Hello guys, I am a student of management working on a live project of human resource wanting to know that how quality of hiring can be improved?
From India, Gurgaon
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4From India, Gurgaon
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Your question is too broad to answer definitively. The response depends on various factors such as the company's scale, industry, recruiting team, and the types of candidates you are seeking. Hopefully, the following two articles can provide you with some ideas for your live project:
5 Recruiting Lessons Learned from Lean Manufacturing
How to Optimize Time to Hire without Sacrificing Quality of Hire
From Vietnam, Hanoi
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5 Recruiting Lessons Learned from Lean Manufacturing
How to Optimize Time to Hire without Sacrificing Quality of Hire
From Vietnam, Hanoi
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Dear Friend,
You can create a checklist and a process flow chart. Follow the flow chart step by step and ensure you have a proper checklist for each stage. As you start doing this daily, your checklist will improve, and you will gain ideas on how to save more time in recruitment and how to enhance your process by checking specific details at each stage.
From India, Vadodara
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You can create a checklist and a process flow chart. Follow the flow chart step by step and ensure you have a proper checklist for each stage. As you start doing this daily, your checklist will improve, and you will gain ideas on how to save more time in recruitment and how to enhance your process by checking specific details at each stage.
From India, Vadodara
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Improving Hiring Quality
Open an account on any of the top job portals such as Naukri, Monster, or Timesjobs. Consider factors such as experience, age, and technical proficiency, and shortlist as many candidates as possible. Conduct telephonic interviews to scrutinize the candidates. Then, invite the selected candidates for a final round at your premises.
Having a large database will help you find quality candidates. If you are looking for freshers, visit nearby colleges and recruit from there. You can expect to find around 4 or 5 good candidates from each class.
Thank you,
Srinivas
From India, Vijayawada
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Open an account on any of the top job portals such as Naukri, Monster, or Timesjobs. Consider factors such as experience, age, and technical proficiency, and shortlist as many candidates as possible. Conduct telephonic interviews to scrutinize the candidates. Then, invite the selected candidates for a final round at your premises.
Having a large database will help you find quality candidates. If you are looking for freshers, visit nearby colleges and recruit from there. You can expect to find around 4 or 5 good candidates from each class.
Thank you,
Srinivas
From India, Vijayawada
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Hello, I suggest that new trends in recruitment can be adopted, and the latest trends have emerged within the past year. Focusing on quality hiring is a must for the growth of the organization. You can study the latest hiring trends article "Get Ready to Ride the Wave of Recruitment Trends".
From India, Gurgaon
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From India, Gurgaon
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I am sure this question comes up dozens of times a week! It's a perennial favorite, and we constantly reinvent the wheel. As I have commented in the past, here are my thoughts yet again.
Firstly, I would suggest that you need to look at your recruitment and selection process. If I understand the underlying message in your posting, you do not appear to have a robust recruitment process in place to ensure you get the right candidates.
Secondly, from my reading of CiteHR over the last umpteen years, almost everyone seems to work on some sort of hit-or-miss type of scheme. Round up a thousand people looking for a job, interview them, and hope to God you find someone remotely suitable! And then you wonder why you can't get the right person. That is not recruitment.
Aussiejohn's 6 Easy Steps to Recruitment and Selection
If you want the right candidate for the job, you only need six things:
1. A proper position description that sets out the requirements of the job.
2. A person specification setting out what the successful candidate needs to perform the job.
3. A rigorous selection process based on the PD and PS, to choose the top four candidates to interview.
4. A targeted interview questionnaire based on the PD and PS, to ensure the candidates can do the job and can integrate into the company—no stupid, irrelevant questions that have nothing to do with the job.
5. Well-trained interviewer/s.
6. A rigorous reference-checking process.
Place well-worded advertisements, or work with a trusted employment agency that will source the RIGHT type of candidates for interview.
That's all there is to it. No need to complicate the process. Remember the KISS principle.
MAKE NO MISTAKE. THIS WORKS. I have used this process many times in companies I have worked for, and I have also trained other people to implement the process.
From Australia, Melbourne
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Firstly, I would suggest that you need to look at your recruitment and selection process. If I understand the underlying message in your posting, you do not appear to have a robust recruitment process in place to ensure you get the right candidates.
Secondly, from my reading of CiteHR over the last umpteen years, almost everyone seems to work on some sort of hit-or-miss type of scheme. Round up a thousand people looking for a job, interview them, and hope to God you find someone remotely suitable! And then you wonder why you can't get the right person. That is not recruitment.
Aussiejohn's 6 Easy Steps to Recruitment and Selection
If you want the right candidate for the job, you only need six things:
1. A proper position description that sets out the requirements of the job.
2. A person specification setting out what the successful candidate needs to perform the job.
3. A rigorous selection process based on the PD and PS, to choose the top four candidates to interview.
4. A targeted interview questionnaire based on the PD and PS, to ensure the candidates can do the job and can integrate into the company—no stupid, irrelevant questions that have nothing to do with the job.
5. Well-trained interviewer/s.
6. A rigorous reference-checking process.
Place well-worded advertisements, or work with a trusted employment agency that will source the RIGHT type of candidates for interview.
That's all there is to it. No need to complicate the process. Remember the KISS principle.
MAKE NO MISTAKE. THIS WORKS. I have used this process many times in companies I have worked for, and I have also trained other people to implement the process.
From Australia, Melbourne
Acknowledge(1)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
QUESTIONNAIRES- Improving the process of e-recruitment.d oc
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