What to know about the whole recruitment process in corporate.
From India, Hyderabad
hi this is sandesh iam doing my mba if u got any information mail me what is your back ground

RECRUITMENT / SELECTION PROCESS

1. REGULAR SELECTION BY INHOUSE

2. OUTSOURCE

3. HEAD HUNTING

AS part of the recruiting/selection procedures, for certain

positions--which are difficult to fill in, you can adopt

the following

-for tech. positions, you can outsource.

-for very senior position, you can use head hunters.

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PROCEDURAL ELEMENTS FOR ALL POSITIONS

---------------------------------------------!------------!-------------------------!-----------------!----------!---------------

PREPARING JOB ANALYSES

PREPARING JOB DESC procedural element for all positions

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PREPARING JOB SPECS procedural element for all positions

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DECIDING TERMS AND procedural element for all positions

CONDITIONS OF EMPLO

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ADVERTISING procedural element for all positions

[COPY/MEDIA PLAN] except for senior positions [ head hunting]

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INTERNAL APPLICANT procedural element for all positions

EXTERNAL APPLICANT except for tech [ outsourcing ]

ONLINE APPLICANT and senior positions [ head hunting]

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SIFTING APPLIC procedural element for all positions

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PERSONAL INTERVIEW

-INDIVIDUAL PER TO PER procedural element for all positions

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-PANEL INTERVIEW only for tech. positions

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-SELECTION BOARD only for senior positions

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TESTING [ BEHAVIORAL]

-PSYCHOLOGICAL procedural element for all positions except senior position

-PERSONALITY procedural element for all positions except senior position

-ABILITY procedural element for all positions except senior position

-APTITUDE procedural element for all positions except senior position

-PSYCHOMETRIC procedural element for all positions

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TESTING [ TECHNICAL ] only for tech. positions

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ASSESSMENT CENTRE only for senior positions

-POTENTIAL

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OBTAINING REFERENCE procedural element for all positions

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CHECKING REFERENCE procedural element for all positions

MAKING DECISION procedural element for all positions

OFFERING EMPLOYMENT procedural element for all positions

PREPARING EMPLOY procedural element for all positions

LETTER

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NOW YOU CAN EASILY PREPARE , THE RECRUITMENT/ SELECTION PROCEDURES

USING THE ABOVE CHART.

WHEREVER, YOU / COMPANY FEEL CERTAIN CHANGES, YOU CAN EASILY DO IT.

IT IS A VERY FLEXIBLE CHART.

REGARDS

LEO LINGHAM

From India, Mumbai
hi madam
this is sandesh iam from banglore iam mba student iam in 4th
sem doing final project in bajajallianz . my title is recruitment & employee selection process i want to know the information relating to this topic any articles , report etc.. .bcoz this is my first project i,e to prepare the report iwant to know the contents of the report to be put in professionally & as my title is recruitment & employee selection process what are the contents can i put in this report
can u please mail the information to my mail address i,e:

my phone no is 9986262150
thanking you
sandesh


AN OVERVIEW OF THE PROCESS

1.PREPARATION AND COMPLETION OF RECRUITMENT

DOCUMENTATION.

-the line manager with vacancy prepares the requistion form.

-the line manager prepares the job description/ job speciifcation

and gives it HR, WHO FINE TUNE THE DATA.

-the line manager also prepares the grading of the position.

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2.ACKNOWLEDGEMENT WITH PROPOSED TIMESCALES.

-the line manager / HR prepares the proposed timescales.

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3.DEVELOPMENT / SUBMISSION OF ELECTRONIC JOB DESCRIPTION

AND PERSON SPECIFICATION.

-the line manager approves the job description/specifications.

-the HR COMPLETES THE SUPPLEMENTARY INFORMATION

REQUIRED.

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4.ADVERTISEMENT

-the HR PREPARES THE ADVERTISEMENT AND PLACES THE ADs.

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5.RESPONSE HANDLING

-HR sends out the interview packs to the listed candidates.

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6.SHORTLISTING

-THE HR CONDUCTS ONLINE/ TELEPHONE INTERVIEWS

AND MAKES A SHORT LIST.

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7.ARRANGEMENT OF INTERVIEW.

-HR sends out the invitations to the SHORT LISTED persons.

-the interviewing panel receives the interviewing packs.

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8.INTERVIEW

-the panel members individually fill the assessment forms.

-the HR completes the interview outcome.

-this is reviewed by HR AND THE LINE MANAGER

FINALISE THE APPOINMENT.

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9.POST INTERVIEW

-HR sends out letters to the unsuccessful candidates.

-HR CHECKS REFERENCES.

-HR SENDS OUT OFFER LETTERS TO SUCCESSFUL CANDIDATES.

-THE LINE MANAGERS / AGREE TO THE START DATE

AND INDUCTION PROGRAMME.

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10.PERSONAL FILE CREATION

-HR CREATES ''PERSONAL FILE ''.

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11.HANDOVER TO HR / ADMINISTRATION

-THE LINE MANAGER HANDS OVER THE RESPONSIBILITY

FOR PAYROLL ADMIN AND INDUCTION TO HR.

-HR PREPARES WELCOME PACK / EMPLOYEE MANUAL.

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12. ARCHIVING OF APPOINTMENT FILES.

-HR ARCHIVES SELECTED CANDIDATES FILE.

-HR DESTROYS UNSUCCESSFUL CANDIDATES FILES

AFTER 6 MONTHS.

THIS IS A BROAD APPROACH.

THIS WILL VARY WITH COMPANIES AND REQUIREMENTS

SITUATIONS.

REGARDS

LEO LINGHAM

From India, Mumbai
Psychometric Testing

Psychometric testing provides an objective summary of an individual's abilities, behavioural style and cultural fit and is an excellent predictor of performance.

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Benefits to Clients

Provides a candidate’s psychological profile matched precisely to the job vacancy.

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Provides unique information, not available from other sources, to assist with the decision. Reports must be interpreted by qualified and Registered Psychologists.

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Matched to Job Profile

All Psychological Testing and Profiling must be matched to the specific job profile inclusive of critical interpersonal and skill based competencies as set out in the related KPIs. This will include the selection of the correct level of ability testing ranging from general, clerical, graduate through to executive critical reasoning level. An appropriate test battery should be tailored to meet specialist roles ranging from sales and customer service roles through to graduate, technical, clerical, middle management and executive roles.

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Uses for Psychometric testing

Recruitment and candidate selection

Internal promotions

Development programmes

Team building

Management and leadership training

Outplacement

Re-deployment programmes

Organisational development and

Training programmes.

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Why use Psychometric Testing Services?

Ensures optimal candidate selection and reduced conflict in your organisation.

Delivers a credible, unbiased basis for decision making on all personnel issues.

Long term savings and increases in productivity, effectiveness and team compatibility.

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Who would you test?

Everyone in your organisation could be tested for various reasons and at differing levels of cost, complexity and report detail.

Staff

Office administration

Sales & marketing

Customer service

Banking

Finance & accounting

Secretarial & clerical

Call centre operators

Retail sales

Helpdesk operators

Logistics & distribution

Warehousing & inventory

Team leaders

Human resources

Management

Middle management

Supervisors & department managers

Senior executives

Operational

Technical

Engineering

regards

LEO LINGHAM

From India, Mumbai
Dear Leo,
Thanks for the detailed input about Psychometric Testing. Can you forward me any sample Psychometric test papers or may be you can tell me where to find it...
My email id is
Thanks a ton
Regards,
Ali

From India, Bangalore
Hi,
The recruitment and selection is the major function of the human resource department in any firm. A general recruitment process is as follows:
1.Identifying vacancy
2.job description and person specification (every firm or organisation may sometimes specifically mention that they require a person with (Maths backgroud or B.Tech graduate or whose between 25-30 age or technical background etc.)
3.Advertising the vacancy
4.Managing the response
5.Short-listing
6.Arrange interviews
7.Conducting interview and decision making.
Hope this helps you.

From India, Chennai
hi, we are (secureplus) deal in various security solution products. as far as business concern we are very much satisfy but we facing efficient & enthusiastic manpower. so what type of sources we chose or what type of strategies we can made. please guide us.
THANKING YOU
SECUREPLUS

From India, Mumbai
What exactly are you looking for in the employee recruitment, is about the process or no of rounds.. If you are specific then some will be able to respond you.
From India, Hyderabad

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