How to screen potential candidates?

How to screen potential candidates?

Out of so many applications that a company receives for a single post is amazing. To screen the right candidate from immense applications is tough for the interviewer in the company. Finding the right candidate for your company is vital for the success of your business. These are the things that you can do to pre-screen candidates.

  1. Doing telephone screening tests

 

While screening the candidate over phone it helps to get a fair idea about the candidate’s experience, qualifications, and location preferences of the workplace and the expectation of the salary.

Some questions like:

a)      What is your expectation of salary? How much would you consider as minimum salary for this job?

b)      If you are interested for the drug test or any other background check etc.

c)       What is the reason behind leaving your job?

 

  1. Checking background for the candidates

 

Checking the salary slips of the prior company including the appointment letter, verifying the academic credentials, discussing references and checking criminal background are the most popular ways of screening the candidates.

 

  1. Credit reports

 

The company could screen candidates on the basis of the credit-related matters as handled by the candidate in being in his previous company. His tax report or he is a bankrupt would give the pertinent information about the candidate’s financial background.

 

  1. Drug tests

 

Potential global employers of maintain certain principles in order to keep their workplace clean and vertical. By doing the drug tests these employers keep their workplace protective from illegal drugs like cocaine, marijuana and even alcohol. Such tests abstain from the drug abusers joining in their workplace.

 

  1. Tests on integrity

 

Integrity tests help to find out how honest and trustworthy a candidate is. After all, today’s candidate would be tomorrow’s leader in the organization. The candidate would come to know many secrets about the company. So the questions like whether a candidate is interested in going for parties/get-togethers during workweek or how prompt he/she is in delivery unfolds a character of his side.

 

 

How to check the intellectual competencies in the recruitment process?

How to check the intellectual competencies in the recruitment process?

Companies check resumes with academic qualifications, degrees and proper experience of the candidates before recruiting them. Their accolades with achievements would reveal their abilities in handling different matters of the new company. Their competency would depend on their common sense and linguistic ability in communicating the right and the necessary things required by the company amongst the people working in the same organization. Understanding the right thing and transferring the thought in the right manner down the line is the required intellectual competency in the organization.

Such intellectual competency cannot be achieved by checking only the results of the candidate. It could be checked by putting the candidate in the real situation test. The questions would be so asked as if the candidate is working in the organization and he faces a problem. His problem-solving attitude, his way of handling people in the organization and above all his way of communication whether he has wit or not all could be tested which reveals the candidates’ intellectual competencies. Only depending on results or scores of the candidates cannot help any recruiter to assess their intellectual competency. Their IQ test could only determine their intellectual competency.

Not the only aspect of intellectual competency depends on the problem solving skills. Another aspect is the creativity to be displayed in the organization. Creativity, analytical skills, writing a coherent paragraph all could not be achieved over video resumes. Group discussions, asking intellectual questions, information they have on reading newspapers, magazines or any other management books are all the aspects of intellectual competencies. Such test would also put the candidates into the leadership quality or leadership check. Only intellectual conversations or the candidate’s quoting a few sentences read from different books cannot suggest that they have abilities in handling problems and different situations. All these tests could only bring out their intellectual competency.

Reasons to Hire a Professional Recruitment Consultancy

 Reasons to hire a professional recruitment consultancy

Business owners or the business managers have to keep themselves awake throughout night to get the right productive candidate with intellectual competency and having the right culture for business. In that case, hiring a professional recruitment consultancy could come up for real help in finding the suitable candidate for the employers of small business.

  1. Hiring a professional recruitment consultancy would save a lot of time and deliver good results in finding the right and suitable candidate.
  2. These recruitment agencies are costly because they understand the job profile of the candidate. Then they first take two or three rounds of the interview and serve the report about the candidate.
  3. If the business owners do not have the proper human resources management department then the same work is done by these professional agencies.
  4. These recruiting consultancies conduct the structured interviews consisting of around ten to fifteen questions regarding the skills and abilities of the candidates.
  5. These agencies would shortlist the candidates and send only two or three best candidates for the post.
  6. The recruitment agencies would judge the candidate’s communicative skills, his talent in handling different problems, his problem-solving attitude, and even the online psychometric tests. The psychometric tests are valuable for the organization or the firm because these results are hardly fake which the companies would look for the results. These results show the motivational skills, interpersonal skills, organizational skills and behavior and the personal values of the candidate.
  7. Generally the small business organizations do not have enough time in hand to conduct all tests and select the right candidate. For all these tests the recruitment agency could even charge a few thousand dollars but they make customized questions according to the need of the organization.
  8. Before sending the candidates to you, these agencies would make the candidates aware of the responsibilities in the job and about the company itself.

So, if as an employer you want to save time then hire a recruitment agency for the right candidate.

 

5 Tips for Web cam interview process

5 Tips for Web cam interview process
1. While taking the interview over skype the interviewer should follow certain tips. Before the interview schedule the interviewer should be sure of the downloaded apparatus with proper username and password. The space should have adequate light and not disturbed by anyone.
2. The interviewer should research about the candidate’s resume. There should be a ready preparation of the questions to be asked on the basis of the resume. Whether a candidate knows about job requirements or the role in the company is to be checked by the interviewer through various questions. Even if he does not know how far the candidate would be ready to learn things faster, that is the candidate’s grasping power all need to be tested through the interviews.
3. On-screen interviews should have the eye-contact with the candidate. The interviewer can judge a candidate’s answer if he gets a well-thought of answer and a surface-level answer. Whether the candidate is positive or not and if he is ready to take up challenges or not could be judged through the body language of the candidate.
4. The candidate’s interest in the organization can be tested if the interviewer asks some of the following questions like-
a) What is the most typical quality required in order to be successful in the applied position?
b) Do you know about the typical day in the company?
c) Do you know how to get hold of the person if you have any questions afterward?
5. The interviewer as the employer in the organization should be ready with some questions like the following:
a) Why do you want to work in this organization?
b) Please tell us something about yourself where you have succeeded and failed.
c) What are your greatest strengths and weaknesses?
d) Where do you want to see yourself in the next five years?
e) Why will this organization hire you?

Only from these answers the interviewer could get some fair idea about the candidates’ general knowledge and his communicative power.

Specializations in the stream of Engineering

With globalization the various specializations in the streams of engineering have flourished across globe. As a result, engineering jobs are easily available in the market. The fruitful career options in the stream of engineering are something which has become the biggest contender in the fields of engineering. Various streams of engineering are the sources of viable career options especially the IT sector and computer science departments since they have become the rich career options in the global market. Especially with digitized companies the need for different customized software has immensely increased the demand in these fields.
Specializations in the field from Civil, Chemical, Mechanical and Electronics engineering are also taught software at the end of the semesters since if they do not get the job in their respective fields then at least they could get entry in any software company. With mushrooming of the software companies these individuals of different fields get the basic training on networking, database management, website designing or visualization. In whatever streams these engineering professionals belong, they could build the careers in the domain of Information Technology.
Students or the individuals from the reputed engineering institutes could also find the employment in academics, research and development, in different business organizations for the job of formulation, development, and testing software and hardware. Possessing requisite qualifications for the candidates of electronics engineering could help them to get the jobs in the companies of domestic appliances, medical equipments, mobile phones and also in some automotive and navigational systems.
Specialization in the stream of electronics could enable these students with knowledge of designing, analysis, manufacturing of devices in electronics, ICs, digital wireless gadgets along with electronic circuits of various equipments and instruments. Mechatronics engineering is the branch of engineering where the individuals have the in-depth knowledge of different fields like mechanics, electronics, control, along with designs of computer and system design fields. Such specialization provides ample job opportunities in the global market.

5 Factors Overseas Recruitment VS Domestic Recruitment

There are several benefits of overseas recruitment over domestic recruitment.
1. Working in an overseas company accrues lots of advantages like high pay scale, luxurious lifestyle and infrastructure, better civic facilities, work satisfaction, etc. Besides, better pay and perks and high living conditions there are many other benefits any individual look for in an overseas recruitment.
2. Overseas recruitment offers an opportunity to learn a new language. This not only adds value to your resume but also to their personal growth and satisfaction. Doing this opens up scope to develop new skills & talent to bring back home and share with others. This way you prepare yourself to take up global challenges at any time, live dynamic and highly rewarding life. What else can be more satisfying? However, domestic recruitment does not allow you any scope for such self development.
3. Overseas recruitment lets you become resourceful by networking with so many people in the host country. Not just that but working overseas renders you with an opportunity to develop new contacts to pursue more things of your interest. Thus enhancing your life state manifolds.
4. When the earning is good due to overseas recruitment then it enables you to save money as well as invest in a business of your choice. In case, you wish to return back to your home country then also you have large possibility to get better job opportunities and thus earn more. Not just that, when you will return back to your home country you will bring back numerous rich experiences which you could not achieve otherwise.
5. The benefits of overseas recruitment do not end here itself. It also enables you to find dream life partner and raise a family in a more secure and safer environment. You can also educate your children in better environment.

willingness in Hiring Indian Engineers

Willingness in hiring the Indian Engineers
Indian Engineers have the adequate knowledge in different streams. They are professionally qualified with sufficient knowledge to meet the demands of the market. They have a very formal approach to shift anywhere or at any part of the globe. They are fond of evergreen jobs and if gets the basic opportunity to prove themselves then they do not leave that spirit. They keep that challenge in their minds at any time.
Hiring Indian engineers means that they are well-equipped with technological skills. Since technology has the global demand in the global market, so these Indian engineers are skilled and innovative in their approach to fulfill the needs of the global demands. They could cope up with any sort of learning earnestly to satisfy the employers and could soon make the new learning into a user-friendly and time-saving tool.
These Indian engineers could submit the job on time with great deal of accuracy almost towards perfection. Moreover, these engineers are economical and efficient to the highest order. They can cope up with any modern technology which rejuvenates to the present requirement. For instance, in this globalized world there is a high demand of the programmers across the globe. If these programmers are from India then they could handle and deliver software with great accuracy and efficiently. The foreign employers if hire these Indian sensitive programmers then they should cheer their offshore success.
India is a densely populated country with abundant of human resources. The other countries should recognize the potential of India. They should know that Indian engineers are intellectually strong and able to make any program economically. As a result, along with other engineering fields, the engineers available from different categories of engineering streams have attained success globally and are being recognized by the foreign employers. But these Indian programmers are recognized in doing miracles in the stream of programming which indirectly gave the global offshore success. For all these reasons there is willingness in hiring the Indian Engineers.

Payroll Management Services in India – A Presentation

Checkout the following presentation about Payroll Management services offered by MM Enterprises.

Recruitment Scenario in Kuwait

It would not be wrong to state that worldwide economic crisis has greatly affected major industries, including construction because of which several countries have cut down their recruitment rates.  However, certain areas across the globe, particularly Middle East remains a viable option for those who are looking forward for employment abroad. Middle East agencies have been lately employing people for different jobs including engineering sector and other sectors.

As per the researches undertaken by Kuwait National Bank, countries like Bahrain, United Arab Emirates, Kuwait, Qatar, Saudi Arabia and Oman indicate that job opportunities will continue being generated in upcoming years to come. Though recession has a big impact on financial, information and construction, technology industries in UAE continue to flourish. Job markets in Kuwait remain vibrant because of the ongoing and planned projects.

So many companies in Kuwait plan to expand their business by recruiting enhanced numbers of employees. Some of the agencies are known to review skills of the applicants so as to provide them with exact jobs they want. Such agencies also help applicants to work on their resumes so that they can get enhanced numbers of candidates.  Such agencies also help candidates with their resumes so they can attract good companies. It is essential for the employees work with the agencies in order to get accepted and recruited as a serious candidate. For the employment of applicants, recruitment agencies in Kuwait are known to advertise job openings and potential candidates. One of the biggest advantages in the services supplied by Kuwait recruiters is that they additionally offer visa services.

It is essential for the candidates to possess visa in order to work in another country.  Thus most of the recruitment agencies in Kuwait render visa services for making it easier for the clients to transit from one place to another.  Since Kuwait-based agencies often recruit people from outside, they often works with visa service agencies.

Recruitment Agencies in India – The Ideal Process of Recruitment

Recruitment Agencies in India – The Ideal process of recruitment

Finding the right recruitment agency from India can be a daunting task, whether you are looking for an entry-level worker, a manager, or an executive staff, you must need to ensure that the recruitment agency you are placing your trust upon can deliver upto your expectations. India having an enormous manpower potential there are a lot of recruitment agencies that have popped up in every nook and corner to satisfy the insatiable demand of Indian manpower. Hence, it is very important for business owners and clients to ensure that they are able to scout for the right agency from India that can handle their manpower requirements.

Apart from being authorized by Government of India, we highlight the recruitment process that should be followed by a professional recruitment agency to ensure that it does justice to the work it is meant to do:

1. Client Need and Requirements Analysis:

This is the most important and unfortunately the most neglected part in most of the recruitment agencies around the world.  A client sometimes is concerned with the end results and hence his/her requirement might be different from the needs of the organization. Therefore, as a professional recruitment consultant it is very important to now only “listen to clients requirements” but also understand the underlying needs to make sure that requirements are met. This understanding comes from Years of experience and through knowledge of the clients business to enable a consultant to differentiate between the needs and the requirements of clients.

2. Documentation of your understanding about the Analysis:

Documentation is a vital part to enable a proper understanding between the client and the consultant. It is important that the client and the consultant are on the same page before the research for the right talent is initiated. One should ensure that this documentation, defines the client requirements and the demands of the specific project as well as the background of the company and the country so that one understands the cultural background of the job.  This ensures that you only get the best talent but also the right talent according to the situation.

3. Scouting and Researching the Right Talent:

A professional recruitment agency integrates insightful knowledge with technology to ensure a meaningful and objective research to find the right talent. Apart from this, competitor analysis and marketplace understanding is also critical in the hiring needs so that you are one step ahead of the competition.

4. Recognition and Assessment of the Talent:

For the recognition and assessment of the right talent a professional recruitment agency must have professional consultants that can recognize the right talent according to your industry needs. Hence, knowledge about a client business is of imperative importance while recognizing the right talent. Further, India being a diverse country its important for a professional recruitment agency to understand the role of geographical and culture plays in the recruitment process. For example, candidates from Punjab, Himachal Pradesh are more likely to join a company in Canada and Europe compared to Middle East.

5. Presenting and knowledge transfer about the Candidate:

After the completion of recognition and assessment of the talent, a professional recruitment agency provides a thorough knowledge transfer about the shortlisted candidates including the technical and function proficiencies of the candidates according to the understanding of the requirement analysis.  Further, it is important to mention inter personal skills of the candidates and the ability to work in a team environment.

6. Due Diligence of the Candidates:

After the knowledge transfer and shortlisted candidates, professional recruitment consultants must do a thorough reference check of the shortlisted candidates to ensure your trust while recruiting and the seriousness of working of a recruitment agency. A professional recruitment agency should not work on short term sales objectives but should strive to build long term business relationship that has the trust and the acceptance to last it through.