I will be publishing an online course with video lectures and mini-workshops based on my experience of conducting walk-in interviews. I need your input on what your biggest challenge is related to managing walk-ins so that I can accommodate your issues and their possible solutions in my course. The course will be made public in the last week of July 2013. The idea is to help recruiters and hiring managers in planning and executing their recruitment events better. The first 100 enrollments in this course are free.
From India, Ghaziabad
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From India, Ghaziabad
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To find more about the course and to enroll, please check the link in signature.
From India, Ghaziabad
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From India, Ghaziabad
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Can I ask why people conduct "walk-in interviews"?
Every week, I read postings here on CiteHR about organizations that have problems recruiting the right staff, problems retaining staff, problems motivating staff, etc. Almost all of these problems can be directly referred back to a lack of, or very poor implementation of a proper and rigorous recruitment and selection process.
While I could see walk-in interviews as a way of recruiting laborers for a particular job, I personally do NOT see it as an appropriate method of recruitment for most other positions.
Who has time to sit all day and interview people off the street, most of whom will more than likely not meet your requirements, so you have just wasted your time. To my way of thinking, this is just madness.
I have posted here many times about recruitment and selection. It is not rocket science. Refer back to my earlier postings about this subject.
I am also preparing an E-Book on this subject, which I hope to have available to purchase very soon.
From Australia, Melbourne
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702Every week, I read postings here on CiteHR about organizations that have problems recruiting the right staff, problems retaining staff, problems motivating staff, etc. Almost all of these problems can be directly referred back to a lack of, or very poor implementation of a proper and rigorous recruitment and selection process.
While I could see walk-in interviews as a way of recruiting laborers for a particular job, I personally do NOT see it as an appropriate method of recruitment for most other positions.
Who has time to sit all day and interview people off the street, most of whom will more than likely not meet your requirements, so you have just wasted your time. To my way of thinking, this is just madness.
I have posted here many times about recruitment and selection. It is not rocket science. Refer back to my earlier postings about this subject.
I am also preparing an E-Book on this subject, which I hope to have available to purchase very soon.
From Australia, Melbourne
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@erstine: I will be using screen recording tools like Camtasia or ScreenFlow to record videos and will be structuring them with an online LMS. I have worked with many authoring tools in the past. I feel that anything that makes the learner's life easier, so they can focus on learning, works for me. I am not fanatical about one particular type of authoring tool. In my case, it all depends on the learner's profile and learning goals.
@aussiejohn: I agree that interviewing people off the street is the worst way of recruitment, and we are least interested in that. However, walk-ins are just a subset of various forms of recruitment events. Don't throw the baby out with the bathwater. Walk-ins can be very effective if executed well. Almost 95% of the candidates who appear for our walk-ins are very relevant to us. Technology today has enabled us to screen candidates faster and has also helped candidates realize if the job is relevant for them before they even turn up for the event. For us, walk-ins are not just relevant for laborers but also for a large category of jobs, whether it be a niche job or a generic entry-level job (however, event execution will be very different in both cases). For example, if you need accountants with a deep understanding of software programming, then maybe I wouldn't mind an open recruitment day. But if you need to hire entry-level graduates, you would execute the event in such a way that only high-value candidates turn up. Thanks for the input. You just triggered some more ideas for the course.
From India, Ghaziabad
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@aussiejohn: I agree that interviewing people off the street is the worst way of recruitment, and we are least interested in that. However, walk-ins are just a subset of various forms of recruitment events. Don't throw the baby out with the bathwater. Walk-ins can be very effective if executed well. Almost 95% of the candidates who appear for our walk-ins are very relevant to us. Technology today has enabled us to screen candidates faster and has also helped candidates realize if the job is relevant for them before they even turn up for the event. For us, walk-ins are not just relevant for laborers but also for a large category of jobs, whether it be a niche job or a generic entry-level job (however, event execution will be very different in both cases). For example, if you need accountants with a deep understanding of software programming, then maybe I wouldn't mind an open recruitment day. But if you need to hire entry-level graduates, you would execute the event in such a way that only high-value candidates turn up. Thanks for the input. You just triggered some more ideas for the course.
From India, Ghaziabad
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2-RECRUITMENT PROCESS-2.doc