With the advent of the internet technology, people do not move out of their seat and constantly stare at the computer monitor. The online industry is the ever booming industry in the present day market. Online recruitment is the new buzz word in the market where people can apply for their dream jobs in the multi national company sitting at home. The days are gone where people have to take their files and search for any vacancy. There are many of the online service agencies and other recruitment agencies offering these services at an affordable rate.
People from UK can use the online recruitment UK services and benefit out of them. Leave out all your worries while approaching these companies. The job seekers have got many online search engine portals dedicated for these kinds of services. The technology can be used at its best to find the flat fee recruitment jobs and companies. People have to be aware of the terms and conditions that are prevailing while seeking their help. These agencies will allow the people to use their online portal by which they could apply for the companies where they wish at a flat fee. This is often termed as flat fee recruitment.
The job seekers will have to undertake an online test before submitting their resume. This first hurdle can be crossed effortlessly. The questions will include the analytical and logical type of questions. This will be purely depending upon the requirements of the organizations. If they wish to apply for the organizations through these recruitment agencies, job seekers will have to pay some amount of money. This is not the case with all the recruitment agencies. Low cost recruitment is possible with these kinds of players in the market.
The recruitment agencies will come forward to conduct some training classes in order to clear the online test. Some people might be weak in this part despite having a good technical knowledge. They will have an expert team and offer the training programs through their cost effective recruitment system. All the process will be made transparent with no back door policy. So the job seekers can be quite happy when it comes to appointment. However, they have to be aware of the fake organizations and online recruitment services. These frauds will demand some amount of money to get employed in the company through the back door policy
Online recruitment UK is preferred by most of the job seekers in UK because of their reliable services. They shoulder the entire responsibilities in filtering the profiles and verifying the requirements of the organizations to check whether your profile suits or not. However, in turn the job seekers must pay a minimal amount of money to avail these services.
Posts Tagged ‘Recruitment’
Your Dream Jobs At Your Doorstep – Just A Click’s Away Through Online Recruitment
Thursday, August 19th, 2010World of Warcraft Recruitment: How to Get Good Results
Tuesday, July 27th, 20101. Introduction
Recruitment is one of the most important duties of guild leaders or officers. At the same time it is also an area where a lot of guilds go wrong. Often guilds go about the task of recruitment the wrong way. Or you might have thought that recruitment is something that happens automatically and suddenly find yourself out of active members. In this guide we will look at the most important aspects to consider when recruiting for a guild. How do you properly advertise your guild? How do you get good results?
The first step toward successful guild recruitment is to set your goals, in detail. Regardless whether you’re just starting out or just want to kickstart your recruitment, you should spend some time writing a guild charter. Explain what makes your guild special among all the other guilds on the server. Here’s a list of questions you should answer in your charter:
2. Public relations
Writing a charter for your guild serves a double purpose. First of all it will provide you an opportunity to think about what you really expect from the game, from your guild. What do you expect from your members and what are you willing to do to reach those goals.
Secondly the charter will provide you with the perfect foundation for a good guild website. Often your website will be the first (and all too often the last) thing people will look at when considering your guild. Time working on your website is always time well spent. A good website does not just list your progress and provide your members with a forum to chat during work hours. If done right, it should provide potential recruits with invaluable information about your guild.
The most important aspect of recruitment lies in how you make other players perceive you and your guild. To mold your guild and attract the right people to help you on your path, you have to project the correct image to the public. A good guild reputation is your most valuable asset. The charter is the first step toward this. Making everybody aware of your goals in the beginning will help you avoid a lot of grief later on. One of the most common underlying reasons to guilds failing is the failure to communicate your guild’s ideology properly.
This is also the reason why guilds often require their members to follow a certain code of conduct. Your members are your guild’s face to the public. Try to prevent your members from behaving inappropriately toward other players, be it ingame or on forums. One thoughtless comment by one of your members can ruin weeks of hard work you put into building the guilds reputation. Being polite and helpful toward outsiders demands very little effort on your part and it’s an easy way to build a good reputation on your server.
Recruitment officers
Picking the right kind of people as recruitment officers can have a major impact on your guilds recruitment. In most guilds the job of recruitment officer is limited to screening applications on your guild forum. That is a mistake. Replying to applications on your forums should only be a small part of what your recruitment officer does. A recruitment officer is basically your public relations officer. The most important thing your recruitment officers can do is to run heroic instances with people outside your guild. This accomplishes two goals of recruitment:
Poaching
Members and officers who actively seek groups with players outside the guild are your best tool for healthy recruitment. However, when try to avoid to be seen as a poacher. Poaching is the act of specifically trying to recruit people who are already guilded.
Now, technically, there is nothing wrong in a moral sense with this practice. It’s comparable to standard headhunting practices in the business world. If a rival guild has a talented member which you think you might persuade to join your guild, then by all means, try to recruit him/her. If the player decides to leave his old guild then he wasn’t a good match for his old guild anyway.
You may want to keep in mind tho that the other guild and the players in it might not see it that way. Most guilds are fiercely protective of their members. This is only natural, since your recruitment activities may directly interfere with their ability to pursue their own goals. Because of this they call your active recruiting poaching, trying to portray you as a thief. Of couse, most guilds have double standards in this regard. If they do it, its active recruitment or inviting friends to their guild. Still, it is in your best interest to avoid being branded as poacher guild.
It’s not worth to poach any player outright if that means you will antagonize yourself to other potential recuits in that guild or even the whole server. Befriend them and when there is an opportunity, try to induce doubt in their current guild. Let them know that they are the sort of person that you think fits into your guild. Just be available and desirable.
Selecting recruits
It can often be difficult to find recruits that fit your guilds requirements. Make use of online resources. Check recruitment forums. Specialized websites, such as recruit-gamers.com can help you finding players that meet your basic gear requirements and playtimes, be it on your server or willing to transfer from another server. That being said, make sure the players also are a good match for your guild in other aspects. Don’t just look at their equipment and playing hours. Take a few minutes to talk to them about their personal goals. See if their goals mesh with the guild’s goals. Look at their reputation on their server. Recruiting somebody with a bad attitude will do more harm than good, no matter how good their skills and/or playtimes might appear.
Recruitment Check-list:
When do you stop?
So when do you stop recruiting? Let’s say you have enough members to do raid instances (10 or 25, depending on your goals). Does this mean your recruitment officer can take a break? Well, if your members are all hardcore raiders, he could, but I would advise against it. Sure, people like to have their guaranteed raid spot. Sure, you might get great progress raiding with the minimal numbers required. But it is a fact that people sometimes quit playing. When that happens, you want to be prepared. The size of your raid force should depend on how active/dependable your members are, but it should always exceed the minimal number required. As a rule of thumb i would suggest the following:
Resources:
Official WoW Guild Recruitment Forumshttp://forums.worldofwarcraft.com/board.aspx?fn=wow-guild-recruitment
Most guilds submit recruitment posts on the official forum. The downside is that your post will quickly disappear in the back pages if you don’t keep bumping your post to the top.Recruit-Gamershttp://www.recruit-gamers.com/
Offers an alternative to the official forum. Submit your guild’s recruitment status to a searchable database. Or if you want to actively look for new members, search the database for potential recruits.Warcraft Realms Character Historyhttp://www.warcraftrealms.com/charhistory.php
Check up on your applicant’s guild history.
Recent Trends in Recruitment in Retailing Industry
Thursday, July 22nd, 2010RECENT TRENDS IN RECRUITMENT IN RETAILING
INDUSTRY
“Its not the strongest of the species and not the wisest that survice, but the ones that are most responsive to change.”
– Charles Darwin
“Retail – What lies Beneath
Of the people, by the people, for the people.”
Retailing is a fascinating, people oriented business, based on service to consumers. It operates in an environment of attractive products and helpful services. Wherever you turn in retailing, you can find something interesting to look at, to explore, and often to purchase. We live in an age that is rich with products and services for most people to buy. Products are goods grown or manufactured and available for sale; services are benefits or satisfactions that improve the appearance, health, comfort, or peace of mind of their users.
It is easy to take for granted the impact retailing has on a nation’s economic growth. In fact, retailing has made a significant contribution to the economic prosperity that we enjoy so much. The nations that have enjoyed the greatest economic and social progress have been those with a strong retail sector. Retailers have become valued and necessary members of society. Although some may argue that we have too many retailers with too many stores operating today, we must not forget the social benefits that “over storing” provide an economy. Some of the benefits that a vibrant retailing sector provides are easier access to products, having to settle to a second or third choice less often when shopping for a particular product, greater customer satisfaction, and higher levels of customer service.
What is Retailing?
Retailing consists of the final activities and steps needed to place merchandise made elsewhere in the hands of the ultimate consumer or to provide services to the consumer.
The Nature of Change in Retailing
Retailing is not staid and stable; rather it is an exciting business sector that effectively combines an individual’s skills to make a profit in an ever-changing market environment. That is why some retailers are successful and others, who are either unwilling or unable to adapt to this changing environment, fail.
Behaviour of
Consumers
Socio –
Economic Behaviour
Environment
RetailFirm
of
Competition
State of
Technology Behaviour
Of
Channel
Legal and
Ethical System
What is involved in a Retailing Career?
In the long run, a retailing career can offer salary comparable with other careers, definite career advancement, and geographic mobility. In addition, a career in retailing incorporates the knowledge and use of all the business activities or disciplines – accounting, marketing, finance, human resources, etc. Besides, in retailing “no two days are alike; each offers its own set of opportunities and problems.” The prerequisites for the success in retailing besides hard work include analytical skills, creativity, decisiveness, flexibility, initiative, leadership, organization, risk taking, stress tolerance, perseverance and enthusiasm. Though these are important, but it is especially important for the retail manager to work at developing an attitude of openness to new ideas and a willingness to learn because the market is always changing.
Planning for Human Resources
The role of administrative management is to acquire, maintain and control of retail resources. One of the most important resources of all the other is human resources. Human resources make things happen. After all, customers don’t care who owns a retail store, they just want their questions answered, their problems solved, and their money for their purchases taken by the “first person they see.” For many retailers, labour productivity has been declining over the past two decades. These retailers appear to be caught in a vicious circle in which the relatively low wages that they offer salespersons have attracted low-quality employees, which tends to perpetuate the low-wage-low-quality cycle. Not all retailers are in this vicious circle; many have gotten out by investing time and money in their employees.
The hired human resources must be empowered. Empowerment simply means that the employee has the “power to make things right for the customer.” An empowered retail employee seeks to understand the customer’s problem, desires to develop a relationship with the customer, understands the value of customer loyalty and is encouraged by management to solve the customer’s problem.
The profit impact of empowering employees in retailing is dramatic. Before being able to empower their employees, retailers must first decide what human resources will be needed to achieve their firm’s goals and objectives. Next, retailers must make sure that only the right types of employees are hired, that they are managed properly, and that they are fairly compensated for their efforts. Of all the activities recruitment is important for retailers to be successful.
Recruitment
Recruitment is an important part of an organization’s human resource planning and their competitive strength. Competent human resources at the right positions in the organization are a vital resource and can be a core competency or a strategic advantage for it.
The objective of the recruitment process is to obtain the number and quality of employees that can be selected in order to help the organization to achieve its goals and objectives. With the same objective, recruitment helps to create a pool of prospective employees for the organization so that the management can select the right candidate for the right job from this pool. Recruitment acts as a link between the employers and the job seekers and ensures the placement of right candidate at the right place at the right time. Using and following the right recruitment processes can facilitate the selection of the best candidates for the organization.
In this competitive global world and increasing flexibility in the labour market, recruitment is becoming more and more important in every business. Therefore, recruitment serves as the first step in fulfilling the needs of organizations for a competitive, motivated and flexible human resource that can help achieve its objectives.
According to Edwin B. Flippo, “Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organisation”.
Recruitment Needs are of Three Types
v PLANNED
i.e. the needs arising from changes in organization and retirement policy.
v ANTICIPATED
Anticipated needs are those movements in personnel, which an organization can predict by studying trends in internal and external environment.
v UNEXPECTED
Resignation, deaths, accidents, illness give rise to unexpected needs.
Purpose and Importance of Retailing
Ø Attract and encourage more and more candidates to apply in the organization.
Ø Create a talent pool of candidates to enable the selection of best candidates for the organization.
Ø Determine present and future requirements of the organization in conjunction with its personnel planning and job analysis activities.
Ø Recruitment is the process which links the employers with the employees.
Ø Increase the pool of job candidates at minimum cost.
Ø Help increase the success rate of selection process by decreasing number of visibly under qualified or overqualified job applicants.
Ø Help reduce the probability that job applicants once recruited and selected will leave the organization only after a short period of time.
Ø Meet the organizations legal and social obligations regarding the composition of its workforce.
Ø Begin identifying and preparing potential job applicants who will be appropriate candidates.
Ø Increase organization and individual effectiveness of various recruiting techniques and sources for all types of job applicants.
Ten-step Programme for sensible Recruitment
ü Segment the target audience and direct the recruiting message to that audience.
ü Use messages that sell. Analyze what the candidates want and try and meet those needs.
ü Make it easy for candidates to explore the opportunities being offered to them by facilitating, among other things, the ease of accessing applications and gathering information.
ü Treat the candidate like a customer, for he is, in fact, shopping for a job with you.
ü Never send a desperate message regardless of the urgency of the vacancy.
ü Work with others to achieve your goals.
ü Know what your competitors offer and be prepared to define your unique competence vis-à-vis that of a competitor.
ü Company should never be scared to be imaginative or creative. Candidates respond quite positively to unique and appealing messages.
ü Don’t try just one source or method. Use a variety of options to attract the best talent.
ü Be persistent and patient while working towards your goals.
Recent Trends in Recruitment
The following trends are being seen in recruitment:
A) RECRUIMENT PROCESS OUTSOURCING (RPO)
In India, the HR processes are being outsourced from more than a decade now. A company may draw required personnel from outsourcing firms. The outsourcing firms help the organization by the initial screening of the candidates according to the needs of the organization and creating a suitable pool of talent for the final selection by the organization. Outsourcing firms develop their human resource pool by employing people for them and make available personnel to various companies as per their needs. In turn, the outsourcing firms or the intermediaries charge the organizations for their services.
RPO is a form of business that is processed forms various business resources for cost effective purpose. It is a BPO in the field of human resource management and selection procedure. In this employer, outsource their non-core jobs like recruitment activities to an external or third party service provider. This involves whole process of recruitment in a channel wise and step by step procedure.
RPO is very different from staffing process in its proceedings. In RPO, the whole process is owned and controlled by the same organization but in staffing process it is controlled by the service buying and completing it.
Advantages of outsourcing are:
· Company need not plan for human resources much in advance.
· Value creation, operational flexibility and competitive advantage
· Turning the management’s focus to strategic level processes of HRM
· Company is free from salary negotiations, weeding the unsuitable resumes/candidates.
· Company can save a lot of its resources and time.
· Economies get boosted through outsourcing recruitment processing.
· Handles database of candidates’ profile, total recruitment tools investments and networking.
B) POACHING / RAIDING
“Buying talent” (rather than developing it) is the latest mantra being followed by the organizations today. Poaching means employing a competent and experienced person already working with another reputed company in the same or different industry; the organization might be a competitor in the industry. A company can attract talent from another firm by offering attractive pay packages and other terms and conditions, better than the current employer of the candidate. But it is seen as an unethical practice and not openly talked about. Indian software and the retail sector are the sectors facing the most severe brunt of poaching today. It has become a challenge for human resource managers to face and tackle poaching, as it weakens the competitive strength of the firm.
C) E-RECRUITMENT
The buzzword and the latest trends in recruitment is the “E-Recruitment”. Also known as “Online recruitment”, it is the use of technology or the web based tools to assist the recruitment process. The tool can be either a job website like naukri.com, the organization’s corporate web site or its own intranet. Many big and small organizations are using Internet as a source of recruitment. They advertise job vacancies through worldwide web. The job seekers send their applications or curriculum vitae (CV) through an e-mail using the Internet. Alternatively job seekers place their CV’s in worldwide web, which can be drawn by prospective employees depending upon their requirements.
Many big organizations use Internet as a source of recruitment. E- Recruitment is the use of technology to assist the recruitment process. They advertise job vacancies through worldwide web. The job seekers send their applications or curriculum vitae i.e. CV through e mail using the Internet. Alternatively job seekers place their Curriculum Vitae’s in worldwide web, which can be drawn by prospective employees depending upon their requirements.
The internet penetration in India is increasing and has tremendous potential. According to a study by NASSCOM – “Jobs is among the top reasons why new users will come on to the internet, besides e-mail.” There are more than 18 million résumé’s floating online across the world.
The two kinds of e- recruitment that an organization can use is –
ü Job portals – i.e. posting the position with the job description and the job specification on the job portal and also searching for the suitable resumes posted on the site corresponding to the opening in the organization.
ü Creating a complete online recruitment/application section in the companies own website. – Companies have added an application system to its website, where the ‘passive’ job seekers can submit their resumes into the database of the organization for consideration in future, as and when the roles become available.
Resume Scanners: Resume scanner is one major benefit provided by the job portals to the organizations. It enables the employees to screen and filter the resumes through pre-defined criteria’s and requirements (skills, qualifications, experience, payroll etc.) of the job.
Job sites provide a 24*7 access to the database of the resumes to the employees facilitating the just-in-time hiring by the organizations. Also, the jobs can be posted on the site almost immediately and is also cheaper than advertising in the employment newspapers. Sometimes companies can get valuable references through the “passers-by” applicants. Online recruitment helps the organizations to automate the recruitment process, save their time and costs on recruitments.
Online recruitment techniques
· Giving a detailed job description and job specifications in the job postings to attract candidates with the right skill sets and qualifications at the first stage.
· E-recruitment should be incorporated into the overall recruitment strategy of the organization.
· A well defined and structured applicant tracking system should be integrated and the system should have a back-end support.
· Along with the back-office support a comprehensive website to receive and process job applications (through direct or online advertising) should be developed.
Therefore, to conclude, it can be said that e-recruitment is the “Evolving face of recruitment.”
Advantages of e-recruitment are:
o Low cost.
o No intermediaries
o Reduction in time for recruitment.
o Recruitment of right type of people.
o Efficiency of recruitment process.
Conclusion
India’s one billion populations make the country the second largest in the world in terms of population which is the very basis for successful organized retailing. We should take heart from the fact that most of the world’s successful retail stories in the developed as well as in the developing countries have shaped up in small towns and villages. These have not only proved as independent profit centers but have also brought gainful opportunities and success for all. India’s Retailing industry has seen some hectic activity and growth in the last five years. In 2008, retail sales in India could top one billion dollars ($1 bn.) a day ($365 billion per year) according to a study released by ASSOCHAM. Thus it is required for the retailers to go ahead with the proper recruitment policy for recruiting the employees for their firms.