Hi,
I am in the process of opening an Executive Search Firm. I need a training manual to train my consultants. I have read a lot of articles on CiteHR, and I feel it's a wonderful place to share knowledge on all aspects of Human Resource practices. It is a very useful site, and I am sure some members would be able to help me.
Cheers,
Rohit
From India, Calcutta
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263I am in the process of opening an Executive Search Firm. I need a training manual to train my consultants. I have read a lot of articles on CiteHR, and I feel it's a wonderful place to share knowledge on all aspects of Human Resource practices. It is a very useful site, and I am sure some members would be able to help me.
Cheers,
Rohit
From India, Calcutta
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Dear Rohit,
Greetings!
It's a good thought. Since you have already reviewed all the articles on recruitment and selection, there is very little left to recall. The only area I suggest you focus on is executive search, competency mapping, and headhunting.
For headhunting, a smart communicator and thinker are essential, as they understand the importance of benefiting both parties involved - finding a suitable workplace for one and sourcing top talent for the other. Those who grasp this concept well can excel as smart search executives, building a robust database to meet requirements. Therefore, I believe your emphasis should be on training headhunters to ensure the success of your ideas.
Wishing you all the best.
Have a nice day ahead.
Regards,
Durga Gangadhar
durgahrd@rediffmail.com
From India, Hyderabad
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Greetings!
It's a good thought. Since you have already reviewed all the articles on recruitment and selection, there is very little left to recall. The only area I suggest you focus on is executive search, competency mapping, and headhunting.
For headhunting, a smart communicator and thinker are essential, as they understand the importance of benefiting both parties involved - finding a suitable workplace for one and sourcing top talent for the other. Those who grasp this concept well can excel as smart search executives, building a robust database to meet requirements. Therefore, I believe your emphasis should be on training headhunters to ensure the success of your ideas.
Wishing you all the best.
Have a nice day ahead.
Regards,
Durga Gangadhar
durgahrd@rediffmail.com
From India, Hyderabad
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Hi Durga,
Thanks for your suggestions. I have prepared a draft PowerPoint Presentation on Recruitments. I have picked a few food stuffs from citehr as well. Please have a look and see if it's decent enough. I have worked in Recruitments for quite some time and have good knowledge about it. I have tried to incorporate that in the presentation. Your suggestions would be valuable.
Cheers,
Rohit
From India, Calcutta
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Thanks for your suggestions. I have prepared a draft PowerPoint Presentation on Recruitments. I have picked a few food stuffs from citehr as well. Please have a look and see if it's decent enough. I have worked in Recruitments for quite some time and have good knowledge about it. I have tried to incorporate that in the presentation. Your suggestions would be valuable.
Cheers,
Rohit
From India, Calcutta
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Hi! Maybe a Recruitment Policy and a Training & Development Policy would be a good addition to your planned manual. My company has these policies, but we offer them for sale. Please feel free to contact us if you are interested. Best wishes.
Ed Llarena, Jr. Managing Partner Emilla Consulting
From Philippines, Parañaque
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Ed Llarena, Jr. Managing Partner Emilla Consulting
From Philippines, Parañaque
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Hi!
Just an additional input! My company has also recently developed a Training & Development Guidebook and a Training & Development Work Manual. Both these documents are also for sale.
Again, let us know if you will be interested.
Best wishes,
Ed Llarena, Jr. Managing Partner Emilla Consulting
From Philippines, Parañaque
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Just an additional input! My company has also recently developed a Training & Development Guidebook and a Training & Development Work Manual. Both these documents are also for sale.
Again, let us know if you will be interested.
Best wishes,
Ed Llarena, Jr. Managing Partner Emilla Consulting
From Philippines, Parañaque
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Hi, your PowerPoint presentation is well-structured. Just a suggestion: In your presentation, if the candidate is selected, you initiate the joining formalities. It seems you have missed out on the need and the way to communicate with the candidate if he/she is not selected. This is an extremely vital component that will determine a consultant's image in one's mind. Research would reveal that most of the time, candidates, especially in middle, senior, and top management roles, are annoyed or upset with many job consultants/headhunters. This is simply because when consultants need to fill a requirement, they are too eager to reach out to the candidate, calling many times at odd hours. Yet when it comes to post-interview feedback, these consultants are too lax in their attitude, especially when the candidate feels they had a fantastic interview and are positive about the outcome.
Out of anxiety to know the result, if the candidate calls the consultant to hear excuses such as "The client hasn't reverted," "We will get back to you as and when we hear from them," and other vague excuses, and not conveying that the candidate hasn't been selected, it leaves candidates miffed. It should be the responsibility of a professional headhunter to be as professional in their dealings and as courteous to promptly revert to candidates, even if they are not selected, rather than leaving things in limbo and causing unnecessary anxiety. It's not a big deal if one isn't selected; there are plenty of opportunities out there. Yet, you need to ensure you communicate properly with the candidate that they have not been successful on this occasion to leave a healthy and positive influence on the candidate(s). Make sure you incorporate that point in your presentation and train your staff accordingly. Cheers.
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Out of anxiety to know the result, if the candidate calls the consultant to hear excuses such as "The client hasn't reverted," "We will get back to you as and when we hear from them," and other vague excuses, and not conveying that the candidate hasn't been selected, it leaves candidates miffed. It should be the responsibility of a professional headhunter to be as professional in their dealings and as courteous to promptly revert to candidates, even if they are not selected, rather than leaving things in limbo and causing unnecessary anxiety. It's not a big deal if one isn't selected; there are plenty of opportunities out there. Yet, you need to ensure you communicate properly with the candidate that they have not been successful on this occasion to leave a healthy and positive influence on the candidate(s). Make sure you incorporate that point in your presentation and train your staff accordingly. Cheers.
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