...What do Recruitment Consultants do? Recruitment consultants job is to attract candidates and matching them to temporary or permanent positions with client companies. Consultants work with client companies building relationships to gain a better understanding of their recruitment needs and requirements. In other words a manpower recruitment consultant is intermediary between corporate who looks forward to recruit staff and the people who are looking out for jobs. Manpower consultant has two customers Client and the Candidate. Recruiting through external resources are know as recruitment consultant. It is in fact a lengthy process. In this process corporate gets in touch with the Consultants for the payment charges first. Mostly recruitment...
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...The Aspects of Internal Hiring Vs. External Hiring: Pros and Cons Calvin Bowens WRTG 394 Advance Business Writing 1 October 2014 Professor John Ross Executive Summary This research provides an evaluation of the historic and current practices used to select internal employees for promotion in mid-level manager position versus selecting external candidates to fill those positions. Methods of this evaluation will include pros and cons, site managers and human resource team feedback, as well as, corporate leadership take on possible approaches. Results of this evaluation show that each hiring requirement is unique in nature when referring to positions of leadership. All members interviewed or who shared their insight stated having a clear understanding of what higher level leadership wants and demands must be established up front. Therefore, assumptions of these higher level expectations almost always end in failure of the newly hired external candidate or the internally hired employee. In addition, research finds current business practice being utilize in the company does not support selecting internally or externally. There are several areas requiring further attention and investigation, to include possible remedial training for human resource generalist and site managers for the sole purpose of building staff confidence and growing leaders from within. Corporate leaders have taken the hands-off approach to hiring mid-level managers. With that said, a clear and concise...
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...Q1] In your opinion, what stands out to you (pros and cons) regarding the Accenture strategies centering on: recruitment, development and retention strategies for the talent in India? A1] The pros regarding recruitment are the organization will be able to handle the rapid hiring of large numbers of people and the need for a specialized workforce with distinctive capability to deliver therefore desired outcomes will be met. Separate candidate sourcing will help improve the integrity of the overall recruitment process. The cons for recruitment are the organization will need large amount of time and energy to deal with the data base and the marginal cost of of small amount recruitment is very high and is not suitable for small business. The pros regarding development are that PCMM (public capability maturity model) is easier to implement and can make more of an impact when employees work in the same location, one that houses large groups that are self sustaining. It also helped to optimize software development and offered guidance towards consistent engineering excellence. The cons for development are its challenging tom implement cpm effectively in an environment where employees move around to different locations. It was often criticized for placing too much emphasis on processes ignoring the fact that people also played a key role in excellence. The pros for retention are the performance and emotional data are in details and make analyzing easier and its easy to find the engage...
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...areas: health care and technology. For the success of that business, SG Cowen needs talented, committed and strong cultural fit employees. This report has the goal to describe and evaluate the hiring process of that company and also the criteria that is used to decide among the candidates. In the end, based on the criteria used by the company, we’ll decide which two candidates (out of four) we would decide to hire for SG Cowen. 1. Hiring Process & Evaluation The hiring process for a new class of associates begins in fall and consists of internal and external hiring. 1. Internal Recruitment: a. Those employed as analysts and promoted to first-year associates at the end of their third year (without business school education), or b. Those starting out as interns in the summer and then being offered full time employment after graduation 2. External Recruitment: The hiring strategy focused on “core business schools”. However, Chip Rae, the director of recruiting at SG Cowen, has a different strategy when choosing the “core business school” comparing with what SG Cowen was doing in the past: Instead of going only to the top 10 business schools and getting people from the middle of the class, SG Cowen started looking for the next 15 business schools in the top 25 and getting people from the top of the class. Steps: 1st. Company presentations at schools: The aim is to educate the students about the company, to create awareness and to inform them...
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...e-Recruiting Jerry Matthews Devry University Fall Quarter 2013 Dr. Julian Hernandez Suggest how HR professionals can use online recruiting to more effectively support recruitment activities while reducing organizational costs. In this age of doing everything online, recruiting is no different. HR has had to adapt just as any other industry. One of the great things about online recruiting is that many of the services are free. HR professionals can utilize what is already at their fingertips like sites such as LinkedIn, Indeed, and Simply Hired. Some career websites however, require that the job posters adhere to strict criteria in order to post on the site. The career website Careerealism.com has the motto “every job is temporary” and that we all should have access to good career coaching (Influential, 2014). Anyone that wants to create a listing must meet the site’s demands for contributing tools, information, and resources to ensure readers get cutting-edge advice to help them with all aspects of career development (Influential, 2014). The website is very well known for providing regularly career tips, newsletters, live webinars and video tutorials all available around-the-clock (Influential, 2014). HR uses recruiting sites to evaluate skills, attract candidates and communicate benefits among other things (Gueutal & Stone, 2005). Utilizing these sites to recruit high-quality applicants is most definitely possible and also suggested if costs are a major...
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...Recruitment and selection THE RIMFIRE CASE STUDY By- SANYA MEHROTRA Case study: Recruitment specialist uses online system to support innovative HR solutions Introduction: Rimfire Resources is a young and expanding Australian company providing People, Information and Business Improvement solutions in the niche markets of Community Services and Agribusiness. Rimfire Resources approach to client service is to ensure that solutions are customized professionally, with integrity and confidentiality. Their ideal online recruitment system would need to meet these same criteria. The company had been using CRM software which was fine for managing client information (i.e. the companies on whose behalf they were recruiting), but unable to provide the search functionality. Rimfire Resources was looking for the right online recruitment solution. The Rimfire Resources team spent time developing clarity about the key functionality their ideal system would offer. Problem identification: Rimfire wanted the best candidate focused system possible. For the selection process, Rimfire Resources had tried a number of systems, but none were able to offer the right and suitable solution. In particular they were looking for a system which would allow them to: • Have collective information about the candidates applying, along with easy access. • Having up to date data about the candidates, which have validity and are genuine...
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... 1. What are the pros and cons of five sources of job candidates? 1) Hiring or Promoting from Within Pros – One of the biggest pros for this option is cost savings with internal postings and recruitment often costing next to nothing. As well, by looking internally to find someone who has the skills and qualifications to complete the job, you will have a much greater insight into what the person is capable of. Finally, promotion from within helps in the retention and attraction of employees. Cons – The biggest downside to hiring from within is that you will still have a vacant position to fill so you will need to start the entire process over again and now you have two positions to train for. 2) Referrals Pros – It is relatively inexpensive (some companies offer referral bonuses) and will encourage the loyalty of current employees who are making the referrals. Cons – If things do not work out with this referred employee, you could end up with a conflict. What are the potential consequences if I have to let the newly referred employee go? Will I lose the current employee who referred the person for the position? 3) Newspaper Advertising Pros – The biggest advantage to advertising in the newspaper is the wide distribution within your required location. For many newspapers these days, this can include display on the newspaper’s website for additional distribution. Cons – The biggest disadvantage...
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...Problem Statement To create a multinational recruitment system that would be applicable cross-nationally and cross-regionally. PESTL Economic * Managers salaries depended on locations * APAC plants were the top selling ones-Wrong HR decisions would prove costly * Unique economic conditions of each country cause difficulty in implementing a common selection process Social ANGLO | ASIAN | * Low Power Distance * Masculine Society * Individualist Society | * High Power Distance * Feminine Society * Collectivist Society | Cultural * There were substantial cultural differences between Anglo (Ex: German) and Asians (Ex: Chinese) nations. ANGLO | ASIAN | Informal Interactions Disagreements & differences were not treated as threat; free expression Hate waffling Governed by own conscience and internal sense of right and wrong. | Formal Interactions Emphasis of politeness, respect & emotional restraint. Circling around the topic More focussed on what others would say; led down when publically challenged. | Legal * Faulty HR policy can create legal issues. SWOT Analysis of Present System STRENGTH * The selection process varied amongst different countries hence it catered to cultural differences in a better way. * 90% of candidates were from the same country as the one they would be working in * Structured interviews by HR Specialist and department representative...
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...Background: The topic of selecting an Enterprise Resource Planning (ERP) Recruitment Solution vs. a Best in Breed (BoB) Talent Acquisition Solution is very common these days, especially as companies look to reduce costs, while competing and ultimately winning the “War for Talent”. The purpose of this document is to compare and contrast the benefits of each approach, using examples and quotes from individuals who have experienced both types of implementations and finally, to offer thoughts and questions that must be considered when making this decision. Best of Breed Talent Acquisition ERP Recruitment Solution Pros Cons Pros Cons Historically better functionality, more comprehensively meeting business requirements, configurability, and compliance Lesser functionality; playing “catch up” to BoB vendors (some ERP products still have no Career Hosting functionality, are not available as an ASP, offer no Job Agent technology, candidate prescreening, etc.) Requires interfaces to disparate HR systems/components Integration with HR/Payroll components, e.g. eferral payment processing integrated with payroll, on-boarding, etc Integration points & functionality still required for background checking, job posting services, assessment services, tax credit services, etc. Vendor focus & expertise. Dedicated resources to evolving the product. Dealing with a single vendor. Talent Acquisition not focus of development resources and R&D investment Implementation/updates/upgrades...
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...Sparkling Glass Limited A decision support document for the recruitment of the new General-Shift-in-Charge (748 words) Sourav Das PGP 2014-16, IIM Bangalore SR NO. 9233920 Sparkling Glass Limited Sparkling Glass limited Contents Background: ................................................................................................................................3 Purpose: ......................................................................................................................................3 Options Available ........................................................................................................................3 Option 1: Mr. Khanna ..............................................................................................................4 Option 2: Mr. Punjabi ..............................................................................................................4 Option 3: Mr. Gupta ................................................................................................................4 Option 4: Mr. Gulati .................................................................................................................4 Rationale used in decision making ...............................................................................................5 Recommendation ........................................................................................................................6 Appendix: Evaluation criteria...
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...Mr. Howard Schultz, the chairman and CEO of Starbucks Corporation is faced with some immediate and long term challenges in the year 1996. He needs to keep up the brand image of Starbucks, beat the competition, foray into new horizons for expansion, improve on the real estate strategy while maintaining the ‘coffee ‘ experience Starbucks is known for. Immediate issues 1. MacDonald is petitioning for a contract to serve Starbucks coffee. Mr. Howard is sceptical that granting this contract will dilute the brand image of Starbucks. While this can boost revenue in the shorter term, this can also lead to loss in clientele and reputation. Should Mr. Howard agree to the proposal? 2. Starbucks has a goal of having 2000 stores by the year 2000. The number of ‘A’ sites in market has decreased and the task of “street sniffers” is becoming increasingly difficult. The immediate challenge is to expand in different regions of the city. Should he put laser focus on Doppio strategy ? Basic Issues 1. Given Mr Howard’s bad experience at the University store , Starbucks needs to take an active look at the speciality agreements with retailers , restaurants and service providers. They are a big source of revenue generation but any compromise either on the coffee quality or coffee ‘experience’ could lead to loss in clientele, loss of brand and a hard earned niche market segment. 2. The regional competitors such as Second Cup in Canada and Best coffee in Seattle are eating the Starbuck’s...
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...Use of Social Media in Recruiting Think about the things you do when applying for a new job – anything from perfecting your cover letter and resume prior to applying to dressing nicely for the interview. You do everything you can to present the best version of yourself to the potential employer that you’ll be meeting with. But have you thought to prepare your social media accounts, too? With the rising usage of social media, “…it’s no surprise some recruiters and hiring managers are tuning in” (Smith) – but should it be used in the recruiting process? In Favor There are many pro’s to using social media when recruiting new talent – here I will discuss four points that you may not have considered before. First, social media allows the employer to see a more genuine version of the candidate, and that doesn’t always mean bringing light to negative attributes. A CareerBuilder survey found that 29% of surveyed hiring managers found something positive on a profile that drove them to offer the candidate a job (Smith). Websites like LinkedIn allow professionals to present their resume, showcase their interests and volunteer work, present more casual recommendations and endorsements that may not have a place in a resume, and show what professional organizations someone belongs to – all things that are important to understanding who a person is, but not things that will always come up in an interview. Second, social media gives employers the opportunity to target specific job...
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...PART TWO RECRUITMENT AND PLACEMENT | | |CHAPTER | |T Five | |Personnel Planning |5 | | |and Recruiting | | | |Lecture Outline | | | |Workforce Planning and Forecasting |In Brief: This chapter explains the process of | | |Strategy and Workforce Planning |forecasting personnel requirements, discusses | | |Forecasting Personnel Needs (Labor Demand) |the pros and cons of methods used for recruiting| | |Improving Productivity Through HRIS |job candidates, describes how to develop an | | |Forecasting the Supply of Inside Candidates |application form, and explains how to use | | |Forecasting the Supply of Outside Candidates |application forms to predict job performance...
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...Caesars Entertainment REPORT on issues related to Human Resource Management Summary: Caesars Entertainment Inc. is one of the world's leading gaming enterprise and has it's headquarter is in Las Vegas. Currently it owns 28 properties in five different countries. These properties offer casino gaming and resort facilities. This report is created to identify the major problems faced by the various properties of Caesars Entertainment. Most of these problems are interlinked and can be solved by implementing a few changes in the corporate structure and the overall policy of the organization. The se problems are analysed and different solutions are suggested. The 360 Degree Appraisal system is also discussed in the report and its pros and cons are explained. The report concludes with a brief discussion on how competitive advantage can be achieved in the long term if the suggested solutions are implemented in the organization. At the end a recommendation plan is outlined giving out a short-term and a long-term implementation plan for the organization. I tis usual for a summary to show some recommendations. Table of Contents: - 1.0 Introduction. 6 2.0 Problem Identification. 6 2.1 Lack of a unified vision in the organization 6 2.2 Decentralised Human Resource Function 6 2.3 High Employee Turnover 6 2.4 Hiring the 'right' employees 7 3.0 Contingency Plans. 7 3.1 Creating a Vision 7 3.2 Setting a Corporate Structure 7 3.3 Centralising the Human Resource...
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...companies. * team oriented professionals, who contribute to the greater whole of the organization through their participation in decision making situations. * a system which recognizes and rewards groups as well as individuals for their efforts and contributions to the company. Review: http://www.glassdoor.com/Reviews/Banglalink-Reviews-E534901.htm “So far so good” Current Anonymous Employee – Reviewed last week Pros – security, satisfaction and the culture facilitates to learn Cons – friends and family would want undue favors http://www.glassdoor.com/Overview/Working-at-Banglalink-EI_IE534901.11,21.htm http://www.glassdoor.com/Reviews/Banglalink-Reviews-E534901.htm# “Nice enveronment to work in banglalink.” Current Human Resources Administration Executive in Dhaka (Bangladesh) – Reviewed 2 weeks ago Pros – Now a days, people wants to work in a telecommunication company to show their output perfectly. So that i joined in banglalink as it is a multinational company; its mother company is Vimpelcom & was Orascom Telecom Holdings. Cons – banglalink is not maintaining the hundred percent multinational enveronment as now a days it is very expencive to maintain the same...
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