HI!! can anyone enlighten me on Mordern /New age methods of head hunting... Regards Hemant Kapoor
From India
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From India
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Dear Hemanth,
Employee referrals/recommendations, public & private employment agencies, executive search firms, management consultants, temporary help services, schools, colleges & universities, professional organizations, walk-ins, body shopping, business alliances, Forty+ clubs, web recruitments or online recruitments, and of course the latest blog recruitments. The last three mentioned are the newer methods of headhunting.
Warm Regards,
RGS.
From India, Bangalore
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3Employee referrals/recommendations, public & private employment agencies, executive search firms, management consultants, temporary help services, schools, colleges & universities, professional organizations, walk-ins, body shopping, business alliances, Forty+ clubs, web recruitments or online recruitments, and of course the latest blog recruitments. The last three mentioned are the newer methods of headhunting.
Warm Regards,
RGS.
From India, Bangalore
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hi! RGS thnx a ton..mmm i have a question though.. what do u think is the relevance of online and blog recruiting for senior level positions?? Regards Hemant
From India
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From India
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Dear Hemanth,
You yourself have said it. The Executive search firms, as well as the blog recruitments, are generally used to hire top-level executives. However, it is important to note that they are used in conjunction with other methods of recruitment to arrive at a more precise assessment. Web-based recruitments are also becoming very popular these days.
It is also important to mention here about the latest or new hiring model which many may not know about, the HMS or Hiring gateway system or Hiring management system. This, again, is a web-based recruitment and completely replaces the manual system with software that allows managers to locate requisitions as well as automatically upload resumes. This software also enables recruiters to use knowledge-based technologies to create statements of qualifications required or possessed by individuals, which could be matched to job openings for suitability. In addition, it includes screening questions that are to be asked to prospective candidates and many other new characteristics. It is a highly advanced system in terms of efficiency. It is said to have been developed over a period of 15 years with several thousand competencies to support it. With this system, recruiters can distinguish qualitative differences and draw logical inferences to understand resumes as they are meant to be understood. It is expensive, but over a long period, it proves cost-effective and reduces the hiring cycle by 48%, thereby saving a lot of time.
WARM REGARDS,
RGS.
From India, Bangalore
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You yourself have said it. The Executive search firms, as well as the blog recruitments, are generally used to hire top-level executives. However, it is important to note that they are used in conjunction with other methods of recruitment to arrive at a more precise assessment. Web-based recruitments are also becoming very popular these days.
It is also important to mention here about the latest or new hiring model which many may not know about, the HMS or Hiring gateway system or Hiring management system. This, again, is a web-based recruitment and completely replaces the manual system with software that allows managers to locate requisitions as well as automatically upload resumes. This software also enables recruiters to use knowledge-based technologies to create statements of qualifications required or possessed by individuals, which could be matched to job openings for suitability. In addition, it includes screening questions that are to be asked to prospective candidates and many other new characteristics. It is a highly advanced system in terms of efficiency. It is said to have been developed over a period of 15 years with several thousand competencies to support it. With this system, recruiters can distinguish qualitative differences and draw logical inferences to understand resumes as they are meant to be understood. It is expensive, but over a long period, it proves cost-effective and reduces the hiring cycle by 48%, thereby saving a lot of time.
WARM REGARDS,
RGS.
From India, Bangalore
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Hi,
Please tell me how blog recruitments can work exactly and how they can be used in hiring senior-level managers since these managers don't reveal their intentions of changing jobs on the internet out of fear that someone from their current organization might see their resume, leading to problems such as a lack of trust, etc.
From India
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Please tell me how blog recruitments can work exactly and how they can be used in hiring senior-level managers since these managers don't reveal their intentions of changing jobs on the internet out of fear that someone from their current organization might see their resume, leading to problems such as a lack of trust, etc.
From India
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Dear Hemanth & Bhavana,
Talent is scarce, and it definitely makes sense to think out of the box, more so for sourcing strategies. That is where blogs come into the picture. What are blogs? They are nothing but personal or semi-personal online diaries where comments are made about various issues, opinions aired, experiences narrated, etc.
More and more HR Managers are going through blogs for recruitment because blogs give an insight into the person and their personality through their blogging. Opinions and experiences provide recruiters with interesting facts about the blogger, their mental makeup, certain personal characteristics, level of intelligence, communication skills, sharpness in terms of reactions, level of information inputs, and sometimes even the degree of humanness in the blogger. Blogs about success and challenges also provide tips about the blogger.
Interviews and selection tests are also techniques or tools to gather requisite information about potential candidates, their personality, etc. Most interviewees clam up and are too nervous during interviews, so the right picture is not available for recruiters to make good selections. However, with blogging, all these self-defeating purposes are overcome to get the right picture of the prospective candidate at their best.
However, remember, blogs by themselves cannot be used for recruitments, neither can tests nor interviews. All should be used to supplement one another to arrive at a more or less accurate assessment - TO RECRUIT OR NOT TO RECRUIT?
Warm Regards,
RGS.
From India, Bangalore
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Talent is scarce, and it definitely makes sense to think out of the box, more so for sourcing strategies. That is where blogs come into the picture. What are blogs? They are nothing but personal or semi-personal online diaries where comments are made about various issues, opinions aired, experiences narrated, etc.
More and more HR Managers are going through blogs for recruitment because blogs give an insight into the person and their personality through their blogging. Opinions and experiences provide recruiters with interesting facts about the blogger, their mental makeup, certain personal characteristics, level of intelligence, communication skills, sharpness in terms of reactions, level of information inputs, and sometimes even the degree of humanness in the blogger. Blogs about success and challenges also provide tips about the blogger.
Interviews and selection tests are also techniques or tools to gather requisite information about potential candidates, their personality, etc. Most interviewees clam up and are too nervous during interviews, so the right picture is not available for recruiters to make good selections. However, with blogging, all these self-defeating purposes are overcome to get the right picture of the prospective candidate at their best.
However, remember, blogs by themselves cannot be used for recruitments, neither can tests nor interviews. All should be used to supplement one another to arrive at a more or less accurate assessment - TO RECRUIT OR NOT TO RECRUIT?
Warm Regards,
RGS.
From India, Bangalore
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Dear , Have’nt u heard of poaching ? That is exactly what happens with successful senior level executives. Regards, RGS.
From India, Bangalore
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From India, Bangalore
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Dear All Can anybody guide me what is the scientific methodlogy in recruitment Regards Prasad
From India, Mumbai
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From India, Mumbai
Acknowledge(0)Amend(0)Identify Vacancy
Recruitment Process Flow Chart
Recruitment Process Flow Chart
Feedback
Design Selection Tools (Application, Test, Reference Check, Physicals, Letter of Recommendations)
Aptitude Test as candidate’s Profile (Tech. & Commercial)
Group Discussion & Interview
Negotiation (Salary, Benefits)
Make offer & Rejections
Agents
Reference
Campus
Direct
Technical
Commercial
Mail require P.S & J.D
Receive Require Profile
Short List Them
Prepare Job Description
Prepare Job Specification
Convey Schedule
Get conformation
Searching Profile as J.D & P.S
Ask for Interest
Convey Date
Get Conformation
Collection of CV’s
Shortlist as require
Convey Date
Get Conformation
Screening of curriculum
Collect CV’s
Track Record & Results
Short listing Student’s Profile
Shortlist as require
Convey Date
Get Conformation
Selection Process
Screening Ratio Feed back to Vacancy
From India, Mumbai
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