The process of recruitment is as under:
1) Get "Man power Indent" from the concerned with brief job description.
2) Obtain CVs from the local agencies or give advt. in local news paper.
3) After compiling all the CVs, shortlist the candidates for arranging interview.
4) After completion of interviews, you have to submit the selected candidates
list to the Management to get approval.
19th April 2014 From India, Hyderabad
firstly, what is function required in your firm like hr,finance ,accounting and marketing etc. how many person are required to your firm. you have to prepare list of person recruitment.then you approach to local newspaper, monster ,indeed and local agencies etc.
call to 9393249474
29th April 2014 From India, Hyderabad
It's sometime challenging as well as opportunistic too , when you work alone in any of the department . So when we seek to care the work nicely and timely , we must need to work smartly .
So as per your requirement , first you need to prepare the manpower list as the no of person desired in various departments in the coming time , as it won't be perfect but atleast an idea will be ok with you .
Your next task should be the type of hirings required frequent or on urgent basis as per the need of your organization or your observation , you can get the list of that from your management too , if you are new to organization or department .
Now as you have got a rough idea of the type of requirement , you need to prepare the Job description of each roles and levels . This will help you in easy posting of the jobs . If you have prepared it in advance , then with slight changes as per the situation , you can work easily in posting the jobs .
Now once you are done with this task , keep the JDs ready in a folder as per the roles . So you need to be smart in managing the data .
Now once you are done with this , you need to search the sources through you will be posting the job or getting the resumes .
Sources of posting jobs can be on walls, notice board, employee referrals,, media, newspaper, online free sites are many ( but post on relevant sites which should be active in your areas or field of business operation of your business) .
If your organization is willing you can outsource your hiring too or hire a third party for this but it must be the resort when you are not able to manage the workload and organization is well willing for this but do care your work pressure too as am not sure of the other task you are handling at present .
now when it comes to handling the interviews, line up of candidates , you can take help of office staffs to manage the applicants but with the permission of your management .
Looking over the number of applicants and your work schedule , do call them as per your time availability and if there is the burden or bulk recruitment , you will surely have to tell your management for extra support either in-house or through agencies , consultants .
you will have to check the number of rounds to be conducted as per the requirements too .
I hope this may help you a bit if not too much in getting your concern task handled well .
have a nice day .
29th April 2014 From India, Gurgaon
1)Assess vacancies- a vacancy may be caused by resignation or retirement or termination or death or of business expansion.
2)Prepare a job profile (JD) of such vacancies skill wise/job wise/function wise..For example ascertain as to how many marketing peoples/sales personnel or accountants or general administrative staff are required
3)Determine the educational qualifications, the quantum of experience and the areas in which such experience is required on the basis of the JD.
4.Next find out the sources from which you can draw such candidates- by accessing from open market by giving an advt., by employee referrals,through innercircles or campus etc.
5) Shortlist the candidates on the basis of compliance with your norms -educational, experience skills etc
6) constitute interview panel with those who are skilled to spot the talent and desired traits in a candidate.
7) Prepare a list of documents which you want to verify at the time of interview.
8)Hold interview to select candidates. Intimate candidates well in advance to avoid incidence of absence at the time of interview., Call them to ensure their attendance along with required documents.
In House HR & IR Advisor
30th April 2014 From India, Mumbai