Are Recruitment, Training, and Payment Processes the Same Everywhere? Let's Simplify Them Together

Hi,

Are the following processes the same across companies? How can we simplify the complexities in these processes?

1. Recruitment.
2. Training and Development.
3. Gratuity and Payment.

Thanks and Regards,
J A Xavier

Hi Antony,

No, the processes are not the same across the company except perhaps for the 3. Gratuity and Payment. It is similar in all the companies as it is governed by the law.

As for 1. Recruitment, different companies utilize different means of sourcing candidates. At the same time, companies have different interviewing techniques and levels. Some recruit from the campus, while others prefer centralized campus. Some prefer walk-ins, while others prefer consultants. There are lots of ways that a company handles its recruitment, and most of the time the company utilizes more than one method of recruitment for its requirements.

2. Training and Development depend on the training requirements of each individual company and department. So, it cannot be the same for all departments, let alone the companies.

As for how can we simplify the complexities in these processes, it needs to be done individually for each process and problem.

Thank you.

Dear Ajmal Mirza,

Thank you for your ideas. In my survey and analysis, I find that most employers waste time and money by interviewing the wrong candidates. Is it because the interviewer was unsure whom they were going to meet, or did the process fail at the consultant level by not clearly updating the profile for both the interviewer and the interviewee?

I feel that fine-tuning these processes will surely help in identifying potential candidates without wasting much time and money.

Regards,
J A Xavier

Hi, Antony,

I find that most employers waste time and money in interviewing the wrong candidate. For this, I have a suggestion:

1. Make a special form for the vacancies. A common form can be created with various fields.
2. Ask potential candidates to fill out the form before the interview is conducted. This ensures that you have all the necessary information about the candidate.
3. Filter the candidates based on the requirements. This will enable you to interview only a limited number of candidates who meet the defined criteria.
4. If the candidates come through consultants, provide the consultants with the required form and delegate the task of filtering the candidates (based on the form) to them.

This approach should save a lot of the interviewer's time as they will only be interviewing the filtered candidates.

Thank you.

Hi,

We have been following a similar process. At first, the shortlisted candidates take up a written test, and then 2 rounds of interviews. I have shortlisted thousands of candidates for 8 positions, but nothing seems to work out. Please advise me.

1. Could my pattern of shortlisting be wrong?
2. Are the written tests too difficult that very few candidates progress to the interview round?
3. Are the rounds, i.e., test and interview, in the right order, or have I missed out on something?
4. What are the market trends regarding pass percentages in such written tests in the IT industry?

Regards,
Soumya Shankar

Hi,

Can anybody send me a flow chart of the recruitment process in the Insurance Industry?

Regards,

J. A. Xavier