Recruiting
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BUS-FP4045_NguyenKhanh_Assessment4-2.pptx
Recruiting
Khanh K. Nguyen
Capella University
October 9, 2019
“E-Recruitment”
The Internet Recruitment, is also known as E-Recruitment is the method of employing the potential applicants for the empty job positions, through electronic resources, mainly the internet.
Its cheap
Helpful equally for the employer and the applicant
Less time required in hiring
More efficient and easy
Not suitable for senior positions
High volume of responses
Technology issues
Too impersonal
“Advantages of E-Recruitment”
“Dis-Advantages of E-Recruitment”
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“Sales Representative Duties”
Reaching customers
By promoting products and services
Do cost-benefit and examination of clients to fulfill their needs.
Start, grow and continue customer better relationships.
Accelerate the determination of client complications and problems and then solve them accordingly.
Organize sales determination with team and additional sections
Analyze markets and report.
Continuously take feedback
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“Job description for Sales representative”
“Our company CapraTek is looking for a Sales Representative to be responsible for generating leads and meeting sales goals. Duties will include sales presentations and product demonstrations, as well as negotiating contracts with potential clients.
In order to be successful in this role, you will need to have a deep understanding of the sales process and dynamics, and also superb interpersonal skills. Previous experience in a sales role is an advantage.”
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“Sales Representative Requirements for CapraTek”
Prove work as sales reprenstatives
Excel in MS word
CRM and BRM practice
Extremely encouraged and board ambitious with target to achieved
Perfect communication and negotiation skills.
Prioritizing, time management and organizational skills
Aptitude to make and bring performances custom-made to the spectators wants.
BS/BA degree or equivalent
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COMPARE THE QUALITY OF THE JOB INFORMATION FOR EACH EMPLOYER AND WEB SITE FROM AN APPLICANT'S AND EMPLOYER'S POINT-OF-VIEW
“Significant changes in technology over the past decade are having a profound impact on recruiting strategies, with staffing professionals increasingly using social networking sites to source, contact and screen both active and passive job candidates. In addition to a focus on social networking's impact on the staffing process”
So when we are at the point of hiring the final candidate we should review how career-oriented he/she is. Assess their past experience, know their strength and weaknesses. Consider if they fit in our company’s culture or not. This is the biggest challenge for a company to find a right candidate. Preference should always be given to one who is more skilled and motivated and good fit in the company. So all the past experience on the given resume is checked by the employer if it will fit best for the company
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Process of Recruiting in Capra Tek
What is the process of recruitment and selecting?
The process through which the individual has to go through for his selection in the Capra Tek is skillful and also qualitative. The process for hiring the individual cannot be continuous; it has to be periodic in nature and consumes much of the time. This hiring process id adopted for the development of the company. The Capra Tek may their employee updated as the environment of the value is growing fast, and they have to fulfill the requirements of the markets. At first if the purpose of the hiring is done properly the skills will be judged well and also the candidates’ abilities will also be judged well. They want the best employees for their betterment and development of the company. They choose the best candidate as their employees. To choose the three best candidates for the Capra Tek office of the regional scale in the position of the representative. The process is simple and the process id extended too many periods because they need the best candidates. The process includes looking for a candidate that is much committed to his work, having the good skills in the learning and analysis, having certain compatibility for the job, tries to find and hire an intern as they have the experience of the job.
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Different Types of Recruiting Strategies
Internal recruiting
It occurs within the firm and it is very effective, advertisement for such recruitment can be done through announcements, emails, posters and word to mouth. It is another way to reward one who do good performances.
Employment Agencies
In such cases agencies do recruitment for the company and whole procedure from recruitment to selection can be done by agencies.
Attraction
This recruitment is done through proactive technique to reach out candidates you are looking for and in this regard E-recruitment is best.
Direct Approach
This puts you into direct competition with many other business who are looking for same talent of applicants pool. The best way of this recruitment is to employee employees from their direct job.
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Recruitment Approaches
The process of hiring in the organization is considered to be an important part of the organization or for the business. Human Resources Management is responsible for recruiting. There are different approaches and strategies of the recruitment that help the HR team in the recruiting process. They are; Have a brand for the employer, post for the job that describes the company clearly, the help from social media can be taken, the investment can be done on the tracking system of the applicant, the recruiting of the college can be considered, conduct strong interviews.
Pre-Employment Test
There are many pre-employment tests that are used for the position that is being recruited. The following can be taken as the pre-employed test; test for the knowledge of the test, it helps to measure the knowledge of the candidates’ expertise in the theoretical and technical field. There is test of integrity, test to check the ability of the cognition and personality, emotional intelligence test and to assess the skills there is certain test and to check whether the candidate is physically fit or not the tests are present. These are the types of pre-employed test which are used by the HR team while doing recruitment.
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Background Checks
The most important part of hiring a candidate is to hire them with the integrity and the qualification so that they are able to perform the job well. But now a day to select a candidate on the bases of the value of face is difficult. To do effective hiring involves the background checks of the candidates, this is done to get to know about the candidates’ abilities and to know about the performance of the employment. The main purpose of the background research is to evaluate the aptitude, needs and skills that have to be carried out in the job. The background research can include the; qualification of the employment, organization’s protecting, issues of the legal and checks the background.
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SUMMARIZE FINDINGS FOR OR AGAINST CAPRATEK USING THESE SELECTED WEB SITES FOR POSTING POSITIONS AND SEARCHING FOR APPLICANTS.
It should have a brand for the employer
Post for the job that describes the company CapraTek clearly
The help form social media can be taken
Investment can be done on the tracking system of applicant
The recruiting of the college can be considered
conduct strong interviews
Email Tracking Tools
Indeed’s Intelligent Data
BufferApp
Boomerang for Gmail
360 Social
Tools of the Recruiting
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Final Hiring
At the end of all the interviews session it is the time when the Human Resources Management has to choose a candidate for the job. It may be sometimes a difficult task for them. First they have to shortlist the candidates and then choose one out of them. Not only the HR team has to choose the candidate rather they have to choose the right candidate that has the particular talent and skills to perform certain tasks. While choosing the right candidate they can decide through the three basics techniques or the guidelines that may help them to make the decision easily.
They can be; apply the criteria of the objective hiring process, check the final references, make sure that all the stakeholders you are working with are satisfied and agreed to hire the individual
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Approaches to the Recruiting selected by CapraTek
Share antidotes or stories how encouraging
The attitude variations circumstances
Offer trainings and workouts to grow a ‘positive’ language
By Character plays and competitions to support the
approaches
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Conclusion
Every company has a certain type of department who has to work like the HR department. The task of the technology is to do the recruitment, evaluation performances and payroll and this helps the staff members of the HR to accomplish the task better. Here are certain tools of the technology that are used by the different business for making the workplace a happy place, these tools are; Human Resource Information System, solutions of the performances, software of the recruiting, services of the payroll, platform that manages the benefits, tools for the engaging the employees and finally solution to be choose.
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References
6 Essential Tech Tools for Your HR Department. (2018). Retrieved from Business News Daily website: https://www.businessnewsdaily.com/9663-hr-tech-tools.html
10 Methods for Screening Candidates – Which Is The Most Efficient? (2019, September 27). Retrieved from Hundred5 website: https://hundred5.com/blog/screening-candidates
Difference between Recruitment and Selection. (2015). Retrieved from Managementstudyguide.com website: https://www.managementstudyguide.com/difference-between-recruitment-selection.htm
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2015-03-23T12:32:07+0300
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