PROFESSIONALS AND BUSINESSES PARTICIPATING IN DISCUSSION
Senior Services Manager
Workplace Assessment And Training
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Here's the brief plan for Recruitment :
1. Design an effective and efficient selection process that is structured and uniform, yet not lengthy and time-intensive. Start with a detailed phone screen to minimize “misses.”
2. Be user-friendly. Get creative and flexible with the time and location where the interviews will occur. Make it easy and convenient for candidates to be considered
3. Maximize candidate outreach. Tap various resources, including job boards, print, radio, social media like Linkedin,FB, etc..
and your employees (e.g., for referrals) to generate applicant traffic.
4.Partner with a staffing firm that specializes in the area of need and has a demonstrated ability to deliver a similar volume of comparable skill sets in a timely manner.
5.Develop an efficient and effective onboarding process.
Hope this post supports you ....
From India, Bengaluru
FredAnthHi Shashi19883, there is no magic wand which you can wave to create a recruitment action plan. think, write, analyze, re-write the plan that is how is goes. what one tried may not suit another since the skill sets vary and the nuances may be different.
From India, Chennai
aussiejohnI would suggest you first start by firing the person in your organisation who decided you needed 60 people in 15 days time.
No sane, logical, and professional person decides something like this on a whim. Any organisation's development plan and projected staffing should be set out in their business plan, so future staffing needs are known well in advance, and can be properly prepared for.
As I have stated many, many, many times on this forum, you will never get the right people for your organisation, if you do not have a robust and logical recruitment and selection policy in place.
Recruitment takes time unfortunately, and to recruit 60 people is going to take a lot of time. If you follow my very successful recruitment plan, and just select the top 3 candidates for each position for interview, that is 180 interviews. Can anyone tell me how you can conduct 180 interviews in less than 15 days, and make a value judgement on each candidate's suitability, let alone do reference checking, prepare offer letters, and see to all the other administrative detail?
No, I thought not.
As with so many things I read here on CiteHR, this just borders on madness. I sometimes think people check their brains in at the front door when they turn up for work each day, and sadly, that applies to so many so called HR professionals I have met in my working life.
From Australia, Melbourne