The recruitment is the process of locating potential Encouraging Application to Apply for Existing or Anticipated job opening. Actually it is a linking function, joining together to Those with jobs jobs till and Those seeking behavior. Recruitment, logically, AIMS at (1) Attracting a wide number of qualified applicants Who are ready to take up the job if it's Offered and (2) Offering enough information for unqualified person to self - select Themselves out.
Campus Recruitment:
It is a method of recruitment by visiting and participating in college campuses and Their placement centers. Here the recruitment visit reputed Educational Institutions Such as IITs, IIMs, colleges and universities with a view to pick up job aspirants HAVING requisite technical or professional skills. Job seekers are Provided information about the jobs, and the recruiter, in turn, get a snapshot of job seekers-through constant interchange of information with respective institutions. A screening is done Within The campus and the Students are then short listed to Subjected remainder of the selection process. In view of the Growing demand for young managers, most is reputed organization (Such as Hindustan Lever Ltd., Proctor and Gamble, Citibank, State Bank of India, Tata and Birla Group Companies) visit IIMs, IITs and Regularly sponsor and Even some popular campus activity with a view to earn goodwill in the job market. Advantage of this method include: the placement center Helps locate Provides applicants and resumes to organization; applicants pre-screened Can Be; applicants Will not Have to Be Lured away from a current job and salary expectations lower. On the negative front, campus recruitment means clustering hiring people with little or no work experience. The organization Will Have to offer training to Some Kind Of the applicants, Almost Immediately After hiring. It DEMANDS Careful advance planning, looking Into the 'placement week' of: various institutions in different share of the country. Further, campus recruiting Can Be Costly for organizing Situated in Another City (airfare, boarding and loading dépenses of recruiters, site visit of applicants if Allowed, etc..).
Guidelines for Campus RecruitmentShortlist campus: The campus curricula and specialization Whose game The Needs of a company are short listed in advance. Asian Paints, for instance, the assessment standards of education all leading B-Schools, Including the quality of classroom education, the faculty of Strengths, and the depth of support system like libraries, referencing Computerised et al. It scans the aussi entrance tests of These schools to find whether the Admitted Students are intellectually superior. That made the schools ict icts stringent standard we are Every Year list.Choose recruiting team carefully: The recruiting team Should Consist of senior executive, a heaving-through knowledge of the job and company. The team of compotation Generally shows how the management gravement Takes campus recruitment. To create a print TOO, for example, HCL Technologies Shiv Nadar Ltd. CEO addresses the Students himself. Alumni from B-School from Which the firm wants to hire people aussi Could Be Used To get a positive response.Pay Smartly, not Highly: Since compensation is not the MOST significant factor at the Beginning of one's career, the recruiting firm Should we focus attention to clearing Package That Is competitive and in line with industry Practise. For example, There Is one thing all prospective Honeywell Technology Solutions Lab (HTSC) are employed in Bangalore while Clearly Told They Are Being Interviewed; the company is not Trying to match the best salaries in the industry. Purpose then the company HAS something That Other companies can not offer. New Recruits find the recognition system, the work culture, and the Learning Opportunities a big attraction.Present a clear picture: Companies Such as Procter and Gamble, Nestle has this clear image of How They help the recruiter build a new career Promising Within short time span "come, grow with us" is the theme That THEY sell to prospective candidates Who are in search in interesting, challenging work assignments. (Rather then assignments cushioned with rewards and benefits).Do not oversell yourself: These Are no point in overselling the idea of a learning environment best pay master gold etc.. -through inflated claims. Instead, facts must Be presented in a frank way, throwing light on how performance gets Rewarded and Competencies are Nurtured carefully.Get in early: Leading companies try to Identify Their student as early as possible, and build 'em-through Fruitful relationship with: various way (like drag Carefully Selecting summer, putting the trainees on live projects, Assessing Their Ability early, Offering job offer on the spot etc. , as in the case of P & G). Offering scholarship, endowing flesh Sending managers as coaches to teach on campus are aussi Being passionately pursed with a view to forge a bond with students.Not everyone fits the bill: To Avoid Disappointments have a later stage, the recruiting company to verify Should try the career plans, expectations and aspiration of recruit elects and recheck everything objectively Before Extending the job offers. Common Mistake Made in Campus Recruitment
Failure to use professional recruiter: recruitment is Often Used as a training experience for new employed. This result in rapid turnover in the recruitment office.The recruiter is not well trained training in interviewing: Professionally trained training Used here as a mean minimum training période of Three Days of Principles and Practices That Are interview using live audio or videotaped and critiqued.The recruiter Does not Have the Authority to make decision with regard to hiring: Often this is reserved for the boss, Who Does not Know How to Conduct year assessment interview.The actual plant visit is mishandled: Recruiters are left waiting for appointment scheduling, constant interruption Occur during the visit, arrangements by the institute may not upto the mark Be, Prior short listing of Students is not Arranged.
Campus Recruitment:
It is a method of recruitment by visiting and participating in college campuses and Their placement centers. Here the recruitment visit reputed Educational Institutions Such as IITs, IIMs, colleges and universities with a view to pick up job aspirants HAVING requisite technical or professional skills. Job seekers are Provided information about the jobs, and the recruiter, in turn, get a snapshot of job seekers-through constant interchange of information with respective institutions. A screening is done Within The campus and the Students are then short listed to Subjected remainder of the selection process. In view of the Growing demand for young managers, most is reputed organization (Such as Hindustan Lever Ltd., Proctor and Gamble, Citibank, State Bank of India, Tata and Birla Group Companies) visit IIMs, IITs and Regularly sponsor and Even some popular campus activity with a view to earn goodwill in the job market. Advantage of this method include: the placement center Helps locate Provides applicants and resumes to organization; applicants pre-screened Can Be; applicants Will not Have to Be Lured away from a current job and salary expectations lower. On the negative front, campus recruitment means clustering hiring people with little or no work experience. The organization Will Have to offer training to Some Kind Of the applicants, Almost Immediately After hiring. It DEMANDS Careful advance planning, looking Into the 'placement week' of: various institutions in different share of the country. Further, campus recruiting Can Be Costly for organizing Situated in Another City (airfare, boarding and loading dépenses of recruiters, site visit of applicants if Allowed, etc..).
Guidelines for Campus RecruitmentShortlist campus: The campus curricula and specialization Whose game The Needs of a company are short listed in advance. Asian Paints, for instance, the assessment standards of education all leading B-Schools, Including the quality of classroom education, the faculty of Strengths, and the depth of support system like libraries, referencing Computerised et al. It scans the aussi entrance tests of These schools to find whether the Admitted Students are intellectually superior. That made the schools ict icts stringent standard we are Every Year list.Choose recruiting team carefully: The recruiting team Should Consist of senior executive, a heaving-through knowledge of the job and company. The team of compotation Generally shows how the management gravement Takes campus recruitment. To create a print TOO, for example, HCL Technologies Shiv Nadar Ltd. CEO addresses the Students himself. Alumni from B-School from Which the firm wants to hire people aussi Could Be Used To get a positive response.Pay Smartly, not Highly: Since compensation is not the MOST significant factor at the Beginning of one's career, the recruiting firm Should we focus attention to clearing Package That Is competitive and in line with industry Practise. For example, There Is one thing all prospective Honeywell Technology Solutions Lab (HTSC) are employed in Bangalore while Clearly Told They Are Being Interviewed; the company is not Trying to match the best salaries in the industry. Purpose then the company HAS something That Other companies can not offer. New Recruits find the recognition system, the work culture, and the Learning Opportunities a big attraction.Present a clear picture: Companies Such as Procter and Gamble, Nestle has this clear image of How They help the recruiter build a new career Promising Within short time span "come, grow with us" is the theme That THEY sell to prospective candidates Who are in search in interesting, challenging work assignments. (Rather then assignments cushioned with rewards and benefits).Do not oversell yourself: These Are no point in overselling the idea of a learning environment best pay master gold etc.. -through inflated claims. Instead, facts must Be presented in a frank way, throwing light on how performance gets Rewarded and Competencies are Nurtured carefully.Get in early: Leading companies try to Identify Their student as early as possible, and build 'em-through Fruitful relationship with: various way (like drag Carefully Selecting summer, putting the trainees on live projects, Assessing Their Ability early, Offering job offer on the spot etc. , as in the case of P & G). Offering scholarship, endowing flesh Sending managers as coaches to teach on campus are aussi Being passionately pursed with a view to forge a bond with students.Not everyone fits the bill: To Avoid Disappointments have a later stage, the recruiting company to verify Should try the career plans, expectations and aspiration of recruit elects and recheck everything objectively Before Extending the job offers. Common Mistake Made in Campus Recruitment
Failure to use professional recruiter: recruitment is Often Used as a training experience for new employed. This result in rapid turnover in the recruitment office.The recruiter is not well trained training in interviewing: Professionally trained training Used here as a mean minimum training période of Three Days of Principles and Practices That Are interview using live audio or videotaped and critiqued.The recruiter Does not Have the Authority to make decision with regard to hiring: Often this is reserved for the boss, Who Does not Know How to Conduct year assessment interview.The actual plant visit is mishandled: Recruiters are left waiting for appointment scheduling, constant interruption Occur during the visit, arrangements by the institute may not upto the mark Be, Prior short listing of Students is not Arranged.
