TALC, nrichhcm, training and certification, hr skills trainings

Talent Acquisition Life Cycle Part II-LO7-Talent Pipeline Management

Learning Objective 7 Talent Pipeline Maintaining a Talent Pipeline for every job-role should be a continuous process which is a best practice of Talent Acquisition. Maintaining the pipeline includes networking, interacting with the applied candidates (both selected and rejected), keep in touch with formal introduction and building rapport with them, to engage them with industry…

TALC, nrichhcm, training and certification, hr skills trainings

Talent Acquisition Life Cycle Part II-LO5-Final Selection & Offer Roll Out

Learning Objective 5 Final Selection & Offer Roll Out Once the selected candidates list gets prepared, CTC is to be discussed. This is the most important aspect where the candidate finally decides whether to join or not.  Clear salary structure, designation, promotion policy, perks, other kinds of benefits are to be discussed with the candidate. …

TALC, nrichhcm, training and certification, hr skills trainings

Talent Acquisition Life Cycle Part II-LO4-Interviews & Assessments

Learning Objective 4 Interviews & Assessment – How to get best out of it To start with the interview and assessment process for the shortlisted candidate pre-preparations are to be done with proper pre-requisites.  Need to prepare different kinds of assessments to understand and measure the skills and psychological aspects of the candidates.  Candidates can…

talent acquisition life cycle, sourcing, screening, shortlisting, nrichhcm, recruitment

Talent Acquisition Life Cycle Part-I-LO3-Shortlisting – What it takes?

Learning Objective 3 Shortlisting as per Selection / Rejection criteria After the screening, the shortlisting of the received profiles starts, in which we separate the most suitable profiles from that of less suitable or non-relevant profiles to get the final list of suitable candidates.  For this, a dialogue / first interaction is to be started…

talent acquisition life cycle, sourcing, screening, shortlisting, nrichhcm, recruitment

Talent Acquisition Life Cycle Part-I-LO2-Screening – Best Practices

Learning Objective 2 Screening After sourcing, the next step is screening. Different levels of filtration where depending on different criteria, relevancy of the received CVs is checked and put under different categories.  Profile Screening is done depending on the basic requirements (Qualifications, Skills, experience etc), each CV is checked for relevancy and put under different…

talent acquisition, HRBP, NRICHHCM, NRich HCM Solutions

Art & Science of Talent Acquisition-LO2-Unknown Facts of Jobseekers Mindset

Learning Objective 2 Understanding the Job Seekers’ Mindset Who is this Job Seeker? Job seeker is one who has skills, experience, expertise and above all willingness to contribute to organisation goals. He is the final decision maker of recruitment. Till he makes up his mind to join the organisation, all your recruitment efforts are at…

talent acquisition, HRBP, NRICHHCM, NRich HCM Solutions

Art & Science of Talent Acquisition-LO1-Business Perspective of a Recruiter

Learning Objective 1 Art & Science of Talent Acquisition Introduction  Talent Acquisition is “Profession”, It is a “Skill”, It is a “Science” & It is an “Art” too Profession, being it follows guidelines and suggested best practices evolved over a period   Skill, as you practice more, the better you become expert into  Science, being…

Performance Management-LO 1. Evolution and History

Learning Objective 1 History & Performance Management Evolution Introduction  Performance Evaluation of employees is not a new concept. But at different times different organisations across the world adopted many different methods that are suitable to their work environments.  When Performance evaluation born? Early 1900s: Informal Beginnings Performance appraisals were invented by WD Scott around World…