0091 120 433 1536
|E - mail etiquettes and business writing|
|Practicing spoken English|
Searching for resumes sitting at your desktop can really get very monotonous and demanding at the same time. The need to have that extra punch in your manpower sourcing is what most IT recruiters look forward to. This session helps in rehearsing in what you always knew. The benefit comes from going back to the basics and learning new ways to accomplish the basics. This sets the tone for redefining the whole process, and the style of functioning.
At this program's conclusion, participants should be able to:
1. List the different means of manpower sourcing.
2. Detail the process of working with each method of manpower sourcing.
3. List best practices to be converted into a manual.
4. Arrive at mutually agreed timelines for the various steps in recruitment.
5. Analyzing the current recruitment process – turning it around.
6. Identify the recruiter in you – a salesman or a counsellor.
7. The following outline highlights some of the course’s key learning points.
This program begins with the most basic concept of recruitment – sourcing. It enlists all the methods and techniques for the beginners attempting at getting the beginners in the forum at the same level with the experienced participants.
Like any other business process, recruitment also needs its practitioners to optimize on the cost per hire for the organization. This module of the program makes the participant understand the need to have a proper mix of sourcing models in the overall pursuit of reducing the recruitment costs.
Most organizations have a recruitment policy detailed in the HR manual. However what needs to be put in place is documentation of best practices. This session attempts to identify and document best practices in recruitment in the industry and the organization. This, in future, forms the starting point for all new team members in the recruitment team of the organization.
Meeting deadlines are an integral part of the recruitment process. The challenge usually lies in meeting deadlines not in getting the resource. The task of meeting deadlines more often than not ends up in compromising quality of the hire. As a result recruiters usually find themselves in a mess either ways. This session deals with realistic fixation of deadlines. It sets the techniques to establish deadlines for recruiting to specific skills and positions.
The starting point of any recruitment process is usually very stereotypical. Most usually the process is not organization centric but is more task centric and vice versa. This unit attempts to analyze the process and redefine it.
Recruitment is usually defined as another form of selling. But then there are different types of sales people. There are the aggressive product marketing types and then there are the counselling types into concept selling. What’s your type? In this session we help you to analyze yourself using this personal profile analysis. This would also reveal your strengths and weaknesses and provide remedy to your problems.
At the program's conclusion, participants will not only have relearned the basics but would also discover new practices. They would be empowered to define their existing style and deliver it better for sustained progressive recruitment target achievement.