Opinion-Corner.net » Recruiting and Retention

What Is Headhunting In Recruitment?

Sean — Mon, 01 Mar 2010 12:06:28 +0000

Headhunting is the recruitment process and it is the recent trend in the recruitment. It is professional approach to recruit, search, track, and selecting talented people already working in various companies. Headhunting is also called as executive search. In the initial stage headhunting was used by large organizations from developed countries. But now it is being used by smaller organizations also.

Companies are investing more on recruitment process for efficient employees. Headhunting is not a simple recruitment process, and it is very different from traditional recruitment. It requires lot of effort, commitment, patience and it is more expensive and requires longer period of time. The headhunting in recruitment is mostly used for middle management and top management positions.

Headhunters will be involved in most part of the process. Headhunters are third party agents and the companies pay fee for headhunters. The role of headhunters is to sale. The product they sell is people matching jobs and companies.

How to effectively use employment letters

Sean — Fri, 25 Dec 2009 11:13:47 +0000

Employment letters will assist you in many ways such as to reject job candidates, make job offers, and welcome employees. Usage of this employment letters makes your organization better.

The job offer letter
The job offer letter is provided to the candidate you have selected. Generally, the job offer letter confirms the conditions of hire agreements. They are prepared specifically for different positions.

The job rejection letter
Sending a candidate rejection letter to the applicants who were not selected for the job is a positive step. Your company gets a good reputation among the candidates. A candidate rejection letter may make a candidate sad, but it’s good both for the employer and the candidate to share official notification. In an effective rejection letter, you can indicate that you have interest but the fact that you had a more qualified candidate or less qualified that you hired for this position.

Welcome letter
A welcome letter to a new candidate who has done well in the recruiting process and has accepted your job offer confirms the employee’s decision to accept the duties. A welcome letter makes the employee feel welcomed.

How to Hire the Right Candidate

Sean — Tue, 15 Dec 2009 11:12:19 +0000

Hiring the right candidate is very challenging and it includes a lot of effort and preparation. A right candidate hired helps you in increasing the productivity, successful employment relationship at work place, and a positive impact on the employee morale of the company. Consider the following points to find a suitable candidate for your company.

Define the Job
The first thing you need to do while hiring a person is to define the job. Analyze the duties, responsibilities, necessary skills, and work environment for a particular post. Understand the job and get a clear idea of the requirements. The job description helps you to plan your recruiting strategy for hiring the right candidate.

Plan Employee Recruiting Strategy
After defining the job and its responsibilities, set up a recruiting planning meeting involving the key employees like team leaders, managers and other experienced employees. Plan a recruiting process with the help of the group to make it efficient.

Prepare a Checklist
Keep track of your requirements by maintaining a checklist. Keep updating your checklist to know what exactly you need in a candidate and what you achieved. Review and screen all the documents such as the resume, cover letters, job applications carefully.

Interview Questions
Be prepared with the right interview questions that are suitable for the job. Interview is a powerful factor in hiring a right candidate. The interview questions asked should be critical in identifying the right candidate.

Do some background research on the candidate, regarding his/her past experience, educational qualifications etc., to be sure that you are hiring a right candidate.

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How to plan recruiting strategy

Sean — Sun, 15 Nov 2009 11:12:33 +0000

You need to start your recruiting process with a recruiting strategy to hire a right candidate. Set up a meeting involving the recruiting department, managers, team leaders and senior employees. List down and analyze the points discussed in the meeting. Some of the key points to discuss in the meeting are:

Determine the need for a new recruit. With the help of other employees who worked successfully in a similar position, prepare the list of important qualities, experiences, education, and characteristics that your candidate should possess. It helps HR recruiter to use these characteristics to publish the classified ad or to screen the resumes received.

Prioritize the requirements and determine where to advertise the position to get good number of responses apart from taking internal referrals. Prepare a good recruiter to take the interviews. Plan and prepare the interview questions mostly related to the required position and behavior based.

Check if the testing assists you to select the right candidate. Make sure that every candidate for the position receives the same test at the same point in the selection process.

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Benefits of Employing Disabled Persons

Sean — Sat, 31 Oct 2009 12:35:50 +0000

Governments have announced some incentives for the organization, which encourages the disabled employees. There are some benefits for employing a diverse workforce including disabled people based on the disability standard. Organization can also increase their profits by reducing the cost associated with employment. The performance and productivity is increased with staff turnover and increased recruitment success.

If organization is not encouraging disabled people in turn they are losing some significantly talented people. Any corporate policies and procedures should be changed according to the disability discrimination act to encourage talented disabled people. If policies and procedures are not changed according to the discrimination act no disabled person will work in the organization and company can suffer from the shortage of skilled employees. Disabled people stay in the organization for longer period with strong commitment.

What Is Business Disability and How It Impacts Your Business

Sean — Fri, 02 Oct 2009 10:29:35 +0000

The UK government has implemented the Disability Discrimination Act against the discrimination of the disabled, in the year 1995 and further extended in 2005. It makes the discrimination of the disabled unlawful in respect to their disabilities in relation to employment, the provision of goods and services, education and transport. The discrimination is in terms of treating the disabled less favorably than other staff or job applicants for a reason relating to his disability. The less favorable treatment can be in respect of any aspect of the employment – recruitment procedures, contract terms, promotion, training, benefits and dismissal. So businesses shouldn’t treat the disabled customers, employers, partners, or competitors in an odd manner, which hurts them. However, this act impacts the safe running of a business a little. But these can be overcome by a little humanity and a little more concern on the disabled.

There is a need to increase the disability awareness in the people related to businesses to reduce issues. This helps in understanding the strategic, commercial, legal, societal, ethical and professional benefits of getting it right on disability and thus helps in providing the best disability confident service.

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Recruitment Process Outsourcing (RPO) and its benefits

Sean — Tue, 22 Sep 2009 10:21:29 +0000

Recruitment Process Outsourcing (RPO) is a form of business process outsourcing (BPO) where an employer outsources or transfers all or part of its recruitment activities to an external service provider.

RPO may involve the outsourcing of all or just part of recruitment functions and process. The external service provider may serve as a virtual recruiting department by providing a complete package of skills, tools, technologies and activities. The RPO service provider is “the” source for in-scope recruitment activity.

On the other hand, occasional recruitment support, for example temporary, contingency and executive search services is more analogous to out-tasking, co-sourcing or just sourcing. In this example the service provider is “a” source for certain types of recruitment activity. Differentiating between RPO and other types of staffing

The biggest distinction between RPO and other types of staffing is Process. In RPO the service provider assumes ownership of the process, while in other types of staffing the service provider is part of a process controlled by the organization buying their services.

Basic Benefits in RPO

The benefits in RPO are as follows:

RPO’s promoters claim that the solution offers improvement in quality, cost, service and speed.
RPO providers claim that an economy of scale enables them to offer recruitment processes at lower cost while economies of scope allow them to operate as high-quality, specialists.
Economies of scale and scope are said to arise from a larger staff of recruiters, databases of candidate resumes, and investment in recruitment tools and networks.
RPO solutions are also claimed to change fixed investment costs into variable costs that vary with fluctuation in recruitment activity.
Companies may pay by transaction rather than by staff member, thus avoiding under-utilization or sacking recruitment staff when activity is low.

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How To Improve Disability Standards?

Sean — Tue, 15 Sep 2009 10:00:09 +0000

Evolving experience of an organisation is possible by providing supported employment services for disabled people. Though lot of assistance is provided by many organisations, for unemployed disabled people in helping them in improving their employment prospects, they were still hindered by employers’ negative attitudes towards employing disabled people

Organisation should try to find ways of improving the understanding and attitudes of employers and create disability standard, especially small and medium sized businesses. Organisations should work with and for employees for providing better opportunities to disabled people.

For improving the employment prospects for disabled and other disadvantaged people by raising employers’ awareness and understanding of the business case for diversity and equal opportunities for good practices. To empower disabled people is an opportunity to work together with normal employees and to influence the business community. Demonstrating the affects of working with disabled people could facilitate in achieving goals, actions and outcomes, which otherwise would not be possible. Utilizing the expertise of each disabled employee promotes business case for workplace equality and diversity.

Latest job layoffs in major companies

Sean — Sun, 01 Feb 2009 10:23:23 +0000

The layoffs have not come down in spite of desperate efforts from the Government. There are still major companies who have announced mass layoffs in their firms, recently. Let’s have a look at their news.

The first layoff news is from the search engine giant Google. It declared that it is going to close down its three engineering offices and layoff 100 employees. The major thing here is that all the 100 employees are the recruiters of Google. According to a blog from the Vice President – Laszlo Bock of Google, the economy downturn is forcing them to have fewer people to focus on recruiting.

WellPoint is the largest Health Insuring Company of US and has announced that it is going to cut jobs of 1,500 employees in order to reduce costs to cope up with the recession. All these are entry level and junior positions and senior staff are safe for now.

Honda is the Japan’s No.2 automaker. I don’t know much about its position in US. But it is going to cut 3,100 jobs of all the temporary workers in their company. The good news here is that the layoffs will be in Japan only.

Similarly, Autodesk which saw losses in the 4th quarter of 2008 decided to layoff 750 people from its office.

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Reasons and benefits For Employee Training and Development

Sean — Wed, 16 Apr 2008 11:58:45 +0000

In organizational development, the related field of Training and Development (T & D) deals with the design and delivery of learning to improve performance, skills, or knowledge within organizations. In some organizations the term Learning & Development is used instead of Training and Development in order to emphasize the importance of learning for the individual and the organization. In other organizations, the term Human Resource Development is used.

Reasons for Employee Training and Development

Training and development can be initiated for a variety of reasons for an employee or group of employees, for example

When a performance appraisal indicates performance improvement is needed
To “benchmark” the status of improvement so far in a performance improvement effort
As part of an overall professional development program
As part of succession planning to help an employee be eligible for a planned change in role in the organization
To “pilot”, or test, the operation of a new performance management system
To train about a specific topic

Benefits from Employee Training and Development

There are numerous sources of online information about training and development. Several of these sites suggest reasons for supervisors to conduct training among employees. These reasons include:

Increased job satisfaction and morale among employees
Increased employee motivation
Increased efficiencies in processes, resulting in financial gain
Increased capacity to adopt new technologies and methods
Increased innovation in strategies and products
Reduced employee turnover
Enhanced company image, e.g., conducting ethics training (not a good reason for ethics training!)
Risk management, e.g., training about sexual harassment, diversity training.

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