Recruitment Analysis [Thread 12621]

Dear all
This is in reference to the previous posting (A humble request to all HRs and Executives)
Almost all industries have become target oriented.ofcourse thats a good sign,i have nothing against it.
This has created high pressure among the Recruiters to meet their targets where they end up in "Bad Recruitment" hope you agree with this.
How many are aware of the "Cost of Bad Recruitment"
Before knowing the Recruitment Analysis we have to know the Requirement Analysis.
How many HRs or Recruiters have time to look into these fundamental Job Analysis or Job Description. The difference between Knowledge based Requirement and Skill Based Requirement.
Contracts and Agreements are loosing Value. since attriton rate is increasing even in HR industry too.
"Change does not necessarily assure progress, but progress implacably requires change. Education is essential to change, for education creates both new wants and the ability to satisfy them. "
Henry Steele Commager
Regards
Raj

Hi Raj,
I am involved in a summer project titled "Modern Methods of Recruitment and and Selection."I have observed that HR managers are so preoccupied with routine jobs that they do not have time for any kind of analysis regarding the methods of recruitment or the cost of bad recruitments. This has resulted in several trends such as high levels of attrition with management failing to tackle the problem at the grass roots.
Also the concept of Recruitment Analysis is non-existent.
Could you shed some more light on this very interesting subject.
I am in my 3rd year of MBA programme specializing in Human Resources.
Thanks and Regards,
Nandini

hello raj
nice to see your good thinking.
Why the managers are not focussing more on the essential things (like recrutiment analysis , requirement analaysis etc.).
I believe the professional people needs to equip themselves more and more. It should happen every day, every minutes, every seconds. But unfortunately once the people got job and settled, they dont focus much on equipping themselves much. They lost themselves in the routine job in order to move further or change their organisation.
As said, the Training, Research and Development should be the process of continuous one. But in our country, most of the organisation thinks that training is not a continue one.
I am sure this HR site would help people lot towards equipping themselves, share their views , experience and sharpening their skills.
Raj, i am from delhi/chennai. Next week i am coming to chennai on two weeks leave. If possible i would like to contact you.
wishes always
senthil raj
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09871487138

Dear All,

The above views expressed are quite true and prevelant. Recruitment has been mostly reduced to a numbers game these days, with the focus being on "closing the position" ASAP. With this objective, any "quality time" being spent on analysis of the recruitment and selection is a rarity.

I have just made an entry in this industry about three months back, and have been involved in the recruitment function of HR in an IT company. My experience has taught me the importance of using brains while recruiting, and not just keeping a focus on numbers. After all, its about quality of "resourceful humans" that we bring in, and not just the quantity.

I have recently been assigned a project, to look into the effectiveness of the recruitment process, and also look into the selection metrics available for the same. Being a fresher, some guidance from senior colleagues is most anticipated :lol:

In my experience so far, I have realized the importance of standing back and looking at the recruitment process from time to time, and strategizing for the same. This would be beneficial to all involved, and ultimately the objective of the recruitment process would be achieved.

Hoping to hear the views of my colleagues soon,

Hi,
I am student doing my majors in HR.can someone tell me the new trends in recruitment and selection?
does this include using of the HR softwares also? vat are the trends other than videoconferencing and teleconferencing and web ? please help
Gomathy.M

Hi,
I just came across a similar idea. The importance of recruitment analysis, and new means of recruitment. This becomes more important especially in case of campus recruitment, when organization has a day and hundreds of students (with varied background) to be scrutinized.
I am working on developing some online data gathering, and analysis methodologies. This could include use of online tests such as psychometric tests, automatic validation and comparison of resumes, information sharings etc. The effort would be made to do a better ground work from both sides( Employer as well as Job seekers) before the D-Day.
I would appreciate people putting in their comments and ideas which will help everybody in coming up with new innovative and more effective recruitment process.
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or call me at : 09886515516
Sendup

hi
i just started my job in India,i worked as HR recruiter in Dubai.thanks for your valuable ideas and suggestions.nice to read all this and get some good knowledge about HR.i was looking for more recruiters analysis,but after reading this i got some new methods to implement in my company.
thanks senthil
Sarah

Hi,can u help me by putting in some details abt recruitment analysis and cost of bad recruitment.It's an interesting topic for my project.
Thanks
Nisha

hi nisha
As per my knowledge as HR recruiter,a good recruitment analysis is very important,a bad recruitment analysis is as bad as hiring a wrong person for a right job,as my suggestion you can use SWOT model to analyze,it really help you to get the result i don't assure to get perfect result but it helps you in many ways,as every model have advantages and disadvantages.
The recruitment SWOT Analysis can help the HRM Function to identify gaps and opportunities in the recruitment and staffing process to improve the process and to increase the ability of the organization to compete on the job market.
hope it helps you
byee
sarah.