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A2Z OF RECRUITMENT



WHAT IS RECRUITMENT?



https://en.wikipedia.org/wiki/Recruitment: Recruitment refers to the overall process of attracting, selecting and appointing suitable candidates for jobs (either permanent or temporary) within an organization. Recruitment can also refer to processes involved in choosing individuals for unpaid positions, such as voluntary roles or unpaid trainee roles. Managers, human resource generalists and recruitment specialists may be tasked with carrying out recruitment, but in some cases public-sector employment agencies, commercial recruitment agencies, or specialist search consultancies are used to undertake parts of the process. Internet-based technologies to support all aspects of recruitment have become widespread.



WHAT IS THE PROCESS FOLLOWED FOR RECRUITMENT?



https://hr.ucr.edu/recruitment/guidelines/process.html: In order to increase efficiency in hiring and retention and to ensure consistency and compliance in the recruitment and selection process, it is recommended the following steps be followed. Details for each step include the minimum recommended best practice to attract a talented and diverse applicant pool:

Step 1: Identify Vacancy and Evaluate Need

Step 2: Develop Position Description

Step 3: Develop Recruitment Plan

Step 4: Select Search Committee

Step 5: Post Position and Implement Recruitment Plan

Step 6: Review Applicants and Develop Short List

Step 7: Conduct Interviews

Step 8: Select Hire

Step 9: Finalize Recruitment



WHAT IS JOB ANALYSIS?



https://en.wikipedia.org/wiki/Job_analysis : Job analysis (also known as work analysis) is a family of procedures to identify the content of a job in terms of activities involved and attributes or job requirements needed to perform the activities. Job analysis provides information to organizations that help to determine which employees are best fit for specific jobs. 



WHAT IS JOB SPECIFICATION?



www.mbaskool.com/business-concepts/human-resources-hr-terms/1792-job-specification.html: A job specification defines the knowledge, skills, and abilities that are required to perform a job in an organization. Job specification covers aspects like education, work-experience, managerial experience, etc. which can help accomplish the goals related to the job. Job specification helps in the recruitment & selection process, of evaluating the performance of employees and in their appraisal & promotion.



WHAT IS JOB DESCRIPTION?



https://en.wikipedia.org/wiki/Job_description: A job description is a list that a person might use for general tasks, or functions, and responsibilities of a position. It may often include to whom the position reports, specifications such as the qualifications or skills needed by the person in the job, and a salary range. Job descriptions are usually narrative, but some may instead comprise a simple list of competencies for instance, strategic human resource planning methodologies may be used to develop a competency architecture for an organization, from which job descriptions are built as a shortlist of competencies.



WHAT IS RECRUITMENT PLANNING?



http://www.simplehrguide.com/recruitment-planning.htm: The recruitment planning is about having a clear outlook of the recruitment agenda for the whole year. The strategic planning is about managing job vacancies in the organization. It is about the management of the internal recruitment and management of promotions and succession planning. The plan connects all the elements with the value added for the organization and forms the final recruitment plan. The plan is about the complex alignment of the HR Strategy with the capability of the organization to increase the value added of the human capital. The recruitment and staffing is the essential HR Process for gaining the sustainable competitive advantage.



WHAT ARE THE STEPS TO BUILDING A RECRUITING STRATEGY?



https://www.eremedia.com/ere/6-easy-steps-to-building-a-recruiting-strategy-and-successfully-measuring-the-outcome: The key is to come up with a water-tight recruiting strategy and measure its success using the right metrics. This outline will help companies do just that. This is not a one-size-fits-all solution, so companies must ensure that they tailor this model to meet their needs. Steps: 1. Collect necessary inputs. 2. Come up with Action plant based on inputs 3. Collect resources to execute the plan. 4. Execute the plan. 5. Measure performance & identify improvement areas.



WHAT IS THE ROLE OF RECRUITMENT CONSULTANT?



https://www.prospects.ac.uk/job-profiles/recruitment-consultant: Recruitment consultants are responsible for attracting candidates and matching them to temporary or permanent positions with client companies. They work with client companies, building relationships in order to gain a better understanding of their recruitment needs and requirements. Recruitment consultants attract candidates by drafting advertising copy for use in a range of media, as well as by networking, headhunting and through referrals. They screen candidates, interview them, do background checks and finally match them to their clients. Consultants also provide advice to both clients and candidates on salary levels, training requirements and career opportunities



WHAT IS A JOB INTERVIEW?



https://en.wikipedia.org/wiki/Job_interview: A job interview is a one-on-one interview consisting of a conversation between a job applicant and a representative of an employer which is conducted to assess whether the applicant should be hired. Interviews are one of the most popularly used devices for employee selection. Interviews vary in the extent to which the questions are structured, from a totally unstructured and free-wheeling conversation, to a structured interview in which an applicant is asked a predetermined list of questions in a specified order structured interviews are usually more accurate predictors of which applicants will make good employees, according to research studies.



HOW TO INTERVIEW JOB CANDIDATES?



https://www.entrepreneur.com/article/248608: There have been a tremendous number of articles written for job seekers about how to do well in an interview -- appropriate dress, conducting background research on the company, questions to ask the interviewer, etc. -- but an interview is a two-way conversation. A skilled interviewer who makes the candidate comfortable will gain valuable information about the person and present a positive image of their company, improving the odds of the best candidate being hired. This list of 15 actions will help you improve your skills and make your next interview a more productive and positive experience for you and the candidate.

# Be prepared.

# Make the candidate comfortable.

# Be consistent with your questions. Learn about the candidate.

# Be conversational.

# Be flexible.

# Work on your listening skills.

# Act naturally.

# Don’t worry if there’s silence.

# Ask appropriate questions.

# Don’t make the interview about you.

# Make the candidate curious.

# Listen for non-verbal language.

# Look for real solutions.

# Follow-up with the candidate.



WHAT ARE PSYCHOMETRIC TESTS? WHY ARE THEY USED IN RECRUITMENT?



http://www.psychometricinstitute.com.au/Psychometric-Guide/Introduction_to_Psychometric_Tests.html: Psychometric tests are a standard and scientific method used to measure individuals' mental capabilities and behavioural style. Psychometric tests are designed to measure candidates' suitability for a role based on the required personality characteristics and aptitude (or cognitive abilities). They identify the extent to which candidates' personality and cognitive abilities match those required to perform the role. Employers use the information collected from the psychometric test to identify the hidden aspects of candidates that are difficult to extract from a face-to-face interview.



WHAT IS EMPLOYER BRANDING?



https://en.wikipedia.org/wiki/Employer_branding: Employer brand is the term commonly used to describe an organization's reputation as an employer, and its value proposition to its employees, as opposed to its more general corporate brand reputation and value proposition to customers. The term was first used in the early 1990s, and has since become widely adopted by the global management community. Just as a customer brand proposition is used to define a product or service offer, an employee value proposition or EVP is used to define an organisation's employment offer. 



WHAT IS JOB OFFER LETTER?



https://www.thebalance.com/job-offer-letter-2061695: A job offer is a formal offer of employment from a company. When a company makes a verbal job offer, the hiring manager will typically call the selected candidate to let them know that they are being offered the job.



WHAT DOES CTC (COST TO COMPANY) SALARY MEAN?



https://en.wikipedia.org/wiki/Cost_to_company: Cost to company (CTC) is a term for the total salary package of an employee, used in countries such as India and South Africa. It indicates the total amount of expenses an employer (organization) spends on an employee during one year. It is calculated by adding salary to the cost of all additional benefits an employee receives during the service period.



WHAT IS APPOINTMENT LETTER? WHAT ARE IT'S COMMON COMPONENTS?



https://careercove.org/2015/05/23/components-of-an-appointment-letter: While you go about signing an appointment letter, most of them would have the below components:

# Service Agreement,

# Probation,

# Notice period,

# Abandonment of Services,

# Automatic Termination of Services,

# Medical fitness,

# Transfer,

# Working Hours,

# Leave,

# Maternity and Paternity Leaves,

# Confidentiality,

# Non Compete,

# IP,

# Disclosures,

# Remedies and Breaches,

# Arbitration.



WHAT IS INDUCTION & ONBOARDING?



http://www.akyra.com.au/induction-onboarding: Induction or orientation is an event where you introduce the job and your organisation to the new employee and vice versa. It’s an important process for bringing new employees into your business. Onboarding is the process through which new hires learn the attitudes, knowledge, skills and behaviors required to function effectively within your business. The bottom line is that, to the degree you can make new hires feel welcomed into the business and prepared for their new jobs, the faster they will be able to successfully contribute to business outcomes.



WHAT IS THE DIFFERENCE BETWEEN A RESUME, CV AND BIO-DATA?



https://www.quora.com/What-is-the-difference-between-a-Resume-CV-and-Bio-Data:

RESUME: Resume is a French word meaning "summary". A resume is ideally a summary of one's education, skills and employment when applying for a new job. A resume does not list out all details of a profile, but only some specific skills customized to the target job profile. It thus, is usually 1 or at the max 2 pages long. A resume is usually written in the third person to give it an objective and formal tone.

CURRICULUM VITAE: Curriculum Vitae is a Latin word meaning "course of life". It is more detailed than a resume, generally 2 to 3 pages, or even longer as per the requirement. A C.V. lists out every skill, all the jobs and positions held, degrees, professional affiliations the applicant has acquired, and in chronological order. A C.V. is used to highlight the general talent of the candidate rather than specific skills for a specific position.

BIO-DATA: Bio Data is the short form for Biographical Data and is an archaic terminology for Resume or C.V. In a bio data, the focus is on personal particulars like date of birth, gender, religion, race, nationality, residence, marital status, and the like. A chronological listing of education and experience comes after that.



HOW TO WRITE AN EFFECTIVE RESUME/CV?



https://www.asme.org/career-education/articles/job-hunting/6-tips-for-writing-an-effective-resume: Hiring managers and recruiters alike say they've seen more poorly written resumes cross their desks recently than ever before. Attract more interview offers and ensure your resume doesn't eliminate you from consideration by following these six key tips:

# Format Your Resume Wisely

# Identify Accomplishments not Just Job Descriptions

# Quantify Your Accomplishments

# Cater Your Resume for the Industry

# Replace your Objective" with a "Career Summary"



HOW SHOULD CANDIDATE PREPARE FOR AN INTERVIEW?



https://www.prospects.ac.uk/careers-advice/interview-tips/how-to-prepare-for-an-interview: There are a number of different types of job interview such as Face-to face, Telephone, Video, Assessment centres, etc.

Your performance in an interview depends, to a significant extent, on how well you prepare.

Focus your research on Employer, Role, Interview panel & Common questions. It's a good idea to do at least one mock interview before the real thing.



WHAT IS AN EMPLOYMENT BOND?



https://www.reference.com/government-politics/employment-bond-a58d3404cbb8cc68: There are a number of reasons why a company may make new employees sign a bond, the most common of which is to reduce staff turnover. When a company notices that a large number of employees keep leaving, it may bond the new ones for a set amount of time, such as one year. This means that if an employee decides to quit before this amount of time elapses, he may end up having to pay damages to the company. The consequences of violating the bond must be clearly stated in the agreement. In many parts of the world, the scope of the employment bond may be limited by national laws. For instance, there are some countries where compelling potential employees to sign a bond is not allowed, and doing so may lead to the imposition of fines from the civil courts.



WHY YOU NEED SMART RESUME?



Imagine this scenario. You have applied for the job of your dreams. Your resume has been painstakingly prepared. Spread over four pages, you have put down full details of your education and experience. You have dispatched your resume and you wait for the interview call with bathed breadth! 

At receiving end, the personnel manager wades through 300 other resumes before wearily picking up your 4-page magnum opus. It is already 7 O’ clock in the evening. What do you think will happen to your resume? You guessed it! It will suffer a quick and unceremonious journey to the waste paper basket! Bad! Isn’t it.

~ Research has shown that depending on the level of the Job applied for, only one interview is granted for every 300 to 500 resumes received by the average employer.

~ Research also tells that your resume will be quickly scanned, rather than read. 10 to 20 seconds is all the time you have to persuade a prospective employer to read further.





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