Article by John M. Ruh from http://www.hrstore.com/free/freeR01.html
Recruiting Nightmares: A Foolproof Way To End Them
One company advertises in the newspaper for a receptionist and ties up the phones for three days. Another places a blind box ad for a controller and receives more than 300 resumes. It's not surprising that the question I often get asked is: How can I find a qualified candidate fast, at a reasonable cost, without taking calls and resumes from hundreds of unsuitable candidates?
My answer? Create a foolproof recruitment strategy!
It starts with understanding and accepting the human resource market as it is today, specifically the availability of candidates for the positions you are recruiting for. Once you understand and accept this, you must then choose the right methods that will fill your position (it must be fillable to begin with) within budget and time restraints.
What are the right methods?
Some methods include contract employment, outsourcing positions and departments, temporaries, temporary-to-full-time hiring, specialists, consultants, sending your open position to outplacement firms, colleges, etc., and the use of today's Internet recruiting capabilities. Rather than being locked into a single approach for all of your company's employment needs, you must develop a sound strategy for each hiring situation. The wrong choice will waste your time and prove extremely costly.
To develop your own foolproof recruitment strategy, you must do three things. First, create and nourish the belief that it is possible to end your "recruiting nightmares." Second, become familiar with all the recruitment options available. And, third, match each of your recruiting challenges, case by case, with the solution that suits it best.
For training on how to do this, please call us. We'll be happy to answer your questions, concerns, and needs in recruitment, consulting, and training. We always promise to provide resources and ideas that assist you in managing and coaching your most important resource -- your staff.
For example:
One-on-one Coaching:
- Basic and Advanced Interviewing Skills
- How To Recruit, Interview and Hire More Effectively in Today's Market
- 5 Steps To A Successful Hire
- Cost: Per contract
Customized Group Workshop:
- Basic and Advanced Interviewing Skills
- How To Recruit, Interview and Hire More Effectively In Today's Market
- Cost: Based on size of group, materials, and time
Sincerely,
John M. Ruh
773-775-6636
P.S. Aren't you glad to wake up and learn it was only a nightmare!
PROGRESS ENTERPRISE
From Australia, Ballarat
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13Recruiting Nightmares: A Foolproof Way To End Them
One company advertises in the newspaper for a receptionist and ties up the phones for three days. Another places a blind box ad for a controller and receives more than 300 resumes. It's not surprising that the question I often get asked is: How can I find a qualified candidate fast, at a reasonable cost, without taking calls and resumes from hundreds of unsuitable candidates?
My answer? Create a foolproof recruitment strategy!
It starts with understanding and accepting the human resource market as it is today, specifically the availability of candidates for the positions you are recruiting for. Once you understand and accept this, you must then choose the right methods that will fill your position (it must be fillable to begin with) within budget and time restraints.
What are the right methods?
Some methods include contract employment, outsourcing positions and departments, temporaries, temporary-to-full-time hiring, specialists, consultants, sending your open position to outplacement firms, colleges, etc., and the use of today's Internet recruiting capabilities. Rather than being locked into a single approach for all of your company's employment needs, you must develop a sound strategy for each hiring situation. The wrong choice will waste your time and prove extremely costly.
To develop your own foolproof recruitment strategy, you must do three things. First, create and nourish the belief that it is possible to end your "recruiting nightmares." Second, become familiar with all the recruitment options available. And, third, match each of your recruiting challenges, case by case, with the solution that suits it best.
For training on how to do this, please call us. We'll be happy to answer your questions, concerns, and needs in recruitment, consulting, and training. We always promise to provide resources and ideas that assist you in managing and coaching your most important resource -- your staff.
For example:
One-on-one Coaching:
- Basic and Advanced Interviewing Skills
- How To Recruit, Interview and Hire More Effectively in Today's Market
- 5 Steps To A Successful Hire
- Cost: Per contract
Customized Group Workshop:
- Basic and Advanced Interviewing Skills
- How To Recruit, Interview and Hire More Effectively In Today's Market
- Cost: Based on size of group, materials, and time
Sincerely,
John M. Ruh
773-775-6636
P.S. Aren't you glad to wake up and learn it was only a nightmare!
PROGRESS ENTERPRISE
From Australia, Ballarat
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Hi,
I have a problem at hand. I am fresh out of college and faced with such a challenge. We had been given 10 days to source 60 people for a voice-based process (call center), with recruitment budget and time as the two major constraints. We are stuck without resources. I would be glad if someone could help me understand whether 10 days is justifiable for such a requirement, especially when advertisements in local newspapers have previously failed to meet the targets.
Out of desperation at the last minute, we tied up with some consultants that we had not used as a source earlier, but it does not seem effective. Time is running short in this matter.
Now, my question is, what is the average sourcing time according to industrial standards, and how is it done in the ITES industry?
Looking forward to a favorable reply.
From India, Bangalore
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I have a problem at hand. I am fresh out of college and faced with such a challenge. We had been given 10 days to source 60 people for a voice-based process (call center), with recruitment budget and time as the two major constraints. We are stuck without resources. I would be glad if someone could help me understand whether 10 days is justifiable for such a requirement, especially when advertisements in local newspapers have previously failed to meet the targets.
Out of desperation at the last minute, we tied up with some consultants that we had not used as a source earlier, but it does not seem effective. Time is running short in this matter.
Now, my question is, what is the average sourcing time according to industrial standards, and how is it done in the ITES industry?
Looking forward to a favorable reply.
From India, Bangalore
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Hi Jeeju,
Could you not find any relevant people on the net? I have searched the net (read job sites) and they have quite a lot of people looking for such opportunities. Yes, it is an investment for the organization, but it is worth it because it becomes a constant source of good candidates.
Regards,
Pal
From India, Pune
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Could you not find any relevant people on the net? I have searched the net (read job sites) and they have quite a lot of people looking for such opportunities. Yes, it is an investment for the organization, but it is worth it because it becomes a constant source of good candidates.
Regards,
Pal
From India, Pune
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