these terms. I’ll appreciate if anyone can provide me more descriptive information about it.

Thank you.

__________________
Best Regards,

Runa

SKY IS THE LIMIT....!!

Hi Runa,

Let me share some of my thoughts on this :

Headhunting :

1. Head Hunting is a proactive approach to find the Talented professionals and network with them to place them for your clients or your company.

2. Best way to find out the best professionals is to check the market & references, if you are looking for a top notch sales professional in FMCG sector for your client then the people in the market, distributors, retailers & stockists etc would give information on that . Yes its a bit of a leg work but that's the best way to hunt the professionals.

Or check with Technical institutes which conduct the Talent test or invite students to solve the relevant problems..

3. Once done, plan the way to approach them in a subtle manner. Meet them if possible as don't limit your approach to phone calls. Assess them and keep their profiles with you.

4. It's a High Relationship based and trust is very essential.

5. If you find something lacking in them, tell them subtlely as you want them to rise in the Corporate World. Frankly not many consultants/HR professionals do that and the professionals( potential employees) feel they are just the products in the hands of Head Hunters/consultants.

6. Network & network and make the potential list , keep track of their performances, read everything about the Industry.

7. Present them to your clients or your company if you feel that it would be a cultural fit and meet the clients future plans & potential of the candidates.

Reference Checks:

Insist on checking supervisory references to the candidate: Candidates sometimes say they don't want you to contact a former or current supervisor. There are two common reasons for this reluctance.

The first reason is that they don't want their current boss to know they're job-hunting. They don't want to burn any bridges with their current employer until they know they have a new job lined up.

The second reason is that they're afraid their current supervisor will say something negative about them.

If you're seriously interested in the applicant, you should tell them that they are in the final list but that you must have a full picture of their work history, and therefore must check with their past and current supervisors, even if the applicant has provided the names of other individuals in the organization as references. Explain that if you can't have a discussion with the immediate supervisor, you may not have enough information about their candidacy to make an informed decision, and you won't be able to consider them further. Then ask them to explain their reluctance and work through it with them.

If their current boss doesn't know they're looking, give the candidate some time (a day or so) to go back and have their own conversation with their supervisor, so that your reference call won't catch the boss off-guard.

If they're afraid the supervisor will say something bad about them, ask them to describe what they think the supervisor will say -- and why they think s/he'll say it. Sometimes supervisors will say discouraging things, even about good employees, if they're trying to keep the worker from leaving. Sometimes if there are problems in an employment relationship, the problems are with the boss -- and not with the employee. And sometimes there's legitimate negative information that the candidate would rather you not hear.

If the candidate thinks you may get negative information from a current or former supervisor, assure them that their own explanation of the situation will also help you weigh what you hear. Encourage the applicant to give you the names and phone numbers of others in the organization who might be able to give countering or balancing information.

If you ask me frankly today the way reference checks process is carried out is just a paper work without much value addition from HR professionals.

If they are serious and take their role of being the custodians of the company - they should innovate and do discreet reference checks about the candidate from the companies they have worked on - would tell you tell a lot about the candidate!.

Please refer on the link on reference check discussed on citehr in 2006

Experience Verification ... To check fake resumes

My comments in the discussion is herein:

Todays's Scenario :-

In today's IT industry where IT staff are the backbone of the company's Business and where every Recruiter is behind resources which is well leveraged by the Candidates.

Many times the Recruiter is aware of a that the CV is a fake one yet they try to fix up an interview to check on his / her technical skills. If the candidate is able to get through the same the scene has an happy ending.

Reference checks are something that a Recruiter does by contacting the numbers given by the candidate therefore a point to be noted is that He/She will not give a contact who will talk bad about their self.( Doesn't this give one a food for a thought !!..)

Candidates keep switching jobs and are not even bothered about their relieving letters or experience certificates. This is because, companies accept them even without exit letters from previous employers. This is again due to the resource crunch that is faced these days esp in terms of meeting targets.

My observation is that fake CVS are still acceptable in today's IT industry provided they are able to talk their profile and convince the technical interviewers about their capability and are able to display the same in the workplace. Once placed in the job they are smart to network on the knowledge and get it implemented in their respective works..

Regards,

Rajat Joshi

Hello Mr. Joshi,
gud thoughts shared by u.
Regards,
Priya

Dear Rajat;

Thanks for the sharing your views.

Regards,

Bhawana

Dear Mr. Joshi,

Thanks a lot for sharing this important information.

This is what I was looking for.

__________________
Best Regards,

Runa

SKY IS THE LIMIT....!!