Roulette
Talent Acquisation
Disha Sangani
Student Of Mba Hr

Thread Started by #swati87mehta

Hi evry1 out thr,
I hv jst cmplted my 1st yr of MBA. M doing my summer internship wid Crompton greaves. Plz give e info on recruitment & selection n if ny1 has a project on this topic plz post it here or send it at: :icon1:
10th June 2008 From India, Mumbai
Hey Swati..
Please go through the link below.. i have posted some PPTs on recruitment. Hope its helpful to you.
https://www.citehr.com/103777-recrui...tml#post405587
regards - r o u l e t t e
10th June 2008 From India, Mumbai
hi
Swati
see there is common proceeder followed by every company for recruitment and selection so u have to also have to follow the same first of all u have to make u'r self known to all the different job portal to find the resumes of the required candidate and attach is the procedure of recruitment futhur if need help can mail on

Disha
19th June 2008 From India, Pune

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File Type: doc Common recruitment process.doc (1.13 MB, 1245 views)

Here are five strategies that can help you make the most of your campus-hiring drive.
Spice up the job description
A well-written job description can set the right expectations and help you connect better with the candidates. An extension of your brand, a job description needs to give a one- or two-line company overview, and mention the right job title, core responsibilities, minimum requirements, and compensation and benefits. During campus-hiring drives, candidates have to choose between multiple opportunities from various companies. This is true especially during the first few days of the campus hiring season. Interesting and crisp-yet-informative job descriptions can tip the scales in your favor.
Be innovative with your pre-placement talk
The pre-placement talk is crucial in attracting the right talent. It is what sets the initial impression of your company. While geographical expansion, growth/outreach-related numbers, and stats are impressive, it is how a person can contribute or make an impact that’s interesting. Your pre-placement talk should cover the following points:
How they will fit in as new college graduates
How they can make an impact
Work culture
Hierarchy followed within the organization
Types of projects
Interesting market and technology trends
Filter candidates using assessments
Filtering the right candidates for interviews is critical to the success of a campus-hiring drive. It is a fact that most college graduates have
Basic résumé-writing skills
Little or no prior work experience
Therefore, résumé filtering alone cannot help you assess candidates. Due to the sheer volume, it is likely that relevant candidates may fall through the cracks. Preliminary written tests are a more reliable way to assess candidates. The objective of these tests is to filter out those candidates who don’t have that essential skill you require. It is tempting to cover multiple topics, such as technical aptitude, logical reasoning, verbal ability, psychometric quotient, and so on. However, what works best are short and focused tests.
Identify that one skill that’s most important to your hiring needs and conduct a quick, relevant 45- to 60-minute test. Core skills could include programming proficiency, logical reasoning, communication skills, etc. That’s one less pain point in your quest for fresh talent…
Minimize repetitive manual tasks
“How?” you ask—use an automated solution! Time is of the essence during campus drives. Take too long to decide and you may lose your candidate to a competing company.
Conducting pen and paper tests requires massive amounts of manual work such as creating questions, getting question papers ready and printed, coordination, conducting the test itself, evaluation, and so on. During manual evaluation, there is a significant possibility of an increase in assessment-related errors.
Alternately, an online recruitment solution lets you automatically conduct online tests to evaluate different skill sets and view candidate performance.
Interview smartly
The final decision is made via personal interviews. Taking back-to-back interviews can be tiring and this could result in errors. Following are a few ways in which you can minimize interviews:
Conduct at least 2 interviews for each candidate. One messed up interview should not be the basis of rejection.
Do not judge technical aptitude only through programming puzzles/questions. A lot of candidates have active GitHub profiles and open source contributions which can serve as a relevant metric.
Have a large question bank for the interviews to minimize the repetition of questions during interviews. Candidates discuss their interview experiences with each other.
Manage interview slots to ensure that candidates don’t have to wait long hours. Waiting can be tiring and demotivating, which in turn can affect performance.
Traditional campus recruitment approaches are time intensive and not intelligent enough to assure top-quality hires. Later, attrition could be high because the evaluation failed to assess the “purported” skills in real-world scenarios or check for cultural fit. If you have talent verticals that are diverse, candidates spread across multiple colleges, or fewer resources to spare for mundane screening tasks, then online assessment tools could be a blessing in many ways. Integrity of the web-based tests assured by unbiased evaluation, quick turnaround time thanks to smart proctoring, and superior multi-skill challenges give the online campus recruitment strategy an edge over the traditional hiring method.
Looking to conduct online coding tests to hire developers for your organization? Try HackerEarth Recruit free for 14 days to start creating tests for your candidates right away.
29th August 2018
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