Paramount HR’s Post

#urgentlyhiring Openings with Teamware Solutions F2F_Linked IN Recruiter 5 months _1 Yrs Hyd Role: LinkedIn Recruiter Location: Hyderabad ( Madhapur ) Sourcing Candidates: · Utilize LinkedIn and other platforms to identify potential candidates who match the requirements of open positions. · Conduct proactive searches and build a pipeline of qualified candidates for current and future hiring needs. Networking: · Build and maintain relationships with professionals in the industry. · Actively engage with LinkedIn groups, forums, and discussions to expand the network. Job Posting and Advertising: · Create and post job openings on LinkedIn and other relevant platforms. · Use paid advertising and other recruitment marketing strategies to increase the visibility of job opportunities. Candidate Evaluation: · Review resumes and profiles to assess candidates' qualifications. · Conduct initial interviews to evaluate candidates' skills, experience, and cultural fit. Collaboration with Hiring Managers: · Work closely with hiring managers to understand their staffing needs and requirements. · Provide guidance on market trends, salary ranges, and other relevant information. Interview Coordination: · Schedule and coordinate interviews between candidates and hiring teams. · Ensure a smooth and positive candidate experience throughout the hiring process. Candidate Assessment and Feedback: · Gather feedback from interviewers and provide constructive feedback to candidates. · Assess candidates' suitability for the role and communicate decisions. Negotiation and Offer Management: · Facilitate salary and benefit negotiations between candidates and the organization. · Work with HR and hiring managers to extend job offers to selected candidates. Data Management: · Maintain accurate and up-to-date records of candidate interactions and progress in applicant tracking systems (ATS) or other relevant tools. Employer Branding: · Promote the company's brand and values to attract top talent. · Showcase a positive employer brand on LinkedIn and other social media platforms. Compliance: · Stay informed about and adhere to legal and compliance requirements related to the hiring process. · Ensure that the recruitment process is fair and unbiased. IF you are interested kindly Share resume harish.e@twsol.com #linkedinrecruiter Harish EerlaNeeraja UdayakumarSai KrishnanjaliSamrat Korada

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Job description Openings with Teamware Solutions F2F_Linked IN Recruiter 5 months _1 Yrs Hyd Role: LinkedIn Recruiter Location: Hyderabad ( Madhapur ) Sourcing Candidates: · Utilize LinkedIn and other platforms to identify potential candidates who match the requirements of open positions. · Conduct proactive searches and build a pipeline of qualified candidates for current and future hiring needs. Networking: · Build and maintain relationships with professionals in the industry. · Actively engage with LinkedIn groups, forums, and discussions to expand the network. Job Posting and Advertising: · Create and post job openings on LinkedIn and other relevant platforms. · Use paid advertising and other recruitment marketing strategies to increase the visibility of job opportunities. Candidate Evaluation: · Review resumes and profiles to assess candidates' qualifications. · Conduct initial interviews to evaluate candidates' skills, experience, and cultural fit. Collaboration with Hiring Managers: · Work closely with hiring managers to understand their staffing needs and requirements. · Provide guidance on market trends, salary ranges, and other relevant information. Interview Coordination: · Schedule and coordinate interviews between candidates and hiring teams. · Ensure a smooth and positive candidate experience throughout the hiring process. Candidate Assessment and Feedback: · Gather feedback from interviewers and provide constructive feedback to candidates. · Assess candidates' suitability for the role and communicate decisions. Negotiation and Offer Management: · Facilitate salary and benefit negotiations between candidates and the organization. · Work with HR and hiring managers to extend job offers to selected candidates. Data Management: · Maintain accurate and up-to-date records of candidate interactions and progress in applicant tracking systems (ATS) or other relevant tools. Employer Branding: · Promote the company's brand and values to attract top talent. · Showcase a positive employer brand on LinkedIn and other social media platforms. Compliance: · Stay informed about and adhere to legal and compliance requirements related to the hiring process. · Ensure that the recruitment process is fair and unbiased. IF you are interested kindly Share resume harish.e@twsol.com #linkedinrecruiter

People Tech Group Inc are hashtag #Hiring '' IT Domestic Recruiter '' and below are the requirement. This will be through ''People Tech Group Company''. Job Title: Domestic Recruiter Location: Hyderabad Hitech City Company : People Tech Group Skills : Sourcing, IT Recruitment ,Communication Experience : 3yr To 4yrs Only Job Description; Candidate must have minimum 2-5 years experience in end to end IT recruitment process. Excellent in sourcing profiles through Naukri ,Linkedin & social networking sites. Screening and shortlisting the profiles according to client requirement. Can explore the search strings to maximum to source the right profiles. Hands on experience for closing positions on cloud technologies, product companies and niche Must have experience in hiring for Contract or Contract to Hire (Staffing) positions. MBA HR & B.Tech background educational background preferred. Ready to accept new challenges, Positive and Go-getter attitude. Good understanding on IT skills and latest market trends. Good communication & presentation skills. Roles and Responsibilities: Involved in End - End IT Recruitment activities. Sourcing the relevant profiles from the Internal Database, References, Networking and by online recruitment services like Job portals and Social Media. Conducting Telephonic Interviews (to check Communication skills, project experience, cost, notice period and other related factors). Scheduling the Telephonic / Video calls and coordinate the interviews. Working closely with Leads/Managers on all staffing related processes from sourcing to closing the candidatures. Company Description People Tech Group Inc is a leading provider of Enterprise Solutions, Digital Transformation, Data Intelligence, and Modern Operation services. We have aided enterprises of all sizes and Fortune 500 clients in accelerating their initiatives since our establishment. We work closely with our clients to identify their business challenges and develop customized solutions to help them succeed. Interested candidates Share Resume -revathi.bandaru@peopletech.com hashtag #HelpingHands hashtag #HumanResources hashtag #HR hashtag #HRjobs hashtag #Recruitment hashtag #Recruiter hashtag #NonIT hashtag #Linkedin hashtag #DomesticRecruiter hashtag #HyderabadJobs hashtag #HiringAlert hashtag #UrgentHiring #Follow #Connect Dattatraya Kulkarni for more Updates. Kindly like, comment, and repost to help job seekers. #Note : I am not the hiring person, just sharing this information to help job seekers. Only if profile shortlisted candidates would get a call. HR will reach out to the shortlisted profiles. If any company asks for money for a job that doesn't pay, it might be fake. #hiringnow #hiring #PANINDIA #panindia #helpinghands #Jobalert #job #jobseekers #jobsearching #jobs #helpinghands #jobs #network #helpingeachother #helpajobseeker #way2freshers #sjobs #hiring #job #jobseekers #tech #help #opentowork #opentohire

I wonder how hiring recruiters question a candidate’s abilities & skills when they lack in their own. 1. Job location: Mumbai. Where in Mumbai? That’s your job to find out . Because you’re jobless not them! 2. “We can’t trust you because you have career gaps! How should we believe you’ll stay? “ The next time you say this to the candidate please give us a written assurance that your company won’t shut down, shift bases or treat us like garbage! Our gaps don’t define our abilities or ambitions 3. “We have a 5 days work week but we expect you to work on weekends.” And then you guys talk about trust issues which start right from you’ll. Don’t expect from people what you cannot provide. 4. “Salary can be discussed during the interview.” Nobody is asking you if you’re paying a billion dollars to us but please share the approx budget. Calling candidates for interviews & then telling them we don’t have the budget is absolutely unprofessional. Note: This will bring in a lot of criticism specifically from the HR consultants or corporate recruiters but the truth needs to be said. I did recruitment for a short span of time in my career but didn’t stoop so low with anyone.

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Most of the compnies, if not all, complaint a lot about finding the right talent and getting irrelevant applications on their job postings. The first step towards finding that "perfect" talent starts from advertising the open role. Below image is the classic example of "How not to write and advertise a job desceiption". Here is why: ●It is restrictive: In the era of hybrid and WFH, providing strict location demand restricts the talent. That too putting it on top of everything in the Job Description in bold letters should be a no go. In my view any candidate who is planning to relocate or can relocate will feel less confident applying here. ●Unmeasurable Skills: Charishma, Flawless, Communication, Hands On- Hardly provide any context to the real skills. Moreover, these are prone to interpretation as per one's will. Imagine getting the feedback that candidate was not flawless and charismatic. If you want to use these fancy words in the job description, embed them carefully with more quantifiable skills else avoid altogether. ●Ambiguity in the role: At one place it is a Talent Growth Analyst and at another it is a Sourcing Specialist. Please do not leave the candidates scratching their heads about the role itself. ●Lack of context: 10X Scale up without providing the context of the team size and time duration. This is absurd. No idea if the current team has 1, 2 or 5 people. If you have 20 people already then making it 10X i.e. 200 people will take a good time. Do you have any plan about that? If yes, let that plan be here so candidates can feel confident. "The best solvers in the world to solve differently": What to solve and how will one find the talent all over the world sitting in Pune or Mumbai. I need an explaination, least to say :P Here is how we should do it: ▪︎ Be specific about the role. ▪︎ Mainatain uniformity. ▪︎ Put Context. ▪︎ Provide measurable skills so hiring managers and candidates both can feel at ease. ▪︎ Take care of the tone and language. ▪︎ Make the job descriptions inclusive and open rather than restrictive. ▪︎Bullet points or one liners make it easy to read and comprehend; avoid paragraphs. I would love to talk and hear the thoughts of fellow recruiters and hiring managers. #Recruiting #JobDescription #Writing

There are also these types of roles in HR as TALENT ATTRACTION ADVISOR Bangalore R-113626 https://lnkd.in/gAsxXQNR The best of the talents never apply As is often the reflex to dump the resume in career section and apply Don't do that First study the prospective recruiter #AtkinsRealis in Bangalore https://lnkd.in/gqH2y7Au https://lnkd.in/gErGXfjj Specialisation in Talent Acquisition is not mere rejecting cut paste resume without interviewing But for these roles is to make the Atkins becomes the most preferred employer..First prepare the white paper so that the hiring manager feels tempted to engage Never be another me too ..Standout in the crowd . Now AI tools are rejecting the resume that are cutpaste Always make a planned researched approach

Talent Acquisition

The Non-Human Side of Hiring: Recently, during an interview, I was asked why I choose to stay in Bangalore without family or dependencies, and why I am not willing to move to Mumbai? This question got me thinking about the often-overlooked human element in the hiring process. As candidates, we meticulously fill out applications, complete numerous assignments, and take multiple tests. When we apply for a job in a particular location, and our resume gets shortlisted, isn't that obvious to understand about our willingness to work there. When such questions arise deep into the process, I also have a few questions for the interviewer: Are you going to pay me enough to afford Mumbai's cost of living?" or "Will you treat me like a family member if I relocate?" If location was a constraint, why initiate the process in the first place? After investing time and effort, such questions can feel dismissive and out of touch with the human experience. In the rush to fill positions, please do not forget that hiring involves People, not just Profiles--people' with unique circumstances and preferences. It's high time we address these gaps and ensure a more empathetic and respectful hiring process. Are we being truly seen and understood as individuals? What are your thoughts on this? Share your stories for a more human-centric approach in hiring. #Hiringprocess #Humanresources #Empathyinhiring #Jobsearch #Workculture #Linkedincommunity #Writersolinkedin #wordcup