hr plcmnt ppt
TRANSCRIPT
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A powerpoint presentation on:
Recruitment & placement services
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Recruitment & placement services
It provides placement or job guidance a/q to the need & requirement in short time, matching the candidates profile a/q to the company profile.It mainly focuses on the growth & satisfying the needs of the clients: 1.company 2.job seekers
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How to set up….Get websiteDecide on business entityGet current a/c in bankGet business tools
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Specialization of consultancy services
Realistic commitmentHiring in large volumeHeadhunting for different levelsonsite assistanceEmployee assessmentPerformance & rewards managementTraining solutionsGeographic presencePlacement per year on different levels
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What can be the benefits??Practical knowledge/experienceIncrease in confidenceProfessional contactsStand out as a potential employerSupport with practical arrangementsOrganizational cultural activitiesMake new friends & acquainted with a different culture
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Steps to build clients??1.Location you want to target2.Target company which urgently requires the manpower3.Advertisements in newspaper4.Contact people through newspaper5.Face to face meetings6.Provide best candidate7.After closing, ask for the feedback & ask for references
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How to maintain growth consistency??
Work should be demandingFocus on small clients tooPlan for expansion into small citiesFocus on fortune clients
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Threats/ barriers:Inability to drive the business caseLack of substantial successful implementation Low maturity of marketsStagnant growth outlookAvailability of talent poolQuestion on abilityLonger recruitment cycleLack of qualified trainerIncrease in competition
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Results & response should be….
Hard workingVery quick to respond the needsReactive & proactiveCandidates very well targetedPlanning of interviews was well organizedVery good organization in the premises for the interviewsGreat hospitality
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Some of the fields in which consultancies hire for…
1.Real estate2.Technology & Telecom3.FMCG4.IT & ITES5.Retail6.Pharmaceuticals, healthcare & life7.Education8.Infrastructure9.Engineering
10.electrical, electronics & energy
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11.Financial services12.consumer & services13.automobiles & auto component14.aerospace & defence15.media & entertainment16.not for profit17.outsourcing & offshoring18.global outsourcing19.creative services20.Marketing21.Accounting22.LAW
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Hiring processDuring the hiring process, a human resources manager will use the following steps to determine the best possible fit for the job:
1.Review job applications 2.Test candidates 3.Interview selected candidates 4.Choose candidates based on a pre-determined selection criteria 5.Perform background and reference checks 6.Send selected candidates for a health check
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Top 10 business consultancy & their services
1.ABC Consultants2.Team lease3.Kelly services4.Manpower consultants5.TVA Infotech6.Adecco7.Egon zehnder8.Kornfeery asia9.Mancer consulting10.Ma foi randstand
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Case studies
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1.ABC CONSULTANTSBuilding careers. Building organization.
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-> Private company founded in 1969 by Dr. Bish Aggarwal-> Experience of 45 years over 1,45,000 placed-> Offices at 8 places in india: 1.Ahmedabad 2.Bengaluru 3.chennai 4.hyderabad 5.kolkata 6.mumbai 7.new delhi 8.pune-> International presence in dubai-> Mr. Shiv Aaggarwal is the present managing director of ABC consulting
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Fields they serve:1.Real estate2.Technology & Telecom3.FMCG4.IT & ITES5.Retail6.Pharmaceuticals, healthcare & life7.Education8.Infrastructure9.Engineering10.hospitality
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11.Financial services12.consumer & services13.automobiles & auto component14.aerospace & defence15.media & entertainment16.not for profit17.outsourcing & offshoring18.global outsourcing
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FEATURES:1.employe agencies2.HR Consulting3.outsourcing4.Recruitment for MNCs also5.developed industry expertise in different sectors6.Well accepted CSR - committed to sponsor a minimum of 525 students who will be provided vocational training & life skills through livelihood camps across India
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7.Recruitment Process Outsourcing Dedicated specialist recruitment team Single point of accountability for recruitment & redevelopment Significant value add a). Partnership b). Integrity c). Confidentiality 75% of its revenue comes from its existing clients
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Process/search methodology1. Understanding the client organization2. mapping position specific
competencies3. Search target plan -industry/company mapping -people mapping4. First shortlists5. Evaluation6. Interviews7. Reference check8. Post recruitment follow up
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2.Kelly servicesThe new breed of aspirational & dynamic employees.
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-> American agency-> operates in 41 countries including India-> employs more than 5,30,000 annually-> ranks 471 in the fortune 500 list of America’s largest co.-> 1100 employees in corporate head quarter in Troy Michigan-> 7000 approx. employees in global network branch offices
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-> revenue in 2011 was $5.3 billion-> provides employment to 25,55,000 employees in 2015 (temporary)-> listed in NASDAQ-> committed to CSR -worker empowerment -personal integrity -environment policies -ethics & governance -employees & people
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Fields they serve:Official servicesAccountingEngineeringITLawScienceMarketingCretive servicesLight industriesEducationHealth care
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3.Manpower group job consultants
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-> established in 1948 in Milwankee, USA-> 3500 offices in 80 countries & territories-> 3.3 million individuals placed into jobs annually-> 6,00,000 associates on assingment each day-> training & development center -enhances 12 millions people’s skills-> 4,oo,ooo clients worldwide-> 60 years of experience-> revenue in 2013 was 20 billion US $-> listed in the New York Exchange under symbol : MAN
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It mainly focuses on:
Recruitment & assessmentTraining & developmentCareer managementOutsourcingWorkforce consultingCareer tips
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4.Career Glitz
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-> Startup -> Provides job guidance -> Focus on candidates career-> Team spirit-> Professional work culture-> Real & genuine work culture-> Re-organized expertise-> Proven results-> Integrity-> Loyalty
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Process of recruitment1. Mutual agreement2. Clients need description3. Planning4. Short list resume5. Contact candidate6. Forward short listed candidates7. Line up interviews8. Joining formalities
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Fields they serve:
Real stateHospitalityFMCGIT & ITESRetailEducationTelecom
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CONCLUSION…
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What most business owners do.??
1. Put an add in paper/internet2. Receive phone calls & resume’s3. Pick out the good ones & get them in for an
interview- select the one you like
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Don’t have a systematic approach Falsified qualification Resumes embellished & selective
deletions Behavioural suitability poor Guesswork Process is not more objective
Why are the same mistakes being made??
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FACT:93% of business owners are not skilled in interviewing50% hiring decisions are wrongMost decisions are made in 3 minutesMade on emotion (dislikes, subconscious, etc)Buy the candidate emotionally & justify logicallyMen are influenced by the female candidates’ appearance37% of resumes are phony25% of work history is falsified33% of higher education qualification is false
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Job suitabilityWill the candidate actually enjoy the job?Are their character traits suited to the
position?How do we quantify this?Done if resume, selection criteria &
references are suitableFinal piece of the jigsawOnly then is the interview arranged
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Basic difference b/w established & startup manpower services:-
1. Systematic2. Revenue3. Capital4. Experience5. Knowledge of market6. Brand established7. Existing clients8. Advertisements9. Expansion10. Organized environment
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