An overview of the recruitment process

BUILD LONG LASTING RELATIONSHIPS WITH CUSTOMERS.

LEARN THE ART OF DEALING WITH PEOPLE AND SITUATIONS TO YOUR BENEFIT.

CREATE A WIN – WIN OPPORTUNITY FOR BOTH CANDIDATE AND CLIENTS .

LEARN HOW TO OWN A CANDIDATE FOR LIFE. LEARN OBJECTION HANDLING EXPECTATION

MANAGEMENT. LEARN TO COMMUNICATE EFFECTIVELY. LEARN HOW TO KEEP YOURSELF MOTIVATED IN

THE UPS AND DOWNS OF RECRUITMENT.

CLIENT AND CANDIDATE SATISFACTION DECISION TO OUTSOURCE THE

RECRUITMENT PROCESS/RETAIN THE PROCESS IN HOUSE

CHOICE OF COMMUNICATION AND EVALUATION TECHNIQUES

CHOOSING THE RIGHT MIX OF SOURCES IN THE RECRUITMENT PROCESS

PERSONALITY TRAITS AND THE MINDSET OF RECRUITERS

5)DETAILED KNOWLEDGE OF CLIENT COMPANIES 6)SCREENING AND INTERVIEWING TECHNIQUES 7)NEGOTIATING SKILLS 8)NO FORMAL QUALIFICATIONS REQUIRED

1)VITAL LINK BETWEEN CANDIDATES AND CLIENTS2)OPERATE IN ALL SECTORS OF THE EMPLOYMENT MARKET3)USE OF SALES/BUSINESS DEVELOPMENT TECHNIQUES4)EXCITING AND CHALLENGING

9) BECOME A PEOPLE’S PERSON10) OPPORTUNITY TO RUN YOUR OWN BUSINESS11) ONGOING TRAINING AND PROFESSIONAL DEVELOPMENT

Meet client

Quality pitch

Job description

Salary Specification

Job portals

Referrals

Compay Profile

t client Service Agreement

Walkins

No.of vacancies

Rejected

SelectedReference check

ATTRACTING

CANDIDATES

IMPORTANCE OF A POSITIVE ATTITUDE FOCUS ON WIFM PRACTICE INITIAL PITCH TRY AND ENJOY YOUR CALL. USE COLD CALLS TO SET APPOINTMENTS NOT TO SELL TRY AND ESTABLISH A PROFESSIONAL RELATIONSHIP BEFORE PITCHING FOR THE

JOB. KNOW SOMETHING ABOUT THE COMPANY AND THE PERSON BEFORE TAKING THE

CALL COMBINE COLD CALLING WITH E MAIL MESSAGES ADOPT A CONSULTATIVE APPROACH LEARN TO HANDLE OBJECTIONS BE DOWN TO EARTH IN YOUR APPROACH HAVE POSITIVE EXPECTATIONS FROM YOUR CALL. DIVIDE TIME FRAME BY 2 WHEN ASED TO FOLLOW UP. TONE DOWN ENTHUSIASM DON’T TRY TO BE PERFECT DON’T PUSH- ENGAGE IN A NATURAL DIALOGUE “ MAKE EVERY CALL A GREAT CALL”

WE ADVERTISE WE HAVE HAD BAD EXPERIENCES WITH

AGENCIES WE RECRUITMENT THROGH WORD OF MOUTH,

JOB BOARDS, INTERNAL RECRUITMENT WE DO NOT USE AGENCIES WE ARE NOT CURRENTLY RECRUITING YOU ARE TOO EXPENSIVE WE HAVE JUST RECRUITED WE ALREADY HAVE A PREFERRED SUPPLIER

LIST

SELLING THE JOB EFFECTIVELY- MAKING THE QUALITY PITCH

CONDUCT OF CONSULTANCY/COMPANY REPRESENTATIVE SHOW OF RESPECT- MAKING THE CANDIDATE FEEL

WELCOME UNINTERRUPTED INTERVIEW-ADHERING TO INTERVIEW

SCHEDULE DESCRIBING THE JOB IN DETAIL RE-LOCATION ISSUES GETTING BACK TO CANDIDATE AS PER SCHEDULE GIVEN SALARY INFORMATION HANDLING COUNTER OFFERS TIMELINESS OF OFFER LETTER HONESTY AND CANDOUR

Work on your attitude Remain calm Never assume or presume Learn to listen and hear Maintain respect Balance boundaries and flexibilities Do not try and control relationships Courtesy at all times. Avoid anti- relationship mentality. Remember- people deal with those they like Practice relationship building as a conscious exercise

Recruiting executive personnel for a corporation Actively goes and finds someone who meets your job

requirement - a recruitment agency only provide resumes from its own pool

A headhunter meet strategic requirements Works with senior levels of management Works on retainers Have deep understanding of clients and requirements Provide extensive market intelligence to the clients Search is targeted, systematic research driven process All potential candidates interviewed. Encourage candidates to be open minded about a career

change

How is the actual process carried out.

DISCUSS!!!

CREATE FRIENDSHIP MAKING OPPORTUNITIES DURING THE RECRUITMENT PROCESS

FOLLOW DUE PROCESSES MOTIVATE YOURSELF STRONG PARTNERSHIP BETWEEN THE AGENCY AND THE

IN HOUSE RECRUITMENT TEAM CONDUCT A DETAILED TELEPHONIC INTERVIEW. DEVOTE TIME TO OTHER OPERATIONAL MATTERS IF

FRUSTRATED WITH THE RESULTS OF RECRUITING FOR A SHORT WHILE.

JUST REGARD THE FRUSTRATION AS A TEMPORARY SETBACK

MAKE THE OFFER ABOUT THE JOB NOT THE MONEY DON’T MAKE THE OFFER UNLESS THE POTENTIAL FOR

REFUSAL HAVE BEEN FULLY ADDRESSED

90 % OF EXECUTIVES HAVE SOCIAL NETWORK ACCOUNTS- 81 % OF THEM USE IT FOR PROFESSIONAL PURPOSES

8 MILLION ACTIVE FACEBOOK USERS. 13 MILLION ORKUT USERS

81 MILLION INTERNET USERS IN INDIA- ONLY 7% PENETRATION

ARTICLES, PRESS RELEASES, BLOGS DISPLAY ADVERTISING SOCIAL ADS SOCIAL NETWORK PAGES SEARCHING NAMES BY COMPANY FACEBOOK DIRECTORY APPLICATIONS BE A LEADER NOT A FOLLOWER ENGAGE WITH USERS MANAGE YOUR REPUTATION RESEARCH CANDIDATES, EMPLOYERS AND

OTHER USERS

Develop a complete company profile on linkedin Gather recommendation from existing industry member and

employees Actively search for prospective employees using

keywords,qualifications and experience Be proactivein respond to questions on linkedin answers Actively participate in linkedin groups Use career section to promote new employment opportunities Understand the medium thoroughly Be a leader not a follower Use the recruiters and job portals on linkedin

Design your profile Brand yourself professionally Start following people Reveal the human side of the company

through tweets Respond to comments requests , feedback in

real time Engage with clients and candidates Post hot jobs- use #Sign with keywords Follow discussions Focus on quality tweets

BLOG

•90 % OF EXECUTIVES HAVE SOCIAL NETWORK ACCOUNTS- 81 % OF THEM USE IT FOR PROFESSIONAL PURPOSES

•8 MILLION ACTIVE FACEBOOK USERS. 13 MILLION ORKUT USERS

•81 MILLION INTERNET USERS IN INDIA- ONLY 7% PENETRATION

MORE AND MORE COMPANIES ARE AND WILL BE USING SOCIAL MEDIA FOR RECRUITING IN THE DAYS TO COME- THIS FIGURE WILL GROW EXPONENTIALLY

1 OUT OF EVERY THREE EMPLOYERS ARE REJECTING CANDIDATES BASED ON SOMETHING THEY FOUND ABOUT THEM ONLINE

65% OF COMPANIESS HAV HIRED SUCCESSFULLY FROM SOCIAL MEDIA

50% HR PROFESSIONALS USE NETWORKING WEBSITES TO SOURCE POTANTIAL CANDIDATES

THANK YOU