Hi John

What recruiter doesn’t dream about the perfect candidate? Especially if you’ve worked long and hard at a difficult assignment for weeks, how does the cliche go? “Been there, done that, got the t-shirt,” you did all of what you set out to do, and run out of fresh leads. Frustrated, maybe you feel you have tried everything or that there’s something you’ve been neglecting to do or you’ve simply followed every lead to no avail. There must be a solution out there that’s more effective, right?

That’s where you need to rely on the careful preparation you’ve learned over years of setting up strategies or managing a search. Recruiters who plunge spontaneously into a new search, looking through databases without a search strategy, will probably end up frustrated and discouraged in now time flat....

FINDING PEOPLE THROUGH YOUR EXISTING EMPLOYEES

Work with your human resources department to develop an internal “Refer a Friend” scheme for your existing employees to refer like candidates.

ADVERTISING - PRINT

ADVERTISING - ONLINE

Internet or online recruitment is the fastest growing candidate sourcing medium available to both employers and employees.

Benefits include a “time to press” factor as advertisements can be placed in a matter of minutes and multiple changes can be made even after the advertisement is registered.

A key candidate benefit is that the Internet is relatively easy for candidates to browse in their own time with no added cost.

CANDIDATE PROSPECTING

You may already have access to many names and addresses of candidates who have applied to work for your organization.

As many of these records will be quite old, it is possible that some of the contacts have changed address but there is still a chance you can contact them.

Step 1: Create a database (Excel or Access) of basic details such as name, contact phone number, address for all candidates who have registered for work in the past 12–24 months.

Step 2: Due to privacy laws you must contact and gain the individuals consent to send information or to be contacted by your company.

Step 3: Design a letter or flyer to be sent to all consenting contacts. The information you want to convey may include one or more of the following:

* a description of the position(s) available
* whether they or someone they know is looking for permanent or temporary work;
* how to refer someone else for any of the positions you have available;
* a phone number and email address to register their CV or interest
* some form of incentive to encourage them to call or refer

Step 4: Maintain and keep the database up-to-date to contact suitable candidates for future positions or referrals.

USING A RECRUITMENT CONSULTANCY

Using a specialist recruitment organization that knows your industry and the people within it is an excellent source to tap into when you are searching for permanent or temporary staff.

MEASURING YOUR CANDIDATE SOURCING SUCCESSES

Tracking responses is essential if you are to maximize the benefits received from the cost of executing your own candidate sourcing campaigns. The following is a brief checklist when planning your next recruitment campaign.

* Keep a record of the candidate sourcing campaign and cost
* Track the response received
* Record the number of interviews and track their outcome
* Review the success of the campaign in attracting sufficient qualified responses
* Review the effectiveness of the response process. Plan for improvement where necessary.
* Refer to past recruitment campaigns and their results prior to embarking on the next one.


May be my answer might be different compare to others.....
Regards
Mahesh Singh Bhatia.....

Hi Jagan....

I think to be very successful in HR, MBA is must to work sincerely for the growth of the employees in the company. Gone are the days when people used to take or work in HR for the reason that they love interacting with people, It is the time when you passionately want to work for development of people......

Managing HR career involves keeping on top of key trends shaping the HR landscape as identified by five core competencies for the successful HR professional :

Change management - the ability to deal with uncertainty and change

Maturity - the stability of performance under pressure

Openness - accepting new ideas and practices

Flexibility - adaptability

Contextual thinking - seeing the big picture within a context of cognitive complexity.

Regards
Mahesh Singh Bhatia....

Hi Arsha...

According to me the 5 skills to become successful in HR......

1) Organizing
2) Multitasking
3) Dual Focus
4) Strategic Orientation
5) Team Orientation

Mahesh Singh.....

NethraSoft.....