Dea Seniours I need a guideines from you plz provide guidelines on how to develope and implement a recruiting plan for a 100 open positions andhow much time it can take ? Regards Harsha
From India, Hyderabad
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From India, Hyderabad
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Hi, first analyze the positions. In this process, you will find two things:
1. The positions which are genuinely required. Here, a few positions may be waived off depending on the genuineness.
2. Positions which are a priority.
Now you have reduced the number of open positions and identified the positions that are a priority. You can now easily plan your recruitment and establish your own timelines to finish or close all the positions. The timelines depend on the criticality and demand of the positions.
From India, Hyderabad
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61. The positions which are genuinely required. Here, a few positions may be waived off depending on the genuineness.
2. Positions which are a priority.
Now you have reduced the number of open positions and identified the positions that are a priority. You can now easily plan your recruitment and establish your own timelines to finish or close all the positions. The timelines depend on the criticality and demand of the positions.
From India, Hyderabad
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Hi, first analyze the positions. In this process, you will find two things:
1. The positions which are genuinely required. Here, a few positions may be waived off depending on the genuineness.
2. Positions which are of priority.
Now, you have reduced the number of open positions and identified the priority positions. You may now easily plan your recruitment and establish your own timelines to finish or close all the positions. The timelines depend on the criticality and demand of the positions.
From India, Hyderabad
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1. The positions which are genuinely required. Here, a few positions may be waived off depending on the genuineness.
2. Positions which are of priority.
Now, you have reduced the number of open positions and identified the priority positions. You may now easily plan your recruitment and establish your own timelines to finish or close all the positions. The timelines depend on the criticality and demand of the positions.
From India, Hyderabad
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Dear Harsha,
Please provide your position details so that I can guide you accordingly. You can negotiate for a flat with HR consultants; the timeframe should be somewhere between 30-45 days.
If you need any clarification, please call me at 09769400080.
Good luck.
Raghunath
From India, Mumbai
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Please provide your position details so that I can guide you accordingly. You can negotiate for a flat with HR consultants; the timeframe should be somewhere between 30-45 days.
If you need any clarification, please call me at 09769400080.
Good luck.
Raghunath
From India, Mumbai
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Hi there,
I looked at your question regarding 100 positions, and that's an awful lot of people to recruit.
The first thing that occurred to me is, do you really need all those positions to be recruited? Before you go ahead with the recruitment process, please do the following checks:
- Have you completed the manpower requirement process (distributed the manpower requirement form to the respective departments) and received responses indicating the need to recruit 100 positions?
- Do these required positions have job descriptions ready?
- Does your company have the budget for all these positions?
- Have grades been assigned to these positions, and are their salaries planned out?
- What is your deadline for recruiting these 100 positions?
- Within your organization, don't you have multitasking employees who could take on additional tasks instead of creating another 100 positions?
- Do you know the competencies required for these positions to perform their jobs effectively?
- Do these positions have Key Performance Indicators (KPIs) for the next year?
- Do you have a proper performance appraisal system in place to evaluate them?
Regarding the recruitment process, you need to refer back to your human resources manual, map out the process accordingly, create a flow chart, get it approved, and keep it in front of you as a guide for recruitment.
If you require any further assistance, please do not hesitate to contact me.
Regards
From Oman, Muscat
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I looked at your question regarding 100 positions, and that's an awful lot of people to recruit.
The first thing that occurred to me is, do you really need all those positions to be recruited? Before you go ahead with the recruitment process, please do the following checks:
- Have you completed the manpower requirement process (distributed the manpower requirement form to the respective departments) and received responses indicating the need to recruit 100 positions?
- Do these required positions have job descriptions ready?
- Does your company have the budget for all these positions?
- Have grades been assigned to these positions, and are their salaries planned out?
- What is your deadline for recruiting these 100 positions?
- Within your organization, don't you have multitasking employees who could take on additional tasks instead of creating another 100 positions?
- Do you know the competencies required for these positions to perform their jobs effectively?
- Do these positions have Key Performance Indicators (KPIs) for the next year?
- Do you have a proper performance appraisal system in place to evaluate them?
Regarding the recruitment process, you need to refer back to your human resources manual, map out the process accordingly, create a flow chart, get it approved, and keep it in front of you as a guide for recruitment.
If you require any further assistance, please do not hesitate to contact me.
Regards
From Oman, Muscat
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Hi,
You must have done proper manpower planning; then only you must get these 100 positions.
Now categorize the positions into different categories like replacement positions, backup positions, development positions, and operations positions.
Now, grade positions - replacement positions would be top priority as the current employee has left and in order to handle one's work, you need a person unless and until another employee is not rotated to that position.
You can place backup positions on a temporary basis on lower priority as currently, a person is available to handle the profile, and you will require a person only once he leaves.
So, you can categorize the openings.
After that, you will be required to grade the openings within one category itself and interact with managers, business managers to understand the requirements more precisely.
There is a different kind of fun in working simultaneously on different positions, as in one job posting or interaction, you will come across different profiles that will help you in closing other positions. So, enjoy and good luck.
In case of any problem, do write back.
Regds,
Seema
From Malaysia, Kuala Lumpur
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You must have done proper manpower planning; then only you must get these 100 positions.
Now categorize the positions into different categories like replacement positions, backup positions, development positions, and operations positions.
Now, grade positions - replacement positions would be top priority as the current employee has left and in order to handle one's work, you need a person unless and until another employee is not rotated to that position.
You can place backup positions on a temporary basis on lower priority as currently, a person is available to handle the profile, and you will require a person only once he leaves.
So, you can categorize the openings.
After that, you will be required to grade the openings within one category itself and interact with managers, business managers to understand the requirements more precisely.
There is a different kind of fun in working simultaneously on different positions, as in one job posting or interaction, you will come across different profiles that will help you in closing other positions. So, enjoy and good luck.
In case of any problem, do write back.
Regds,
Seema
From Malaysia, Kuala Lumpur
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Hi Harsha,
Since you have identified 100 positions, I am assuming that you know the categories, designations, job specifications, etc.
The best way for bulk recruitment is to take out an advertisement in the newspaper with the specifications of all the positions. You could group the positions department-wise in the ad. Identify the positions that need a qualifying exam and mention the date. Identify an interview panel and finish the interviews for the shortlisted candidates in batches.
In case certain positions cannot be filled, you can resort to other recruitment tools like job portals, etc.
You need to give ample time to the candidates to apply against an ad, and 2-3 weeks are ideal. You need to create a pool of candidates after the initial screening of applications. Depending on your work schedule, you could identify the time that would take. You need to plan the exam and notify the candidates. You need to schedule the interviews and inform candidates accordingly. Background check if necessary and the time for the issuance of appointment letters.
So basically plan how you will go about it and then allot a time schedule to it, and you will know how long the process will take.
If the positions are mostly for freshers, then you could include a group discussion as a tool as well.
Hope this helps.
Regards
From India, Visakhapatnam
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Since you have identified 100 positions, I am assuming that you know the categories, designations, job specifications, etc.
The best way for bulk recruitment is to take out an advertisement in the newspaper with the specifications of all the positions. You could group the positions department-wise in the ad. Identify the positions that need a qualifying exam and mention the date. Identify an interview panel and finish the interviews for the shortlisted candidates in batches.
In case certain positions cannot be filled, you can resort to other recruitment tools like job portals, etc.
You need to give ample time to the candidates to apply against an ad, and 2-3 weeks are ideal. You need to create a pool of candidates after the initial screening of applications. Depending on your work schedule, you could identify the time that would take. You need to plan the exam and notify the candidates. You need to schedule the interviews and inform candidates accordingly. Background check if necessary and the time for the issuance of appointment letters.
So basically plan how you will go about it and then allot a time schedule to it, and you will know how long the process will take.
If the positions are mostly for freshers, then you could include a group discussion as a tool as well.
Hope this helps.
Regards
From India, Visakhapatnam
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Manpower Planning Form(1).xls
Recruiting Planning Meeting Checklist.doc