Dinesh Divekar
Business Mentor, Consultant And Trainer
Ryan
India's 1st Strategic Strengths Coach, Corporate
Kanika Kapoor
Soft And Behavioural Skills Trainer
Minnie Gupta
Manager, Business And Brand Develoment
+1 Other

#Anonymous

Dear Folks,
Hiring is not an easy job but you can ease it by constituting together few easy things which you do always but not constructed ever before accordance to your Hiring Manager.
Friends, Seeking your ideas and help to prepare a training program for Hiring Manager/Authority. Intend of this is to ease them to hire the best and put in place a structured assessment process and practices.
You mayshare any link/info/ppt/consultant details /URL/Program etc.
5th May 2014 From India, Bangalore
Hi
First please define / decide within one or two sentences what you wish the managers to know at the end of the workshop.
When defining the content & formats, please take inputs from your line managers so that you will have better buy-in.
Once you have the above, then you are in a better position to run the program. If you wish, let me know and I will do the program for you as I am a trainer who also designs the content.
Regards
Ryan
6th May 2014 From India, Mumbai
Dear Shyam,

You have raised the post however, you have not given given basic information like nature of your industry, what is the total manpower, how many hirings are made per annum, what is the qualification required to become "hiring manager"?

Is your manpower requirement is so high that it merits creation of a separate post of "Hiring Manager"? How big is your recruitment department?

Have you done recruitment analysis? For what department recruitment is done maximum? Whatever that department is, has your "Hiring Manager" worked for few days/weeks in this department in order to understand the intricacies of this department?

Have you calculated cost of wrong hire? If yes then on what parameters? What is the percentage loss against revenue? How many per cent were wrong hires against total hired in the last FY?

How do you assess the quality of your recruitment? When do you assess it?

Do you have very well designed Performance Management System (PMS) in your company? If yes, do you do performance-measure based recruitment?

Have you trained your recruitment staffs on "Behavioural Interviewing"? If yes, then who has trained them? What is the training effectiveness?

How do you maintain the records of the interviews? Are these records tallied with the employee's performance especially in cases of wrong hires?

There are so many questions. Any suggestions can be given only after getting the sufficient information.

All the best!

Dinesh V Divekar

Management Training Consultant



[B]


6th May 2014 From India, Bangalore
As my peers above have already mentioned, there are many points to consider before deciding on what kind of training you want to give to your hiring manager. However, there are certain underline values that every hiring manager can incorporate. For example, check this article:
Hire people that love their work | IT Management Skills
It talks about how to find people who love their work.
Or this:
Job search the old fashion way: Its harder, but it works | IT Management Skills Job search the old fashion way: It
And this is a great one:
Deciding which person to hire | IT Management Skills
Hope this helps. If you need more help, feel free to amil me at
6th May 2014 From United States, Holliston
Hello Dinesh,
I'd like to highlight here...that the person here is requesting for support in preparing an Induction program "intending to ease new joiners into the system"
the points/suggestions mentioned by u are not even close to explaining him about what all is there in an Induction program.
-Basic nature is OK
-total manpower-how does it matter...even if thr are 30 ppl in an organization...whats the harm in giving them a proper induction
-Hiring per annum-again that does not matter
-Department, quality of recruitment, calculation of cost of wrong hire---how does it matter while giving induction (even a fresher...12th pass employee should be inducted...
-PMS??? -- again not related.
Would request you not to confuse the people asking polite questions. I guess the knowledge you possess is amazing but lets use it in the best way.
Apologies if the reply hurts

9th May 2014 From India, Delhi
Dear Kanika,

You are free to express to your views. Nevertheless, let me apprise you that while designing any training programme the background information is necessary. I do not conduct any training programme with superficial information. Extensive pre-training assessment is necessary. Facts and figures should be quoted in any training. Hence these questions.

Secondly, whenever any training is conducted it should be aimed at decreasing some expenditure. Hence the questions on cost of wrong hire. Any training that does not aim at reducing the operations expenditure goes waste.

I request you to read the post clearly. The post says "Friends, Seeking your ideas and help to prepare a training program for Hiring Manager/Authority. Intend of this is to ease them to hire the best and put in place a structured assessment process and practices."

The training programme is for Hiring Manager/Authority. The poster wanted to enhance their skills so that they can hire the best manpower. It is not about induction training.

Hope this clarifies why I had given my past post.

Thanks,

Dinesh Divekar
9th May 2014 From India, Bangalore
Dear Folks,

Would like to thank you all for your instantaneous response to my posting. I am very thankful and inquisitive to revert back to you about the objective of this training program and background of my industry and exposure.

I am working with a top ten Insurance (Investment & Broking) company in Mumbai, responsible for TA and operating at a very cost effective centralized model. Major function of my organization is into sales and we have presence across India predominantly in southern part.

All have undergone through several behavioral training programs but not sure about behavioral interviewing and holds a responsible position to manage the regional business/profit centers.

Attrition is always high in BFSI however we are quite stable and in a better position compare to competition.

These are the points below strikes to me when I think about to prepare a training module beyond that which I seek for your support and advise.

1.Would like to train all my regional and corporate hiring managers all about right hire.

2.Various Techniques /Methods of selection Traditional and Modern

3.Various assessment process

4.Decision Making

5.Interviewing skills

6.Risk inclined

7.Process and policy

8.Peer concurrence

9.Thumb rules/Philosophy

10.Laws and theory

11.Case Study

12.Short Ability/Competency test for Hiring Manager

13.Communication /Feedback /Approach

14.Leadership

15.Attitude and Courage

16.Networking skills


21st May 2014 From India, Bangalore
Dear Folks,

Would like to thank you all for your instantaneous response to my posting. I am very thankful and inquisitive to revert back to you about the objective of this training program and background of my industry and exposure.

I am working with a top ten Insurance (Investment & Broking) company in Mumbai, responsible for TA and operating at a very cost effective centralized model. Major function of my organization is into sales and we have presence across India predominantly in southern part.

All have undergone through several behavioral training programs but not sure about behavioral interviewing and holds a responsible position to manage the regional business/profit centers.

Attrition is always high in BFSI however we are quite stable and in a better position compare to competition.

These are the points below strikes to me when I think about to prepare a training module beyond that which I seek for your support and advise.

1. Would like to train all my regional and corporate hiring managers all about right hire.

2. Various Techniques /Methods of selection Traditional and Modern

3. Various assessment process

4. Decision Making

5. Interviewing skills

6. Risk inclined

7. Process and policy

8. Peer concurrence

9. Thumb rules/Philosophy

10. Laws and theory

11. Case Study

12. Short Ability/Competency test for Hiring Manager

13. Communication /Feedback /Approach

14. Leadership

15. Attitude and Courage

16. Networking skills


21st May 2014 From India, Bangalore
Would like to thank you all for your instantaneous response to my posting. I am very thankful and inquisitive to revert back to you about the objective of this training program and background of my industry and exposure.

I am working with a top ten Insurance (Investment & Broking) company in Mumbai, responsible for TA and operating at a very cost effective centralized model. Major function of my organization is into sales and we have presence across India predominantly in southern part.

All have undergone through several behavioral training programs but not sure about behavioral interviewing and holds a responsible position to manage the regional business/profit centers.

Attrition is always high in BFSI however we are quite stable and in a better position compare to competition.

These are the points below strikes to me when I think about to prepare a training module beyond that which I seek for your support and advise.

1. Would like to train all my regional and corporate hiring managers all about right hire.

2. Various Techniques /Methods of selection Traditional and Modern

3. Various assessment process

4. Decision Making

5. Interviewing skills

6. Risk inclined

7. Process and policy

8. Peer concurrence

9. Thumb rules/Philosophy

10. Laws and theory

11. Case Study

12. Short Ability/Competency test for Hiring Manager

13. Communication /Feedback /Approach

14. Leadership

15. Attitude and Courage

16. Networking skills[/QUOTE]
4th June 2014 From India, Bangalore
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