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How to Look for Mr (or Ms) Right

The human resource is the most important asset of an organization. This explains the major role of recruiters. They have to go through piles of job applications, participate in various events to identify potential employees, and hire the most qualified candidate for the vacant job.

This presentation explains everything a recruiter goes through to find Mr (or Ms) Right, recruitment tips on how to determine the most competent candidate, and the consequences of making a poor hiring decision.

Do you want to use this presentation? Check this page: https://slideshop.com/Themed-Slides

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How to Look for Mr (or Ms) Right

  1. RECRUITERS’ MANTRA: Hire the right person for the right job! RESUME Qualifications Skills Experience
  2. If you make a poor hiring decision, your company will experience: Unnecessary increase of investment on recruitment and training Productivity loss Negative impact on employee morale Decreased revenue
  3. Ouch! According to US Department of Labor, hiring the wrong employee costs the business 1/3 of the bad hire’s annual salary. If the employee is earning $2,500 per month, you lose 10,000 for making a poor hiring decision. Source: Dice
  4. But how do you look for the right person for the vacant job? Here’s the process. 1. Analyze Job requirements 2. Source applicants 3. Screen applicants 4. Decide who to hire
  5. Analyze Read the job description Consult new hire’s future colleagues Identify the required skill set Create a recruitment timeline Understand the job and who you need.
  6. Source Get referrals from contacts Post on various job boards Attend career fairs Share jobs openings on social media Attract as many good applicants as you can.
  7. Screen Evaluate cover letters, resumes, portfolio Facilitate psychological tests Conduct interviews Assess online reputation Review applications and generate a short list.
  8. Decide Facilitate contract signing Conduct company orientation Endorse to supervisor Identify the candidates who fits the job.
  9. What else should you seriously consider? What else should you seriously consider?
  10. Create a career section on your company’s website Promote your company’s culture and management style. Let potential employees self-assess how fit they are to work for the company. Post job vacancies that may be aggregated by job search engines.
  11. Keep existing employees happy and motivated. Positive stories from employees Excellent company reputation More job applications Better talent pool Effective hiring decisions
  12. Strengthen social media presence Attract top talents through social media. Loyal followers can share job opportunities and bring in qualified candidates.
  13. Connect with passive employees Attend university activities, join social media circles, or show up at informal events where you can network with passive employees.
  14. Consider hiring freelancers The right person might not want to work in a brick-and-mortar office. In the USA, 53 million Americans, or 1 in 3 workers, are now freelancing.
  15. "Get the right people on the bus and the wrong people off the bus.“ Jim Collins
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The human resource is the most important asset of an organization. This explains the major role of recruiters. They have to go through piles of job applications, participate in various events to identify potential employees, and hire the most qualified candidate for the vacant job. This presentation explains everything a recruiter goes through to find Mr (or Ms) Right, recruitment tips on how to determine the most competent candidate, and the consequences of making a poor hiring decision. Do you want to use this presentation? Check this page: https://slideshop.com/Themed-Slides

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