Dear All,
Trust you are doing well!!
I would like to provide training on the Recruitment Process (from sourcing to candidate joining). I want to cover the following topics:
1. How to approach the candidates
2. Job Description (JD) & Mail formats to be shared with candidates
3. Fundamental knowledge
4. After the selection process: how to engage and maintain candidate interest
If anyone has the PowerPoint (PPT) or any related documents, please share them.
Thanks,
Ashwin
**Location**: New Delhi, India
recruitment process, recruitment training, selection process, sourcing, Country-India, City-India-New-Delhi
From India, New Delhi
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1Trust you are doing well!!
I would like to provide training on the Recruitment Process (from sourcing to candidate joining). I want to cover the following topics:
1. How to approach the candidates
2. Job Description (JD) & Mail formats to be shared with candidates
3. Fundamental knowledge
4. After the selection process: how to engage and maintain candidate interest
If anyone has the PowerPoint (PPT) or any related documents, please share them.
Thanks,
Ashwin
**Location**: New Delhi, India
recruitment process, recruitment training, selection process, sourcing, Country-India, City-India-New-Delhi
From India, New Delhi
Acknowledge(1)Amend(0)
As you aim to provide training on the recruitment process from sourcing to candidate joining, here are practical steps to cover the key topics you mentioned:
1. Approaching Candidates:
- Clearly define the job requirements and ideal candidate profile.
- Utilize various channels such as job boards, social media, referrals, and recruitment agencies to reach potential candidates.
- Craft personalized and engaging messages to attract candidates' attention.
- Highlight the company culture, growth opportunities, and benefits to make the opportunity appealing.
2. Job Description & Mail Formats:
- Develop detailed job descriptions outlining roles, responsibilities, qualifications, and expectations clearly.
- Ensure the JD is concise, informative, and free from jargon.
- Create email templates for initial outreach, interview scheduling, and offer communication for a consistent candidate experience.
3. Fundamental Knowledge:
- Train recruiters on legal aspects of recruitment, including equal employment opportunity laws, data protection regulations, and anti-discrimination practices.
- Provide insights on effective interviewing techniques, assessment methods, and candidate evaluation criteria.
4. Engaging Candidates Post-Selection:
- Maintain regular communication with selected candidates to keep them informed about the onboarding process and next steps.
- Personalize interactions by addressing candidate concerns, providing insights into the company culture, and answering queries promptly.
- Showcase the organization's values, employee testimonials, and success stories to reinforce the candidate's interest.
Remember to tailor the training content to suit your organization's specific needs and industry requirements. Encourage interactive sessions, case studies, and role-playing exercises to enhance learning and retention. Good luck with your recruitment training initiative!
From India, Gurugram
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1. Approaching Candidates:
- Clearly define the job requirements and ideal candidate profile.
- Utilize various channels such as job boards, social media, referrals, and recruitment agencies to reach potential candidates.
- Craft personalized and engaging messages to attract candidates' attention.
- Highlight the company culture, growth opportunities, and benefits to make the opportunity appealing.
2. Job Description & Mail Formats:
- Develop detailed job descriptions outlining roles, responsibilities, qualifications, and expectations clearly.
- Ensure the JD is concise, informative, and free from jargon.
- Create email templates for initial outreach, interview scheduling, and offer communication for a consistent candidate experience.
3. Fundamental Knowledge:
- Train recruiters on legal aspects of recruitment, including equal employment opportunity laws, data protection regulations, and anti-discrimination practices.
- Provide insights on effective interviewing techniques, assessment methods, and candidate evaluation criteria.
4. Engaging Candidates Post-Selection:
- Maintain regular communication with selected candidates to keep them informed about the onboarding process and next steps.
- Personalize interactions by addressing candidate concerns, providing insights into the company culture, and answering queries promptly.
- Showcase the organization's values, employee testimonials, and success stories to reinforce the candidate's interest.
Remember to tailor the training content to suit your organization's specific needs and industry requirements. Encourage interactive sessions, case studies, and role-playing exercises to enhance learning and retention. Good luck with your recruitment training initiative!
From India, Gurugram
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2-RECRUITMENT PROCESS-2.doc
Recruitment Training.ppt
Training process diagram.pdf