Plz help with a good book which can clear my fundamentals while going Technical recruitment.. Thanks & Regards Akanksha
From India, New Delhi
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From India, New Delhi
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Hi Akanksha,
Understanding Technical Recruitment
What do you mean by technical recruitment?
The basics of recruitment involve knowing the fundamental process to follow, which is:
1. Understand in detail the vacant position.
2. Accordingly, draft a JD (Job Description) for the position and get approval on it from the concerned authority who gave the manpower requisition.
Drafting a JD helps you understand the responsibilities of a person handling that role, the required skills, and the necessary years of experience. You need not have technical knowledge, but you should know what technical requirements are needed.
For example, as an IT recruiter, you should know what skills your candidate should possess — Java, PHP, CSS, HTML, C#, ASP, VB, SQL, or specifically what the authority has requested.
Accordingly, we can find much information on Google that can help us form a basic questionnaire.
3. Choose the right source to advertise your vacancy — Media, Print Media, online job boards, job portals, social networking sites, etc.
4. When you get CVs, screen each CV for the relevant keywords — skills and knowledge base requested by the person.
5. Thoroughly read the CVs of the screened candidates. Select the best matching ones and share them with the concerned person.
6. Accordingly, you can either modify your search or coordinate with the candidates for the interview.
You do not need technical knowledge to do this... You just need the right skills....
Hope I clarified your doubts.
All the best.
Regards
From India, Mumbai
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742Understanding Technical Recruitment
What do you mean by technical recruitment?
The basics of recruitment involve knowing the fundamental process to follow, which is:
1. Understand in detail the vacant position.
2. Accordingly, draft a JD (Job Description) for the position and get approval on it from the concerned authority who gave the manpower requisition.
Drafting a JD helps you understand the responsibilities of a person handling that role, the required skills, and the necessary years of experience. You need not have technical knowledge, but you should know what technical requirements are needed.
For example, as an IT recruiter, you should know what skills your candidate should possess — Java, PHP, CSS, HTML, C#, ASP, VB, SQL, or specifically what the authority has requested.
Accordingly, we can find much information on Google that can help us form a basic questionnaire.
3. Choose the right source to advertise your vacancy — Media, Print Media, online job boards, job portals, social networking sites, etc.
4. When you get CVs, screen each CV for the relevant keywords — skills and knowledge base requested by the person.
5. Thoroughly read the CVs of the screened candidates. Select the best matching ones and share them with the concerned person.
6. Accordingly, you can either modify your search or coordinate with the candidates for the interview.
You do not need technical knowledge to do this... You just need the right skills....
Hope I clarified your doubts.
All the best.
Regards
From India, Mumbai
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