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Can 2 min telephonic round is enough for judging a candidate..
Hi i have a question for hr professional..can 2 min of telephonic round is enough for judging a candidate with 5 yrs of experience in recruitment.. one of my friend who is mba hr with more than 5 yrs of experience in recruitment ..he is from corporate sector..he want to move to recruitment firm for challenging job..he has given interview in one of the top recruitment firm in india.. he cleared 3 face to face round and pshycometric round also ..in internal hr of recruitment firm inform him that a new head hr has joined anh he want to take a telephonic round..the guy was fine with that.. next day the head hr calls up and spoke to him for hardly one min and asked him that why you want to move from corporate to consulting firm.. he asked saying that he need a big platform in recruitment..the head hr has kept him on hold. the internal hr of that recruitment firm were also shocked after geting the feedabck...b coz they have met him in person .. i have 2 question for senior hr experts.. 1. is 1 min telephonic round is sufficient to judge a candidate with 5 yrs of exp..? 2. after you reach to high position and have lot of experience your risk taking capabilites becomes zero and every move you do you ensure that there is no risk.. please send me you suggestion and views on this situation.. rgds charu sharma
Malpractices of hr firms and companies
Dear all hr experts it has been noticed that some of the recruitment firm and companies are not dealing in fair and jusitfied manner and therefore as a job seeker we sometimes do not feel like trusting to such recruitment firm and companies. in recent incident a call was made by recruitment firm for some position. the profile of the candidate was lacking some part. the recruitment firm made changes in job profile of the candidate in resume and almost copied the similar responsibilities mentioned in jd. in another incident a employee was promised by the company that he will be given extra benefits in form of incentives verbally however such benefits never given by the company even though the target is achieved. dear hr experts we seek your guidance in how to check the trust worthy ness of company and recruitement firms. like the company check employee s reference back ground etc. can we check the genuineness of recruitement firm the company hr practices etc. unfortunately we do not have any interactive platform for employees to share their experiences and guidance to juniour employees while working in organisations. regards to all.
Need inputs for recruitment business
Dear friends i am planning to start a recruitment firm in chennai. i need your inputs on ... 1. what are the basics to set up a recruitment firm 2. recruitment business plan and how to acquire clients 3. legal formalities to open up a recruitment firm anticipating your valuable info and tips.. thanks saravanakumar
Difference between an rpo and consultancy
Dear seniors i would like to know "what is the difference between a recruitment process outsourcingrpo firm and a recruitment consultancy firm?" is it true that rpo firm has to get a different set of permissions from govt. to do business when compared with recruitment consultancy firm? please let me know as i am told that i cannot be given incentive for each placement i am doing becoz we re a rpo firm not a recruitment firm. how true is this? regards vijaya
Why candidate stability warranty is given
Hello all i recently started a recruitment firm. i searched in search box and in different discussion categories but could not find it. 1. i want to know that "why candidate stability warranty candidate replacement guarantee is given"?? 2. "why stability warranty is 3months standard"??
Employment exchange
Dear all we are intimating employment exchanges about vacancies. in response we also receive list of candidates. but candidates are not being called for selection as they do not meet with our requirement. in this regard we have received letter from ee asking us to furnish them the result of vacancy mode of recruitment reason for not calling candidate etc. my question is that are employers bound to reply them under ee act about the status of the vacancy and candidate etc?? kindly reply.