Dear All,
Last time I sent you an email about helping HR managers. These are a few things/solutions that I believe will be helpful to HR managers. These are just examples, and I need you to tell me what you believe will be useful to you:
a. Entry of resumes into your database automatically once they enter your intranet (whether from IJPs, your website, ads, or through searches on various job sites).
b. Status updater about the various requirements from different departments and the current status of candidates interviewed, selected, rejected, and the basis for those decisions.
Now, I need you all to send me your requirements for a perfect HRIS.
Thanks,
Pranati
Email: pranati.raheja@gmail.com
From India, Mumbai
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50Last time I sent you an email about helping HR managers. These are a few things/solutions that I believe will be helpful to HR managers. These are just examples, and I need you to tell me what you believe will be useful to you:
a. Entry of resumes into your database automatically once they enter your intranet (whether from IJPs, your website, ads, or through searches on various job sites).
b. Status updater about the various requirements from different departments and the current status of candidates interviewed, selected, rejected, and the basis for those decisions.
Now, I need you all to send me your requirements for a perfect HRIS.
Thanks,
Pranati
Email: pranati.raheja@gmail.com
From India, Mumbai
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Hi,
Yes, we are using a software named WEX-Search. If you want, I can provide you with the contacts and the name of the company who has created and given us the software. In fact, we have been one of the first users of the software and have refined it to a large extent.
Regards, Archana
From India, Mumbai
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Yes, we are using a software named WEX-Search. If you want, I can provide you with the contacts and the name of the company who has created and given us the software. In fact, we have been one of the first users of the software and have refined it to a large extent.
Regards, Archana
From India, Mumbai
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Dear Anuj, Archana, and all,
Managing resumes is a bit easier than managing the sources of recruitment. The sources vary from organization to organization. Common sources include Placement consultants, emails, job boards, employee referrals, and campus interviews.
We can make use of software to streamline and integrate all these sources into one talent pool for the company. If we decide to do so, the software must be web-enabled. Companies have two options when opting for software: 1. choosing an in-house solution, or 2. selecting an ASP solution.
In-house solution - Total Cost of Ownership (TCO) would be higher. Time to Return on Investment (ROI) would be much more due to longer implementation times. Sometimes it can be challenging to obtain due to poor change management.
ASP solutions - TCO would be much lower. Faster implementation and better ROI.
I am from a company that sells RMS, i.e., Recruitment Management Systems, a typical Application Tracking System. Our solution is used by more than 80 corporates in APAC. In India, the solution is utilized by HLL, Tata Motors, TVS Motors, Suzlon, Bajaj Auto, Colgate, Asian Paints, Tata Power, etc.
We manage resumes from the following sources:
- Candidates who apply for positions directly (Lateral Recruitments)
- Staffing vendors (Recruitment Firms) who submit matching profiles to the Recruitment in charge, with duplication checks
- Employees who refer candidates for specific vacancies (Employee Referral)
- Campus placement coordinators who route student resumes for job vacancies, and the HR Manager coordinating with all these users and managing the complete process, including online testing platforms (Campus Interviews)
Let me know if you require more information on these processes and how they work. It is very cost-effective and faster to implement.
With Regards,
Balaprasad C
From India, Bangalore
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Managing resumes is a bit easier than managing the sources of recruitment. The sources vary from organization to organization. Common sources include Placement consultants, emails, job boards, employee referrals, and campus interviews.
We can make use of software to streamline and integrate all these sources into one talent pool for the company. If we decide to do so, the software must be web-enabled. Companies have two options when opting for software: 1. choosing an in-house solution, or 2. selecting an ASP solution.
In-house solution - Total Cost of Ownership (TCO) would be higher. Time to Return on Investment (ROI) would be much more due to longer implementation times. Sometimes it can be challenging to obtain due to poor change management.
ASP solutions - TCO would be much lower. Faster implementation and better ROI.
I am from a company that sells RMS, i.e., Recruitment Management Systems, a typical Application Tracking System. Our solution is used by more than 80 corporates in APAC. In India, the solution is utilized by HLL, Tata Motors, TVS Motors, Suzlon, Bajaj Auto, Colgate, Asian Paints, Tata Power, etc.
We manage resumes from the following sources:
- Candidates who apply for positions directly (Lateral Recruitments)
- Staffing vendors (Recruitment Firms) who submit matching profiles to the Recruitment in charge, with duplication checks
- Employees who refer candidates for specific vacancies (Employee Referral)
- Campus placement coordinators who route student resumes for job vacancies, and the HR Manager coordinating with all these users and managing the complete process, including online testing platforms (Campus Interviews)
Let me know if you require more information on these processes and how they work. It is very cost-effective and faster to implement.
With Regards,
Balaprasad C
From India, Bangalore
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Bala and All,
An off-the-shelf system is, of course, good to use depending upon feasibility. Even a simple mechanism, such as accepting primary details online and attaching a resume, works fine and can be stored in a database. Automated tracking, of course, would lessen the burden on the recruitment team involved, as I have been hectically involved in the process alongside my technical schedule. A Bombay Company also provides a new generation, low-rate, good value solution for the same. Basically, an add-on would be helpful if a utility could extract basic information from different formats and put it in the database along with the CV.
Best Regards
From India, Delhi
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An off-the-shelf system is, of course, good to use depending upon feasibility. Even a simple mechanism, such as accepting primary details online and attaching a resume, works fine and can be stored in a database. Automated tracking, of course, would lessen the burden on the recruitment team involved, as I have been hectically involved in the process alongside my technical schedule. A Bombay Company also provides a new generation, low-rate, good value solution for the same. Basically, an add-on would be helpful if a utility could extract basic information from different formats and put it in the database along with the CV.
Best Regards
From India, Delhi
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Dear All, I would say it Avalibility VS Accaptibality and then usability VS functionality. Bala
From India, Bangalore
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From India, Bangalore
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Hi,
I conducted a study with a Recruitment Consultant last year to define the functional process for a Recruitment software. You can build this yourself if you really get down to it. However, what we realized when we sold the software was that it is not the software that is important but what you want out of the recruitment process. What are you trying to achieve?
- Lower employee onboarding costs - Then you should look for a Recruitment software which ties in with an induction system.
- Ability to seamlessly handle graduate and experienced candidates - then you should look for software which helps you manage a very large number of candidates for a vacancy.
- Faster Time to hire and lower cost of hire - then you are looking for software such as Adrenalin Recruitment/eRecruitment or Peoplesoft Recruitment/eRecruitment Modules.
- Multiple role players across numerous locations - but for MIS, you need a central system - adopt a web-based architecture from either Oracle, Peoplesoft, Adrenalin, or SAP.
- You want your CVs to be OCR'd and data to be fed in as keywords - you need software that integrates with such technology.
You need to decide the areas you want to tackle. While doing this - all of us look not only at today but 1, 3, and 5 years down the line - we use growth metrics, business impacts on recruitment, and then plan.
Think ahead; it will help you choose the right solution.
All the best.
Cheers,
Sankalp Patnaik
From India, Bangalore
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I conducted a study with a Recruitment Consultant last year to define the functional process for a Recruitment software. You can build this yourself if you really get down to it. However, what we realized when we sold the software was that it is not the software that is important but what you want out of the recruitment process. What are you trying to achieve?
- Lower employee onboarding costs - Then you should look for a Recruitment software which ties in with an induction system.
- Ability to seamlessly handle graduate and experienced candidates - then you should look for software which helps you manage a very large number of candidates for a vacancy.
- Faster Time to hire and lower cost of hire - then you are looking for software such as Adrenalin Recruitment/eRecruitment or Peoplesoft Recruitment/eRecruitment Modules.
- Multiple role players across numerous locations - but for MIS, you need a central system - adopt a web-based architecture from either Oracle, Peoplesoft, Adrenalin, or SAP.
- You want your CVs to be OCR'd and data to be fed in as keywords - you need software that integrates with such technology.
You need to decide the areas you want to tackle. While doing this - all of us look not only at today but 1, 3, and 5 years down the line - we use growth metrics, business impacts on recruitment, and then plan.
Think ahead; it will help you choose the right solution.
All the best.
Cheers,
Sankalp Patnaik
From India, Bangalore
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First few features are essential and most process level organizations would prefer. These are some advanced ones that some like to consider.
For different role-playing and cross-departmental role esteem, entry-level security is important.
For better personal job matching and expedited work, a good intranet HR application process system support is the next level for long-term perspective.
For personal job satisfaction guarantee verification with performance levels is another high-level requirement many organizations with standard process capability.
From India, Delhi
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For different role-playing and cross-departmental role esteem, entry-level security is important.
For better personal job matching and expedited work, a good intranet HR application process system support is the next level for long-term perspective.
For personal job satisfaction guarantee verification with performance levels is another high-level requirement many organizations with standard process capability.
From India, Delhi
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what could be the various sources to get resumes. how far do you think poaching works. pleaze suggest some new ways. :)
From India, Hyderabad
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From India, Hyderabad
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There are various sources to get the resumes:
- Job Portals
- Advertisement in print media or any popular newspaper
- Placement Agencies
- Campus Recruitments
- Referrals
Poaching is most of the time taken as a negative term in HR. One should avoid engaging in such activities, especially reputable companies never resort to this practice.
Cheers :)
Archna
From India, Delhi
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- Job Portals
- Advertisement in print media or any popular newspaper
- Placement Agencies
- Campus Recruitments
- Referrals
Poaching is most of the time taken as a negative term in HR. One should avoid engaging in such activities, especially reputable companies never resort to this practice.
Cheers :)
Archna
From India, Delhi
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Thank you, Archana.
I would like to further ask you, what other steps can I take if I have exhausted all possible resources for a given requirement and still have not found suitable profiles? I understand the importance of obtaining the necessary number of suitable profiles on time to fulfill the responsibilities of a recruiter. I am currently encountering difficulties in completing the task before the deadline.
Thanks and Regards,
Archana.
From India, Hyderabad
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I would like to further ask you, what other steps can I take if I have exhausted all possible resources for a given requirement and still have not found suitable profiles? I understand the importance of obtaining the necessary number of suitable profiles on time to fulfill the responsibilities of a recruiter. I am currently encountering difficulties in completing the task before the deadline.
Thanks and Regards,
Archana.
From India, Hyderabad
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