1. An overview of the recruitment process

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BUILD LONG LASTING RELATIONSHIPS WITH CUSTOMERS.
LEARN THE ART OF DEALING WITH PEOPLE AND
SITUATIONS TO YOUR BENEFIT.
CREATE A WIN – WIN OPPORTUNITY FOR BOTH
CANDIDATE AND CLIENTS .
LEARN HOW TO OWN A CANDIDATE FOR LIFE.
LEARN OBJECTION HANDLING EXPECTATION
MANAGEMENT.
LEARN TO COMMUNICATE EFFECTIVELY.
LEARN HOW TO KEEP YOURSELF MOTIVATED IN THE UPS
AND DOWNS OF RECRUITMENT.

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CLIENT AND CANDIDATE SATISFACTION
DECISION TO OUTSOURCE THE RECRUITMENT
PROCESS/RETAIN THE PROCESS IN HOUSE
CHOICE OF COMMUNICATION AND EVALUATION
TECHNIQUES
CHOOSING THE RIGHT MIX OF SOURCES IN THE
RECRUITMENT PROCESS
PERSONALITY TRAITS AND THE MINDSET OF
RECRUITERS

4. 1)VITAL LINK BETWEEN CANDIDATES AND CLIENTS
2)OPERATE IN ALL SECTORS OF THE EMPLOYMENT MARKET
3)USE OF SALES/BUSINESS DEVELOPMENT TECHNIQUES
4)EXCITING AND CHALLENGING
5)DETAILED KNOWLEDGE OF CLIENT COMPANIES
6)SCREENING AND INTERVIEWING TECHNIQUES
7)NEGOTIATING SKILLS
8)NO FORMAL QUALIFICATIONS REQUIRED
9) BECOME A PEOPLE’S PERSON
10) OPPORTUNITY TO RUN YOUR OWN BUSINESS
11) ONGOING TRAINING AND PROFESSIONAL DEVELOPMENT

10. Compay Profile
Meet client
Service
t client
Agreement
Quality pitch
No.of vacancies
Walkins
Job description
Salary
Specification
Job portals
Referrals

11. Reference check
Selected
Rejected

12. ATTRACTING
CANDIDATES

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IMPORTANCE OF A POSITIVE ATTITUDE
FOCUS ON WIFM
PRACTICE INITIAL PITCH
TRY AND ENJOY YOUR CALL.
USE COLD CALLS TO SET APPOINTMENTS NOT TO SELL
TRY AND ESTABLISH A PROFESSIONAL RELATIONSHIP BEFORE PITCHING FOR THE
JOB.
KNOW SOMETHING ABOUT THE COMPANY AND THE PERSON BEFORE TAKING THE
CALL
COMBINE COLD CALLING WITH E MAIL MESSAGES
ADOPT A CONSULTATIVE APPROACH
LEARN TO HANDLE OBJECTIONS
BE DOWN TO EARTH IN YOUR APPROACH
HAVE POSITIVE EXPECTATIONS FROM YOUR CALL.
DIVIDE TIME FRAME BY 2 WHEN ASED TO FOLLOW UP.
TONE DOWN ENTHUSIASM
DON’T TRY TO BE PERFECT

15. 
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WE ADVERTISE
WE HAVE HAD BAD EXPERIENCES WITH
AGENCIES
WE RECRUITMENT THROGH WORD OF MOUTH,
JOB BOARDS, INTERNAL RECRUITMENT
WE DO NOT USE AGENCIES
WE ARE NOT CURRENTLY RECRUITING
YOU ARE TOO EXPENSIVE
WE HAVE JUST RECRUITED
WE ALREADY HAVE A PREFERRED SUPPLIER

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SELLING THE JOB EFFECTIVELY- MAKING THE QUALITY PITCH
CONDUCT OF CONSULTANCY/COMPANY REPRESENTATIVE
SHOW OF RESPECT- MAKING THE CANDIDATE FEEL WELCOME
UNINTERRUPTED INTERVIEW-ADHERING TO INTERVIEW SCHEDULE
DESCRIBING THE JOB IN DETAIL
RE-LOCATION ISSUES
GETTING BACK TO CANDIDATE AS PER SCHEDULE GIVEN
SALARY INFORMATION
HANDLING COUNTER OFFERS
TIMELINESS OF OFFER LETTER
HONESTY AND CANDOUR

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Work on your attitude
Remain calm
Never assume or presume
Learn to listen and hear
Maintain respect
Balance boundaries and flexibilities
Do not try and control relationships
Courtesy at all times.
Avoid anti- relationship mentality.
Remember- people deal with those they like
Practice relationship building as a conscious exercise

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Recruiting executive personnel for a corporation
Actively goes and finds someone who meets your job
requirement - a recruitment agency only provide resumes
from its own pool
A headhunter meet strategic requirements
Works with senior levels of management
Works on retainers
Have deep understanding of clients and requirements
Provide extensive market intelligence to the clients
Search is targeted, systematic research driven process
All potential candidates interviewed.

23. 
How is the actual process carried out.
DISCUSS!!!

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CREATE FRIENDSHIP MAKING OPPORTUNITIES DURING THE
RECRUITMENT PROCESS
FOLLOW DUE PROCESSES
MOTIVATE YOURSELF
STRONG PARTNERSHIP BETWEEN THE AGENCY AND THE IN
HOUSE RECRUITMENT TEAM
CONDUCT A DETAILED TELEPHONIC INTERVIEW.
DEVOTE TIME TO OTHER OPERATIONAL MATTERS IF
FRUSTRATED WITH THE RESULTS OF RECRUITING FOR A SHORT
WHILE.
JUST REGARD THE FRUSTRATION AS A TEMPORARY SETBACK
MAKE THE OFFER ABOUT THE JOB NOT THE MONEY
DON’T MAKE THE OFFER UNLESS THE POTENTIAL FOR REFUSAL
HAVE BEEN FULLY ADDRESSED

26. 
90 % OF EXECUTIVES HAVE SOCIAL NETWORK
ACCOUNTS- 81 % OF THEM USE IT FOR
PROFESSIONAL PURPOSES
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8 MILLION ACTIVE FACEBOOK USERS. 13
MILLION ORKUT USERS
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81 MILLION INTERNET USERS IN INDIA- ONLY 7%
PENETRATION

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ARTICLES, PRESS RELEASES, BLOGS
DISPLAY ADVERTISING
SOCIAL ADS
SOCIAL NETWORK PAGES
SEARCHING NAMES BY COMPANY
FACEBOOK DIRECTORY
APPLICATIONS
BE A LEADER NOT A FOLLOWER
ENGAGE WITH USERS
MANAGE YOUR REPUTATION

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Develop a complete company profile on linkedin
Gather recommendation from existing industry member
and employees
Actively search for prospective employees using
keywords,qualifications and experience
Be proactivein respond to questions on linkedin answers
Actively participate in linkedin groups
Use career section to promote new employment
opportunities
Understand the medium thoroughly
Be a leader not a follower

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Design your profile
Brand yourself professionally
Start following people
Reveal the human side of the company through tweets
Respond to comments requests , feedback in real time
Engage with clients and candidates
Post hot jobs- use #Sign with keywords
Follow discussions
Focus on quality tweets

33. •90 % OF EXECUTIVES HAVE SOCIAL
NETWORK ACCOUNTS- 81 % OF THEM
USE IT FOR PROFESSIONAL
PURPOSES
•8 MILLION ACTIVE FACEBOOK USERS.
13 MILLION ORKUT USERS
•81 MILLION INTERNET USERS IN
INDIA- ONLY 7% PENETRATION
BLOG

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MORE AND MORE COMPANIES ARE AND WILL BE
USING SOCIAL MEDIA FOR RECRUITING IN THE
DAYS TO COME- THIS FIGURE WILL GROW
EXPONENTIALLY
1 OUT OF EVERY THREE EMPLOYERS ARE
REJECTING CANDIDATES BASED ON SOMETHING
THEY FOUND ABOUT THEM ONLINE
65% OF COMPANIESS HAV HIRED SUCCESSFULLY
FROM SOCIAL MEDIA
50% HR PROFESSIONALS USE NETWORKING
WEBSITES TO SOURCE POTANTIAL CANDIDATES

36. THANK YOU