Job Crystal’s Post

The Roadmap to Successful Recruiting 1.Determine staffing needs: Determine the reason for the opening and the type of employee  that would best fit those needs (i.e., full-time, part-time, temporary, etc.). 2. Analyze and evaluate the job: Identify key attributes of the job, develop a job description,  and create an effective job ad. 3. Recruit candidates: Create and post job ads, network, and/or seek talent internally. 4. Pre-screen candidates: Using resumes, employment applications, pre-screening questions and assessments, evaluate applicants' qualifications. 5. Conduct interviews: Ask questions about their job-related skills, experience, and overall interest qualifications. 6. Select a candidate: Determine which candidate is best suited for the job based on the requirements of the role and the  information collected during the recruitment process. 7. Complete background check and other pre-employment testing: After obtaining  authorization from the candidate, conduct job-related background checks, reference  checks or other pre-employment testing in accordance with applicable law. Ready to build your dream team? Let's get started: https://www.linkhr.ca/ #RecruitmentStrategy #HRBestPractices #TalentAcquisition #HiringProcess #LinkedInRecruitment

Effortless Hiring: 12 Steps Every HR Should Follow ⚡️ 1. Review Company Vision Before hiring, ensure the new role aligns with the company’s long-term strategy. For example, if your company is expanding into tech, focus on tech-savvy candidates. 2. Define Role Specification Write a clear job description that highlights the skills and qualifications needed, like “3+ years of experience in project management.” 3. Research Strategy Decide where to post your job ad (e.g., LinkedIn, job boards) and whether to use internal or external recruitment methods. 4. Build a Long List of Candidates Gather a diverse pool of candidates by sourcing resumes from various platforms, referrals, and industry networks. 5. Pre-Screen Questionnaire Send candidates a quick questionnaire asking about their experience, availability, and salary expectations. 6. Initial Selections Review resumes and questionnaire responses to create a shortlist of qualified candidates for interviews. 7. Phone Interviews Screen candidates over the phone to gauge interest, clarify their qualifications, and discuss basic job expectations. 8. In-Person Interviews Conduct in-depth interviews to assess technical skills, culture fit, and career goals. 9. Background Checks Verify educational background, employment history, and conduct any necessary criminal checks. 10. Offers & Negotiations Discuss salary, benefits, and start date with the selected candidate to finalize terms. 11. Extend the Job Offer Send a formal offer letter to the candidate, including details of the role, compensation, and company policies. 12. Onboarding & Training Once the offer is accepted, provide orientation and training to ensure a smooth transition into the company. For HR professionals looking to improve their recruitment process, download these free resources 👇🏻 📚 Free Excel E-book for HR - https://lnkd.in/gM46Ev8n 📑 Recruitment Tracker Document - https://lnkd.in/gmTeTpi2 📊 Salary Calculation Document - https://lnkd.in/ghDjnDtR 📝 Onboarding Checklist - https://lnkd.in/gUYusipe 🗂️ Exit Interview Checklist - https://lnkd.in/g7KvQxRM #Career #Tips #SharingKnowledge #SharingisCaring #Recruitment #HR #Motivation

It's Monday - a fresh start to the week! Ever wondered how your careers page is performing? Curious about how potential candidates view your job vacancies? I'm offering a free recruitment audit to help you assess your company's performance and identify areas for improvement. Let's optimize your recruitment process together! #RecruitmentAudit #CareerDevelopment #HRInsights

Hiring process summary steps

What should you do with remaining candidates after filling a vacancy? Answers: https://lnkd.in/g9BbGute Recruitment #CandidateExperience #TalentManagement When you’ve successfully filled a vacancy, you're often left with several qualified candidates who didn't make the final cut...

What HR will do? What exactly is the work of an HR professional? Let’s find out in this video. 1. Sourcing : When there’s a job opening in a company, Identifying a suitable profiles on job portals and company websites. This is called sourcing. 2. Screening : Once find a candidate, Pass their profile to the technical team to check if they truly fit the role. This is called screening. 3. Scheduling : if the candidate is suitable, Schedule an interview with the technical team. This is the scheduling process. 4. Follow up : Coordinate both technical team and candidate until the interview, which is known as follow-up. 5. Documentation: If the interview result is positive, collect the necessary documents from the candidate. This is called the documentation process. 6. Offer : Once the background verification process is clear, we provide the offer letter. This is the offer letter process. So, the majority of HR work involves sourcing, screening, scheduling, follow-up, documentation, and offering the position. If you want to know more about HR , a complete guide is available in the below link. https://shorturl.at/i4A5U If you want to became HR Recruiter Join our HR Master Class (It include complete knowledge about HR with placement support and communication guide) If Interested click the link below https://shorturl.at/AC88K Share this reel with a friend who would like to become an HR! #hrrecruitment #humanresources #hrprofessionals #talentacquisition #recruitmentstrategy #hrskills #sourcingtalent #interviewscheduling #hrcareers

When there’s a job vacancy reporting directly to me, I typically take the following steps—though HR often finds them a bit challenging: 1. Draft the job description myself, as I understand best what’s required, rather than relying on the Cut/Paste JD created by HR. 2. Conduct my own candidate search in parallel with HR’s process, tapping into my network and performing a detailed search based on my deep understanding of the role. 3. Share my candidate findings with HR to be included in their analysis, ensuring a fair assessment without bias toward my suggested candidates. 4. Reach out to at least three candidates who were not shortlisted to validate HR’s judgment. 5. Interview all shortlisted candidates and any others whose rejection I find questionable. 6. Advocate for my top candidate to secure the best offer. If budget constraints limit the quality of hire, I work to reallocate resources, even if it means adjusting other roles, because quality over quantity will deliver the best results.

How much value does a recruiter REALLY add for a candidate they are representing? 🤔 I’m often challenged on the benefits of working with recruiters when applying for a role… So what are the benefits? 👇 Interview prep 💼 Many of our clients at Seven Search and Selection Ltd are longstanding relationships of 10,15, 20+ years. We know our clients well and can offer valuable insights ahead of meeting your interviewer. Salary guidance 💰 Recruiters can manage expectations, ensuring you’re confident that you’re going in at the right level for the role. No need to guess the “competitive salary” listed on the advert. Contract support 📝 For many, reviewing a contract from your new employer can be overwhelming – there’s many FAQ’s that recruiters can help with (although I am by no means a legal expert). Feedback 📈 We understand how important honest feedback is for candidates and will always provide feedback to those who are unsuccessful. Confidentiality & Discretion 😶 We ensure the process is handled with full confidentiality, especially for candidates who are still in a role. If you’re seeking a new role in FMCG and feel like we can support you in your search – please get in touch today. #fmcg #fmcgjobs #workwithseven

How to find a suitable job offer fast?   In today’s world, we have all the necessary problems to make our lives hard. We have wars, economic crises, low payments, high prices and taxes … everything we need to find ourselves in the “impossible mission” to find our next job!   But… there is a way! At DG Recruitment we always find a way to guide our candidates to the fast employment track! #candidates #dgrecruitment #employer #fastemploymenttrack #findajobofferfast #fulldetailsresume #jobstowork #lowpayments #payrate #skills #videointroduction

Leveling up my HR skills Just attended a human resource skills workshop and feeling inspired to learn more about this exciting field! KEY LEARNINGS- 7 IMPORTANT STEPS of Corporate Recruitment process. 1. Staff Planning : Identify your staffing needs. Is there a new opening or a need to replace someone? 2. Develop a Job Analysis : Define the role's requirements. What technical and non-technical skills are needed? 3. Write a Compelling Job Description ✍️: Craft a clear and engaging description that highlights the position and what you're looking for in a candidate. 4. Job Specification & Development ⚙️: Determine the ideal candidate profile (experience, qualifications). 5. Develop a Recruitment Plan : Identify the best channels to attract qualified applicants (job boards, social media, employee referrals). 6. Review Applications : Carefully screen resumes, cover letters, and other application materials. 7. Selection & Hiring Process ✅: Conduct interviews, assessments, and background checks to select the top candidate. Thanks to #Anubhavsingh for a great session #Tareeqaglobalsolution #HR #StudentLife #FutureGoals