A- Z Of Recruitment

1. A- Z Of Recruitment http:/finance.goups.yahoo.com/group/HumanResourceOnLine By - Vinay Ravindran 09866254387- Hyderabad Vinay Ravindran - 9866254387

2. Build Up your HR Strengths • Before you look outside to recruit new employees , be sure you’re not losing any of the valuable individuals who already work for you. The reason people stay at your organization is the same reason they join. Vinay Ravindran

3. Stepping in through the outdoor • Losing valuable, trained and talented staff that you have invested time, effort and money in is hard to bear, particularly when they ‘re lost to the competition or when productive relationships with customer have developed.

4. Tackle tour employee- retention problem • The effects on morale of the staff left behind initiates a vicious circle that can cause other employees to consider leaving and can be exacerbated by interruptions to work flow,increased workload to cover absence and its associated stress. • If you’ve got an employee retention problem, you will need at act to prevent it from becoming an organization wide problem.

5. Retain your employee to create the difference The secret to employee attraction is employee retention. If a compnay has what it takes to keep its existing employees satisfied and productive, it similarly has what it takes to bring in new talent.

6. Ready your plan • Plan recruitment in advance , try to get a fix of requirements at least 2-3 months in advance. It is essential to get you plan ready before you step into action.

7. Balance the proposition and then strategize • All things such as benefits offered and career development opportunities available must first be equal. Once you’ve got these down, then start planning your recruiting strategy.

8. Follow a Procedure • Recruiting for immediate project requirements is chaotic but unavoidable. • Avoid the temptation to relax selection criteria and procedures, instead prepare a contingency procedure to be followed in all such cases. Vinay Ravindran - 9866254387

9. Gear up your information and organisational credentials • Good candidates are seeking great jobs and you need to answer any and all questions about the position. Be clear about the job requition you are filing. • The traditional “job duties and responsibilities” need to be supplemented by elaborate details about the company and the relationship and benefits that it shares with it employees.

10. Hold Information sessions • Information sessions are a great opportunity to describe your company and to meet prospective candidates. • These are extremely popular especially when you offer free treats like food and drinks. • Use a personal touch to invite candidates for your information session.

11. Offer Orientation sessions • This helps to build candidates interest in the position and enable them to learn more about the duties they would perform. • It is a good idea to have current employees present to talk about their experiences. Happy employee are very effective in recruiting new people to the organization. Vinay Ravindran - 9866254387

12. Encourage feedback / Input • This provides them with a sense of ownership of belonging with the organization. By encouraging feedback, the organization is in fact aiding in the retention of volunteers by valuing their contribution and ideas. • They will then most likely promote the organization to others .

13. Build your media profile through effective communication • A clear and straightforward advertising/communication aired on a community cable channel, local radio station , or a job site that reaches a large number of potential volunteers. Make sure to clearly state your organizations name and contact information.

14. Distribution of Printed advertising • Develop and distribute eye –catching flyers, pamphlets or brochure describing the organization and the benefits people would receive from volunteering with it.

15. Network with other groups. • Representatives from the organization can become familiar with other agencies in the area. By doing so , representatives may be willing to share information and to promote each other opportunities. Vinay Ravindran - 9866254387

16. Word for mouth communication • This is still the most effective means to promote you organization. Make sure to take advantage of any opportunities you may have to tell others about the service your organization provides and the positions available.

17. Candidates Directories and referral Services • Your organization may have a directory of past candidates or applicants to whom you may want to refer. People who have applied in the past may be willing to apply again . • There may also be people who sent their applications and resumes in the past and were never contacted . In addition there may be HR referral services to be checked.

18. Create your virtual address • It is advisable not to use your main email address for job postings on the internet unless you want to receive Y2K programmer resumes well into the next millennium. • Create virtual address that can be cancelled. • This will save you’re a lot of time in deleting multi level marketing solicitations as well.

19. List your contact details as required • Remember not to list your address or fax in a job application if it is absolutely required that the candidate be computer savvy. The best way to collect resume of candidates that can’t handle basic software applications, let alone possess more advanced computer skills, is to allow resume submissions via “snail mail: . If they can’t email you , chances are they can’t program on “C” either. Vinay Ravindran - 9866254387

20. Communication at the speed of thought • Always make sure to contact a great candidate immediately. By Phone , email, fax or “any means necessary”. Especially if they are an active candidates . • You not only have our deadlines to beat , but a few thousand other recruiter too.

21. Use personal touch • This is probably you most effective tool. After downloading the resumes of prospective candidates , send the personalized letters, email, or call these candidates to express interest, publicize your visit, or to invite them to an interview.

22. Get referrals from every candidate • Conclude the phone screen or interview with your candidate asking for and getting at least 3 referrals. As one of our top recruiter always says: “Theres’s a very hot place for junior recruiters who fail to get referrals.” . They are the easiest and most cost efficient candidates available. Vinay Ravindran - 9866254387

23. Use just the right words to save a lot • While enquiring about referrals , do not ask if your candidate knows anyone who is looking for a job- ask them if they know anyone who is qualifies for the position- there's a big difference . Making this simple distinction will save a lot of time in follow up.

24. Avoid non –job related inquiry • It is best to avoid any non-job related inquiry , either verbal or through the use of an application form, which directly or indirectly limits a person’s employment opportunities because of race, color, religion, national, origin, ancestry, sexual orientation, medical condition, physical handidcap,martial status, sex or age(40+)

25. Team involvement necessary • Involve the project Managers the candidate is likely to work with in the interview. It is also useful to involve peer level professionals also during interviews, where ever possible.

26. Train your team • Train all interviewers on interviewing skills It is necessary to get them equipped in order to get fruitful results. Vinay Ravindran - 9866254387

27. Poor judgments can prove hazardous • If a candidate uses inappropriate language or racist or sexist slurs in a pre –screen interview, do not under nay circumstances forward them to a client or HR Manager in your company. No matter how casual the interview, the candidates is absolutely incompetent and unprofessional to show a poor judgement. They may have even more outrageous surprises up their sleeves for the face to face , so be double sure before you refer such candidates ahead.

28. The “5 W’s” of Recruitment • What is the job / Position ? • Who do you want to fulfill this requirement ? • Where will you find the person/people to do it .? • What will you do to make them volunteer for your organization? • Why will they volunteer for you ? ( i.e what will motivate them to come on board with you . ?)

29. Must haves during an interview • Prepare the stages Structure the interview into distinct stages introductory technical, personal and negotiation. Move to each stage only after you are satisfied with the previous one. Avoid things such as beginning with technical interviews without any introduction, negotiating without being technically satisfied. Vinay Ravindran - 9866254387

30. Zero- in on key skills • Summarize candidates major skill, abilities and preferences. Use active listening techniques and probing questions to clarify facts, opinions and feelings, Test tentative conclusions. Vinay Ravindran - 9866254387

31. Get the first scratch ready • Preapre a basic shortlist by using predefined basic guidelines for reviewing the candidates resume such as age, education, experience etc.

32. Make double sure • Screen out those shortlisted by mistake . It is better to double –check than having an embarrassing moment or chaos later on. Conduct a Test Conduct a suitable test for all shortlisted applicants before moving them to the next stage .review and summarize with candidate . Verfiy the accuracy of your notes and changes where appropriate

33. Update contact details of every candidate • Neglecting the small details involved in tracking the best candidates and their contact information can prove to be problematic in the recruitment process. • Remembering that you have just the right person for the job is only useful if you can access them in minutes.

34. Tackle problematic areas • If you have any concerns about a candidate’s personal hygiene being an issue going into a client interview do not send them without addressing the situation. Stress the up-scale nature of your client and the need for a professional appearance . • You may be able to convey this indirectly, yet still appropriately to a candidate.

35. Ten simple rules for hiring great People • Don’t ever hire somebody just like yourself. Why is that so hard ? It is because from the beginning of time executives have been unconsciously cloning themselves , stocking the shelves with vanilla young men from impressive schools, and what has happened to executives and companies that did that ? As Management guru Rosabeth Kanter observed , they often sink into the soft sand of irrelevance as the rough waters of currently reality wash over them. Vinay Ravindran - 9866254387

36. Hire for Attitude rather than skill • Teaching skills is a snap compared to doing attitude transplants . Among the qualities you’ll want most is a fierce sense of optimism.

37. Look for Renegades • In interviews, ask when the person has been in trouble – the obedient employees will be in trouble – the obedient employee will be of limited use to you in this change – up environment.

38. Hold out for results • Never hire someone with good potential but questionable habits, thinking you can change him – as in choosing mates, what you see now is what you get forever.

39. Go for a sense of Humor • The potential hire who can’t laugh easily particularly at himself/herself , is going to be a very dull and probably rigid employee.

40. Fill in the blanks • Look carefully at the aggregate strength and skill gaps of your team in various work units and go for the qualities and styles that are missing. Vinay Ravindran - 9866254387

41. Test Drive • Don’t be satisfied with references. Remember that many of the most glowing reference are given for people others are eager to dump. Include day long simulations as part of your interview process or invite applicants to provide you with a portfolio of their best work . Vinay Ravindran - 9866254387

42. Stock the bullpen • Keep an eye out for prospects before the need arises. Don’t wait until a vacancy occurs. Keep a pool of potential employees under the watchful eye of somebody who’s responsible for hiring. • Evaluate your recruiting team in terms of how well they keep the bullpen ready. And tell them never to turn away and interesting candidate with the line “We don’t have any position open right now”. Until a vacancy occurs.

43. Push harder for diversity • Make certain you’re spreading your net wide enough to find those high potential but different fish who generally don’t swim in the streams near you. • Ask your HR group what contacts and periodicals they are using to interest potential hires .” We don’t know where to find people different form us “ is a costly excuse. Vinay Ravindran - 9866254387

44. Listen • Most interviewers talk way too much. When a candidate finally gets to you, listen for the “story line” of his or her life and at work. It been said that being a leader is like a practicing psychiatry without a license. • That may be truer in hiring than inhiring than in any other part of the job. Vinay Ravindran - 9866254387

45. RecruiTIPS • Avoiding the “don’t “ are as important as focusing on the “dos” to make your recruiting efforts more efficient and cost effective. Recruit TIPS , the “Ten commandments of Recuriting “ – all the things “thou shall not do” or at least do at your own risk.

46. Commandments 1 Don’t Hesitate • Do Not hesitate in nay way to contact a great candidate immediately. By phone , email fax or “any means necessary”. Especially if they are an active candidate . • You don’t only have your deadline to beat , but a few thousand other recruiters too.

47. Commandments 2 • DO Not be unclear in any way about the job requisition you are filing. Good candidates are seeking great jobs and you need to answer any and all the questions about the position. • With today's job market being a candidate’s paradise the level of detail you need to effectively sell a position is greater than ever. • The traditional “job duties and responsiblities”need to be strongly supplemented by details about the corporate culture, supervisory structure and style, company benefits and the long term opportunity for growth.

48. Commandments 3 & 4 – Don’t forget Referrals • DO not conclude the phone screen or interview with your candidate without going getting at least 3 referrals. • As one of our top recruiters always says “there’s a very hot place for junior recruiter who fail to get referrals.” They are the easiest and most cost efficient candidates available.

49. Don’t forget Referrals • Do NOT just ask if your candidates knows anyone who is looking for a job – ask them if they know anyone who is qualified for the position – there a big difference . • Making this simple distinction will save you a lot of time in follow –ups. Vinay Ravindran - 9866254387

50. Commandments 5 & 6 – Don’t Neglect the details. • DO Not neglect the small details involved in tracking your best candidates and their contact information. • Remebemering that you have just the right person for the job is only useful if you can access them and contact them in minutes. Vinay Ravindran - 9866254387