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الموضوع: نموذج خطة توظيف باللغة الانجليزية

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    الصورة الرمزية محمد أحمد إسماعيل
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    نموذج خطة توظيف باللغة الانجليزية

    [LTR] Recruitment Plan


    Aim: To achieve 150 joinees in a period of 20 days.

    Please find the document in 3 parts.


    1. Various Channels Of Sourcing
    2. Team Assignments
    3. Weekly Procedure



    1. Various Channels Of Sourcing :


    • Release a newspaper ad. The ad should contain the prerequisites that we are looking at in terms of experience, education, etc . The paper ad would also invite a lot of irrelevant profiles. A lot of filtering is required.
    • Setup an internal sourcing team to source from portals and generate references as well. Assign a recruiter to follow up on employee referrals and referrals from walk-ins and maintain an internal database for future sourcing.
    • Generate a list of target companies and tap into these companies for prospective candidates. For Example: Elico, Intellisight, Deloitte, Inventurus, Promantra, Vision 2k, Janus Cyberserve, etc.
    • Send out mails to the entire BPO staff regarding the job opening. Also, enclose details of the referral bonus that would be payable to the employee once the referred candidate completes 3 months with the organization.
    • Setup a slab system for consultants on a weekly basis where they are paid a fee per hire based on the no. of candidates that they place.


    Example : No. Of Candidates Fee Per Hire

    0-5 joinees Rs. 3000/-
    6-10 joinees Rs. 5000/-
    11-15 joinees Rs. 7000/-
    16-20 joinees Rs. 9000/-


    • Incase of No Shows at the consultants end, the consultant can conduct conference calls between the candidate and the HR for the initial rounds. The Operations round could be conducted on a later date based on the availability of the candidate.
    • Post jobs on job portals, discussion boards and social networking sites.
    • Participate in job fairs
    • Collect database from colleges if we are hiring in the month of May and June. A pool of talent is available at this time of the year.
    • Send out announcements through Radio channels. This method is a big hit with the young BPO crowd. Companies like Nipuna and Sitel have used these methods in the past and achieved good results.
    • Look for candidates who are freshers, currently unemployed or serving their notice period.
    • Send out mass sms and bulk mail through job portals.A lot of job portals have these options.
    • Give an option of buying out the notice period and reimburse later.
    • Incase of candidates who would like to relocate from other cities, telephonic rounds can be conducted. Incase the Operations Manager is not comfortable with the telephonic rounds on the grounds of the integrity of the candidate, we can book certain time slots at Reliance Web World for a video conference round with the candidate for the Operations Manager’s comfort level.
    • Setup an online application form on the company’s website to attract prospective candidates. Using an online application system is now the most popular method when applying for a job. Such technology allows candidates to be matched to
      job specifications easily, as well as keeping their details on file if something more suitable appears later.
    • Tie up with Malls and Coffee shops and post hoardings or posters with the company’s profile and the prerequisites that we are looking at in terms of experience, education, etc


    The idea is to ensure that every ‘route to recruit’ is fully utilized to achieve the desired target.

    2. Team Assignments :

    After getting the requisition, conduct a team meeting and delegate assignments to the respective HR’s.

    For Example: If there are 10 recruiters


    • 2 recruiters would cater to the walk-ins from Paper Ads, Radio channel response and internal sourcing.
    • 1 recruiter would manage the employee referrals and online applications.
    • 2 recruiters would manage the events at the vendors end.
    • 1 recruiter would be sent to manage the stall at the job fair and on other days would be sent to colleges to collect data.
    • 1 recruiter would manage the job posting, mass sms and bulk mailing.
    • 3 recruiters would be responsible for sourcing profiles from portals and generating references as well.


    Please note that the recruiters responsible for job fairs and job posting would be required to source profiles as well after completing their previous assigned tasks. This would mean working extra hours and working on Sundays and National holidays as well. It is all about Team Work.

    As the target is 150 joinees in 20 days, inform the team that the target is actually 200 joinees in 20 days. This will give you 50 extra offers incase of last minute dropouts. Keeping in mind the 10 offers on a daily basis for 20 days back to back. Considering Sundays as working days. Huge requirement means working extra hours which also includes working on Sundays.

    Also note that the fee per hire would entirely depend on the company budget.


    3. Weekly Procedure :

    Week 1 :


    • Communicate the slab system to the consultants for Week 1.


    For Example: For week 1, this would be the slab for fee per hire


    : No. Of Candidates Fee Per Hire

    0-5 joinees Rs. 3000/-
    6-10 joinees Rs. 5000/-
    11-15 joinees Rs. 7000/-
    16-20 joinees Rs. 9000/-

    Please note that this is a weekly target and the slab will start all over again at the beginning of the new week.


    • Communicate the fee per hire plan for internal references to the employees as Rs. 3000/- per hire.



    Week 2 :

    Analyze week 1’s progress and maintain the same procedure. Incase there is a drop in numbers, revise the Slab system for the consultants and the incentive plan for Employee referrals.



    • Communicate the slab system to the consultants for Week 2.


    For Example: For week 2, this would be the slab for fee per hire



    : No. Of Candidates Fee Per Hire

    0-5 joinees Rs. 4000/-
    6-10 joinees Rs. 6000/-
    11-15 joinees Rs. 8000/-
    16-20 joinees Rs. 10000/-



    • Communicate the fee per hire plan for internal references to the employees as Rs. 4000/- per hire.




    Week 3 :

    Analyze week 2’s progress and maintain the same procedure. Incase there is a drop in numbers, revise the Slab system for the consultants and the incentive plan for Employee referrals.



    • Communicate the slab system to the consultants for Week 3.


    For Example: For week 3, this would be the slab for fee per hire


    : No. Of Candidates Fee Per Hire

    0-5 joinees Rs. 5000/-
    6-10 joinees Rs. 7000/-
    11-15 joinees Rs. 9000/-
    16-20 joinees Rs. 11000/-



    • Communicate the fee per hire plan for internal references to the employees as Rs. 5000/- per hire.




    Since Organisational success depends upon employing the right people, an effective recruitment strategy is essential.





    [/LTR]
    استشارات :
    - الهياكل التنظيمية
    - الوصف الوظيفي
    - اللوائح الداخلية للموارد البشرية
    https://www.facebook.com/Arab.HRM
    https://twitter.com/edara_arabia

  2. الأعضاء الذين قالوا شكراً لـ محمد أحمد إسماعيل على المشاركة المفيدة:

    mamq (12/2/2012)

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