HI all, I am an MBA graduate joined newly for a recruitment consultancy. I just want to know what are the new ways of finding good candidates other than using job portals, how head hunting is done.
From India, Bangalore
From India, Bangalore
If you talking about new sources for recruitment, then I can suggest you a few-
1. Social Networks, like FaceBook, Orkut, etc.
2. Professional networking sites like, LinkedIn, Brijj (desi LinkedIn), etc are a good source, especially if you are looking for someone damn creative or are trying to hire someone at the top.
From India, Mumbai
391. Social Networks, like FaceBook, Orkut, etc.
2. Professional networking sites like, LinkedIn, Brijj (desi LinkedIn), etc are a good source, especially if you are looking for someone damn creative or are trying to hire someone at the top.
From India, Mumbai
hi all,
I am interested to do a short-term (1mth) course in HR. so tha can get a good job in the same field. I am a MBA graduate in HR with 1 yr exp...
also suggest me what all are the latest courses in HR which can be useful for getting me a good HR job.tin
Thanks
pls reply
Diana
New Delhi
From India, Madras
I am interested to do a short-term (1mth) course in HR. so tha can get a good job in the same field. I am a MBA graduate in HR with 1 yr exp...
also suggest me what all are the latest courses in HR which can be useful for getting me a good HR job.tin
Thanks
pls reply
Diana
New Delhi
From India, Madras
hi diana,
plz call us at 9873145504 for more details..
Santosh
I am interested to do a short-term (1mth) course in HR. so tha can get a good job in the same field. I am a MBA graduate in HR with 1 yr exp...
also suggest me what all are the latest courses in HR which can be useful for getting me a good HR job.tin
Thanks
pls reply
Diana
New Delhi[/QUOTE]
From India, Delhi
plz call us at 9873145504 for more details..
Santosh
I am interested to do a short-term (1mth) course in HR. so tha can get a good job in the same field. I am a MBA graduate in HR with 1 yr exp...
also suggest me what all are the latest courses in HR which can be useful for getting me a good HR job.tin
Thanks
pls reply
Diana
New Delhi[/QUOTE]
From India, Delhi
I am sharing what i know
Here how it works or may be something different than this..........
New Method of Recruitment:-
What is the best way to recruit the right person for the job?
Put about 100 bricks in some particular order in a closed room with an open window. Then send 2 or 3 candidates in the room and close the door. Leave them alone and come back after 6 hours and then analyze the result.
Here is the guidance to analyze new employee behavior:
1.They are counting the bricks. Assign them in the accounts department.
2.They are recounting them. Assign them in auditing.
3.They have messed up the whole place with the bricks. Assign them in facility engineering team.
4.They are arranging the bricks in some strange order. Assign them in Asset team, particularly Geology.
5.They are throwing the bricks at each other. Assign them in Operations team. Drilling may be fit.
6.They are sleeping. Simply, assign them in security team as usual.
7.They have broken the bricks into pieces. Then assign them in information technology.
8.They are sitting idle, nothing and don’t know what to do. Definitely, assign them in human resources team.
9.They say they have tried different combinations, yet not a brick has been moved. Obviously assign them in Procurement team.
10.They have already left for the day. Assign them on Public Affair team.
11.They are staring out of the window. Assign them on corporate strategic planning.
12.They are complaining about brick’s size, weight, color and odor. Then assign them in HES team.
13.And then last but not least. If they are talking to each other and not a single brick has been moved. Congratulate them and put them in top management.
From India, Ahmadabad
Here how it works or may be something different than this..........
New Method of Recruitment:-
What is the best way to recruit the right person for the job?
Put about 100 bricks in some particular order in a closed room with an open window. Then send 2 or 3 candidates in the room and close the door. Leave them alone and come back after 6 hours and then analyze the result.
Here is the guidance to analyze new employee behavior:
1.They are counting the bricks. Assign them in the accounts department.
2.They are recounting them. Assign them in auditing.
3.They have messed up the whole place with the bricks. Assign them in facility engineering team.
4.They are arranging the bricks in some strange order. Assign them in Asset team, particularly Geology.
5.They are throwing the bricks at each other. Assign them in Operations team. Drilling may be fit.
6.They are sleeping. Simply, assign them in security team as usual.
7.They have broken the bricks into pieces. Then assign them in information technology.
8.They are sitting idle, nothing and don’t know what to do. Definitely, assign them in human resources team.
9.They say they have tried different combinations, yet not a brick has been moved. Obviously assign them in Procurement team.
10.They have already left for the day. Assign them on Public Affair team.
11.They are staring out of the window. Assign them on corporate strategic planning.
12.They are complaining about brick’s size, weight, color and odor. Then assign them in HES team.
13.And then last but not least. If they are talking to each other and not a single brick has been moved. Congratulate them and put them in top management.
From India, Ahmadabad
Good one !!!
I feel that recruitment techniques should be developed keeping in mind what one is looking for. As the requirements vary ie industry and role, any specific recruitment requirement needs a specific designed process. By this, it is not implied that we get lost in a number of techniques, but based on an industry specific process once evolved, we have a set of modifications available to meet a particular recruitment requirement.
I also feel that there is a requirement of a psychological dimension added to recruitment processes, which will enable seeing what is hidden in a perspective employee and then evaluating his suitability. There may not be any legal problems in India, but just for information, such psychological profiling is not permitted in the US.
From India,
I feel that recruitment techniques should be developed keeping in mind what one is looking for. As the requirements vary ie industry and role, any specific recruitment requirement needs a specific designed process. By this, it is not implied that we get lost in a number of techniques, but based on an industry specific process once evolved, we have a set of modifications available to meet a particular recruitment requirement.
I also feel that there is a requirement of a psychological dimension added to recruitment processes, which will enable seeing what is hidden in a perspective employee and then evaluating his suitability. There may not be any legal problems in India, but just for information, such psychological profiling is not permitted in the US.
From India,
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