RECRUITMENT METHODOLOGYTask: to cater the HR need of client most

efficient and professional way, with regular feedback and single point of contact.

Major Concern: Team work.

Research methodologyCommitment towards the given task

Designed by –Paul Dominick for HR Consultant.LINKED ID:Paul Domnick Raj

FILLING OF HRF MIS ANALYSYS

ALLOTMENT OF TASK TO TEAMS

TECHNICAL TEAM

NON TECHNICAL

TEAMITES TEAM MIS

CREATION OF DATA BASE

MASS MAIL/JOB POSTING

SHORT LISTING OF CVS FOR INTERVIEW

TELEPHONIC INTRVIEW/LINE

UP

Explanation:

Once The Client signs an agreement for man power requirement, the given HRF is dully filled up by the BDM ,BDE ,the HRF is forwarded to the MIS for registration once the registration has been done the HRF is forwarded to the analysis team for better understanding, of requirement ,mode of search etc, the views and suggestion is forwarded to the director for approvals. Based On the approval of the Director the HRF is forwarded to the respective team. Each Team consist of two recruiter, the team work has been designed as follows.

•At the first instance one member of the team concentrates in Executive for cvs and creating data base for the given JD in border aspect. Were as the second member of the team concentrates in mass mails and Job posting.

•Once certain data are generated, short list cvs and forwards it to second member of the team who then concentrates in telephonic interviews, line up of candidates.

•It becomes the routine work of the first recruiter to create data base from feedback of mails, Job posting etc.

•It is the responsibility of the team to report at the end of day in terms of data, line up etc.

•It is mandatory that every team forward report to the Director, HR Manager and the MIS.

The MIS team would be responsible for every communication with client, updating on requirement, The entire process is defined below

Name of ClientRequired DesignationIndustry preferredExperienceRelevant ExperienceSkill sets requiredLanguage FluencyWork LocationTotal number of vacanciesTurn over TimeCTC/NegotiableDuration for roll of the offerContact Details

General procedure towards the achievement of task:

It is the routine role of the business development Executive towards to development of business in terms of staffing ,The business development follows it own strategy towards the client, and the growth of business ,Its is mandatory for the BDM ,BDE to duly fill the Human Request form before the approval of the any job requirement. Based on the based on the analysis HRF and the approval of the Management the requirement is put on process.

HRF Form:

Explanation:

Name of client shall be clearly mentioned ,with requirement of skill set ,experiences, industry , CTC, location, Time that can be granted to candidates if selected ,total number of vacancies ,turn our time ,Contact person mail id with mobile number for correspondence.

Analysis of HRF

The filled up HRF has to be processed to the HR Manager directed to the Analysis team for further the Process.

The analysis team consists of 3 members from technical, Non technical, ITES for the better understanding of the requirement, Sources, and approval. A review on the analysis is forwarded to the Director for the further Approval.

What is Job Analysis and How Can It Help?

Job analysis is the use of any of a number of structured techniques to study the work of an organization. The unit of study in Job Analysis is, of course, the JOB, or more precisely, the positions making up the structure of an organization. Job analysis organizes information about positions, such as relevant behaviors (tasks), knowledge, skills, abilities, and other attributes, (sometimes referenced as KSAOs), required of incumbents holding positions. The information gathered during job analysis provides a foundation for such necessary human resource management activities as selecting personnel to fill positions, training them to perform job-specific tasks, developing performance evaluation standards, determining appropriate compensation, and promoting personnel within career families.

Human resources availability

Skill set availabilityConsultant EngagedCTC/Age/Experience/Location

Mode of sourcingTurn over TimeJob FreshnessComment

Analysis Form:ExplanationThe analysis team understands the requirements;, mode of sourcing profile, in case if Head hunting and shares their views to the director for approval. In completion of the approval the task is forwarded to respective team.Team Structure:Based on the requirement of the client the recruiters has been divided into 5 Teams:1. Technical Team2. Non Technical Team3. ITES Team4. Research, Client Correspondence and MIS5. Internal Recruitment TeamEach Staffing team consist of 2 Recruiter (Senior and a junior), it is the responsibility of the respective team to line up candidate to their clients in given span of time. Team shall be responsible for the entire

Explanation

The analysis team understands the requirements;, mode of sourcing profile, in case if Head hunting and shares their views to the director for approval. In completion of the approval the task is forwarded to respective team.

Team Structure:

Based on the requirement of the client the recruiters has been divided into 5 Teams:

1. Technical Team

2. Non Technical Team

3. ITES team

4. Research, Client Correspondence and MIS

5. Internal Recruitment Team

Each Staffing team consist of 2 Recruiter (Senior and a junior), it is the responsibility of the respective team to line up candidate to their clients in given span of time. Team shall be responsible for the entire Process of selection and generating feedback, submitting reports on the same

Work Process for Each Team:

Function 1: Creation of Data Base for given profile

Function 2: Mass Mail

Function 3: Job Posting

Function 4: Telephonic elevation and line up

Function 5: Reports, Feed Back.

Creation of Data Base:

Following steps need to be followed in Creation of Data Base

A: Executive search from portal

B: References

C: Mails

D: Job advertisement

E: Head Hunting

A: Executive search

This process mainly rely on recruiter to mine data from Portal based on Job requir ment, skill set ,Industry Preferred, Ctc, total years of experience ,etc.Recruiter can also concentrate in existing data ,referrals .It is always advisable that Executive search in wider manner.

Mass Mail: Based on the requirement a mass mail can be sent to relevant candidates. Standard

Template for Mass Mail:

Subject : Immediate opening for the post of------

Content: It is my pleasure to inform you that we do have immediate opening for the post of_____ for one of our reputed client located in___,the CTC for the same would be between— to ---,If interested please do mail your updated cv to:Name of recruiter:Email:Thanking you,With best regards,Date

Method To send mass mail to candidates:1.Login as an Admin/Recruiter2.Click Candidates tab.Click Mass mail to candidate’s link, located at the right panel

Click Send mass mail link

In the Mass mail to candidate's page, select the following and click Send Mass Mail button:- From Address - Custom View - Email Template

Note: You can add CC and BCC, which is optional

Mack sure when you send mass mail to filter profiles based on JD ,so that the mail reaches the correct personnel.

Please be clear on your mail id and contact ,

Do not disclose the name of client at any point of time

Mack sure to explore the feed back in daily basis

Job advertisement:

Job Posting is the major area of recruitment, where the candidates himsel f understands the vacancies in a particular organization, where he analysis his skill, education, experience ,and CTC before applying for the particular position.There the Job posting should be very clear ,well defined for the understanding of the particular position improper Job Postings leads to junk and irrelevant applicant which shall corrupt the entire inbox .

Below is the format of job posting:Job Title

Job DescriptionExperience Major area of responsibilityQualification Skill set CTCLocationIndustry PreferredDate of advertisementMail ID(please do not use @ ,Use at),Name

Use these steps to develop your job descriptions.

Gather the appropriate people for the task. The manager to whom the position will report takes the lead in developing a job description, but other employees who are performing similar jobs can contribute to its development, too. Additionally, if the position is new and will relieve current employees of work load, they should be part of the discussion. A first position ? The manager or company owner can develop the job description on his or her own.

These are the normal components of the job description:

Overall position description with general areas of responsibility listed,Essential functions of the job described with a couple of examples of each,

1 .Required knowledge, skills, and abilities,

2. Required education and experience,

3. A description of the physical demands, and

4. A description of the work environment

Title of Job:

Position Description:

Write a one sentence description of what the position does within your organization. Example: The Human Resources Manager guides and manages the overall provision of Human Resources services, policies, and programs.

Major Areas of Responsibility

Use bullet points to list the major areas covered by your job. For example, a Human Resources Manager might list responsibilities that include, but are not comprehensive, such as these.Required education and experience,

Required knowledge, skills, and abilities, CTC etc

Head Hunting:

Head hunting Headhunting refers to the approach of finding and attracting the best experienced person with the required skill set. Headhunting involves , hunting through referrals, social network, institutes and convincing the person to join the organization..,

Telephonic Evaluation and line up

Once the Data Base is created, relevant candidate’s cvs are filtered and reached through telephonic interview for the further process, shortlisted candidate’s cvs are sent to the client for screening and line up candidates for interview .Please do fill the evaluation sheet during telephonic interview. Evaluations sheet need to be attached to all shortlisted CVS .

Evaluation sheet:

1. Formal qualifications (Meets them , exceeds them, equivalent experience)Comments______________________________________________________________________________________________2. Experience (highly relevant, meets the minimum requirements, appropriate, not appropriate)Comments_______________________________________________________________________________________________ 3.Professional/technical knowledge (very knowledgeable, demonstrates a high degree of knowledge of related field, meets Minimum requirements_________________________________________

4. Interpersonal skills (A very good ability to persuade and influence others, strong communicator, moderately sociable and persuasive, might have problems relating and influencing others, would not relate effectively to others)Comments__________________________________________________________________

5. Problem-solving Skills (Demonstrated high degree of understanding and experience, reasonably strong, lacked an understanding and knowledge)Comments_____________________________________________________________________

6. Reason for leaving last position (More responsibility and remuneration, career development opportunity, location, notCurrently in a position)Comments__________________________________________________________________

7. Availability (Starting date):

8. Overall evaluation (highly recommended, acceptable, not recommended)Comments_____________________________________________________________________

9. Decision .(shortlisted , not short listed)Comments_____________________________________________________________________Interviewer’s name:________________________________________________ Date____________________________________

Indidual team work Flow Chart

Identifying prospective

candidates/Short listing for Telephonic

Round

Hold talk with candidates

Candidate

selected

shortlisted cvs are Sent to client

Final list for

interview

Candidate line up/report

Final selected list /dOJ etc

Not reachable/Rejected Candidates

Daily Report Sheet

NOTE: : Please do attached the folder shortlisted cvs ,to this report when ever cvs are sent to clients or candidates sent for interview ,in daily basis .Every day report shall be sent to , Director(without Folder of Cvs), HR Manager and MIS.

Position1 Position2 Position3

Total number of cv in Data Bank

Total number of cv Shortlisted

Total number of calls for day

Total number of cv dispatched for day

Total number of candidates lined up for day

Total no of candidates attended interview till day

Over all selection status till day

Date

Team NO Over all status of day:

MIS:

Function: Any Human Request form Filled by the BDM ,BDE, has to be processed to the MIS ,before forwarding to the Management,:

1. The MIS registers the HRF,(Total number of requirements, Turn over Time..etc) ,Contact details, Pending SRS if any , in the main Machine.

2. MIS shall play the mode of contact between the Client regarding feed back, Interview Schedules.

3. CC of All Reports shall be forwarded to MIS in every day Basis.

4. MIS shall be responsible for brief report clarification to the Director in case required.

5. MIS would be responsible regarding Clarification interview status, selection status , Client up date.

6. MIS shall be responsible for client interaction in daily or weekly basis

7.It is also the function of MIS to Maintain Master Data base , and selected Data Base .

Thanks for Viewing the presentation.IT was Mainly designed as a guide Lines for recruitment Firm in

terms of Recruitment and selection Process.

Cooperate Generally deals with similar HRF but Consultant handle multi Task where the recruiter need to be 99 Times Faster and aggressive than a normal HR of a company or a

cooperate ,the salary is limited but huge effort is essential for the achievement of task never the less to say a person strong in

recruitment from a recruitment Firm should prove 100 better than any cooperate HR ,do not disheart working for a vandor I

wish them all the best to reach a Number one Cooprate.REGARDS>>>

Paul Domnick R(MBA,MTM,LLB)

LINKED ID:Paul Domnick Raj