Recruitment and Selection Questionnaire
As per your requirement I am attach herewith Questionnaire on Recruitment and Selection.
Categories: Questionnaire Tags: Recruitment, Selection
Sample Formats attached to be used for Recruitment
Please find atached files of Application Form, INTERVIEW ASSESSMENT FORM, Manpower Requisition, CTC with PF, ESIC .
Click Here To Download Application Form
Categories: HR Tags: Application Form, Assessment, CTC, Form, Interview, Manpower Requisition, Recruitment
Agreement between client and consultancy
Please find attached Standard Set of Terms & Condition between Company & Recruitment Consultant.
Categories: HR Policies Tags: Consultant, Recruitment
Recruitment KPI
Recruitment key performance indicators (KPIs) is a part of Human resources KPI include KPI as follows:
1. Recruitment costing KPI
• Recruitment costing per position.
• Recruitment costing per position per channel
• Average sourcing cost per hire Average sourcing cost per hire. Sourcing costs include advertising, referral and agency
2. Recruitment time KPI
• Average time to recruit. Calculating from date of recruitment require to date of employee hired.
• Average time to recruit per position.
3. Recruitment source KPI
• Number of CVs / per channel
• Recruitment source ratio. Ratio between internal versus external recruits.
4. Selection KPI
• Average number of interviews from submitted resumes. Track the number of converted submitted resumes to interviews.
• Number of qualified candidate compared to resumes.
5. Recruitment efficiency KPI
• % recruitment achievement meet hiring plan
• % new hires achieving 6 months service
• % new hires achieving 12 months service
• % new hires achieving satisfactory appraisal at first assessment.
Categories: KRAs & KPIs Tags: KPI, Recruitment
9 mistakes in Recruitment and Selection
9 mistakes in recruitment and selection
Recruitment is a very important contributory factor to the success of a company; however, many companies have not really understood this importance and often made mistakes in recruiting.
We present here the most common mistakes in recruitment as follows:
1. Not careful examination of the candidate’s application form:
When examining the application forms, you should not consider the information therein to be totally true but, in order to recruit a suitable employee, you also need to check the reliability of the candidate’s CV by interviewing via phone at least some candidates (in accordance with the requirements of the Employer) to preliminarily examine their qualification, diligence, outstanding traits, etc. All the information via phone shall help you have easier, faster and better assessments of the Candidates
2. Diploma “Recruitment”
Many companies are used to the evaluation of candidates by the number of diplomas attached with their application forms. Normally but not always, candidates with high and many diplomas are ones with less practical experiences as they spend much of their time studying in stead of practicing.
Professional Employers would like to focus in the personal achievements or potential benefits the candidates brought to their previous companies to evaluate and consider in stead of sitting there and appreciating their diplomas. However, if high professional qualification is required, diplomas then play a very important role showing the candidate’s qualification to the job.
3. Recruitment of Filling “Vacancy”
An employee suddenly leaving off work is like a vacancy in the whole functional process which mostly affecting the productivity of the company.
However, the employer should not base on that to make a quick and passive recruitment to fill in the vacancy. Quick recruited employee is often not qualified enough to the requirements of the company. So, just spend more time selecting suitable employees to the job and making an active selection of the best candidate to the vacancy.
4. Empty Promise
It is such a big mistake if the company makes such too many empty engagements with the candidates in recruitment process that it can not fulfill later. Empty promise not only dissatisfies the employees but also affects on the reputation of the manager, and in worst scenery, bad news shall spread around fast progressly.
Therefore, be careful when making a promise or engagement; make clear answer to which candidate’s need you may satisfy and which not.
5. Lacking of Interviewing skills:
Making suitable interviewing questions and having a correct selection of qualified candidate are necessary skills but not every employer can have.
To make the candidates showing their trait, their understanding, their skills and others by answering the questions, the Employers must be very clever to conduct a two side interview in which they may assess correctly the true potential of the candidates.
6. Candidates are not allowed to make proposal
Never strictly applying current regulations of the company on the candidates but letting them have their own opinions, their own recommendations about matters such as starting salary, bonus, workday, day off, extra hours, etc; this not only shows the employer’s respect of the candidate’s opinion but also helps to understand the candidate’s needs in accordance with the company.
7. “Familiar” Recruitment
To save cost and time, the manager often recruits familiar people in relation to the current employees or to the manager. This is the most common mistake. Remembering that the job of an employer is to find the most suitable candidate to the position but not the “easiest” to find;
8. Recruitment of unsuitable candidate
You should not employ highly independent candidates for the position requiring much team-work, for example. As such, you should set specific requirements to the job which shall make it easier to select a suitable candidate.
Another example, as for a PR position, shy and closed candidates are not options; as for Sales position, active and dynamic candidates should be recruited
9. Not enough information
Providing insufficient information about the company as well as the future work to the candidates shall make them perplexed and un-confident to the requirements of the Job. Moreover, lacking of professional in interviewing also contributes to the disappointment and leaving of the best candidates.
Click Here To Download 9 mistakes in Recruitment and Selection
Categories: Recruitment Tips Tags: Recruitment, Selection
6 Recruitment Tips during Economic Crisis
6 recruitment tips during economic crisis
Every business has its own period. Sometimes, you are suddenly busy but sometimes you have free time to take a rest. Thus, your recruitment plan should be based on such period of time.
Particularly, when the global economy slows down or busy time becomes less and less, your recruitment plan is certainly affected. Hence, enterprises had better prepare recruitment strategies to smoothly come over the difficult period.
1. Don’t stop recruitment completely
When the economy goes into crisis, the first reaction of all enterprises is stop the recruitment. However, is it necessary to stop the recruitment in all departments of your company? If your company can reverse the situation by investing more in technology, it is much irrational when asking technology department to stop recruiting. It’s much more irrational because the qualified human resource is plentiful during the crisis as many companies have to cut down on their labor force. Even when many excellent candidates apply, you should recruit more than the planned quantity.
2. Review partners’ reliability:
Whoever the human consultant company – your partner in recruitment – is, you should review the reliability of agreements signing with them. Beside ensuring the signed contracts to be continued implementing, you should plan to seek for other partners to save your company in case the present partner goes bankrupt.
3. Put priority on recruiting important positions.
Put all your effort into recruiting the positions which have great effect on your enterprise’s performance. As a result, you will raise the efficiency of using recruitment budgets. Study recruitment procedures you have used and determine to use the most effective ones. Economic recession is not the suitable time to do experiments unless it does not cost too much.
4. Prepare to receive flows of applications
Economic recession brings about unemployment. Consequently, you will get more applications than before when advertising recruitment notice. The good point of this is that you will have more choices. On the other hand, you have to spend more time to view applications. Thus, you had better calculate and consider the reasonable amount of time for it when you are going to recruit employees.
5. Share resources in an enterprise:
If you are working in a big company with recruitment management policy based on areas, you should learn how to share both knowledge and resources in recruitment and human resource management. Sometimes this situation may occur that a branch of a company loses much in business while another branch is developing drastically and needs support for their recruitment plan.
6. Prove that you are a reliable recruiter.
If you want to attract talented employees during economic crisis, you need to show that you are a reliable recruiter. Mention the recent achievements your company have received and the development plan in the next period in the recruitment notice. Therefore, candidates do not worry about the unemployment prospect that may happen to them before they finish the probation period.
In case your enterprise do not want or cannot recruit more (even one employee) during economic crisis, you still have other strategies to prepare for the bright future. One of the strategies is to move staffs from a department to others that need more labor force because of too much work. In addition, if the opportunities of promotion or raising salary are not as much as before or employees’jobs have some changes, you should frankly discuss with them.
You can also spend time doing research or analyzing the events that push your company into such bad situation. Is there any warning when the difficult period comes? What can you do to limit the effects of the recession in the future?
In sum, you can select any strategy as long as you do not give up or do nothing.
Click Here To Download 6 Recruitment Tips during Economic Crisis
Categories: Recruitment Tips Tags: Economic Crisis, Recruitment
Recruitment Report
Sharing a model template for Recruitment Report.
Categories: HR Tags: Recruitment, Report
Recruitment Process
Sharing Recruitment Process document.
Categories: HR Tags: Process, Recruitment
Human Resource Practices In Recruitment and Selection Questionnaire
Sharing Questionnaire to study human resource practices in recruitment and selection.
Click Here To Download HR_PRACTICES_IN_RECRUITMENT_AND_SELECTION
Categories: HR Tags: HR, Recruitment
Recruitment Policy and Process
Sharing a model Recruitment Policy and Process.
Categories: HR Tags: Policy, Process, Recruitment