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    Hiring

    Hiring is crucial for any organisation as it directly impacts the quality of talent acquired.

    The competition is tough in the marketplace for good talent. This poses serious challenges for startups and SME businesses. The potential candidates tend to have a bias towards larger organisations. And they minutely evaluate the SME organisation by the experience they receive during the hiring process.

    So, it’s important to keep the hiring up-to-date.

    Here are some terms, essential for effective hiring processes.

    Application Tracking System (ATS)

    An application tracking system (ATS) is software used by employers to manage their recruitment process.

    It allows companies to collect, sort, and track job applications electronically. This system can help streamline the hiring process by automatically screening resumes, tracking applicant data and organizing candidate information.

    ATS has become an essential tool for HR professionals and recruiters to manage the high volume of resumes received for open positions and to identify qualified candidates efficiently.

    Talent Sourcing

    Talent sourcing is the process of identifying, attracting, and engaging potential candidates for a job vacancy or a future role within an organisation.

    It involves using various methods such as social media recruiting, job boards, employee referrals, and networking to find suitable candidates.

    Talent sourcing is important because it helps organisations build a pool of qualified candidates that can be quickly accessed when there is a need to fill a position.

    This approach reduces both: time-to-hire, as well as the hiring cost. At the same time, it increases the quality of hires.

    Having a talent pipeline ensures that businesses have access to the right people with the required skills and knowledge when needed.

    Through talent sourcing, companies can also create a positive employer brand by establishing themselves as an attractive place to work. This can help in attracting top talent who may not have otherwise considered working for the company.

    Overall, talent sourcing is key to building successful teams and ensuring long-term organisational success.

    CV Screening

    CV screening is the process of reviewing and evaluating job applicants’ resumes or curricula vitae (CVs) to determine if they meet the essential requirements for a particular job role

    This process involves examining resumes to assess whether candidates possess the relevant skills, education, experience, and qualifications for the position.

    Typically, CV screening is used as an initial step in the recruitment process to filter out unsuitable candidates before inviting them for an interview. This approach helps organisations save time and resources by focusing on only those applicants who have the most potential for success.

    During the CV screening stage, recruiters or hiring managers may use applicant tracking systems (ATS) or other software tools to scan CVs for keywords related to essential job skills and qualifications. Alternatively, they may rely on manual screening techniques to identify top candidates.

    CV screening is a critical component of the recruitment process as it helps organisations quickly identify suitable candidates from a large pool of applicants while ensuring that they only interview individuals who have met minimum eligibility criteria.

    Aptitude Test

    An aptitude test is an assessment designed to measure an individual’s intelligence, skills, and potential to perform well in certain tasks or roles.

    These tests are used by employers to evaluate a person’s strengths and weaknesses in various areas such as critical thinking, problem-solving, numerical reasoning, verbal reasoning, spatial awareness, and analytical skills.

    Aptitude tests may include multiple-choice questions or other types of assessments that require candidates to demonstrate their abilities in a particular area. The results of the test can provide valuable information about an individual’s potential for success in a particular job role.

    Aptitude tests helps employers to make informed decisions about a candidate’s suitability for the job.

    Psychometric Tests

    Psychometric tests are assessments to measure an individual’s personality traits, thinking abilities, and behavioral tendencies. These tests can provide valuable information about how a person is likely to behave in different situations. In HR context, how they might perform in a specific job role.

    There are different types of psychometric tests, including aptitude tests, personality assessments, situational judgment tests (SJTs), and emotional intelligence tests.

    Aptitude tests evaluate a person’s skills and abilities, while personality assessments focus on measuring character traits such as openness to experience, self-discipline, extroversion or introversion, agreeableness and neuroticism.

    Situational judgment tests assess how individuals might react in hypothetical work-related scenarios or situations. Emotional intelligence tests measure an individual’s ability to recognize and manage their emotions as well as those of others.

    Employers use psychometric testing during the recruitment process to evaluate candidates’ suitability for particular roles and to determine their potential for success within the organisation. 

    Overall, psychometric testing helps organisations make informed decisions about recruitment and selection processes.

    CV Status

    CV status refers to the current stage of an individual’s job application process. It provides information on whether the candidate’s application has been reviewed, the interview has been scheduled, or if it is still under consideration. Typically, when a candidate applies for a job, they receive an email acknowledging receipt of their application. This email may also include instructions on how to check the status of their CV. progressive companies use applicant tracking systems (ATS) to manage this process, which allows candidates to log in and track their CV status online. The different CV statuses may include:

    1. Received: The recruiter has received the application but hasn’t started reviewing it yet.
    2. Under review: The recruiter is currently evaluating the applicant’s CV and cover letter.
    3. Interview scheduled: The candidate has been shortlisted for an interview, and a date and time have been set.
    4. Interview completed: The candidate has attended an interview, and the recruiter is now evaluating their suitability for the role.
    5. Offer made/rejected: The employer has made a decision about whether or not to offer the job to the candidate.

    Overall, CV status keeps the line managers, as well as HR in the loop about the candidates interview process.

    Job Requisition

    A job requisition is a formal request by a department or team within an organisation to fill an open position. It outlines the specific requirements and qualifications necessary for the ideal candidate, such as education level, work experience, skills and certifications. Job requisitions usually include information on salary range, job title and reporting structure.

    Creating a clear and comprehensive job requisition is essential to attract qualified candidates and ensure that the hiring process runs smoothly. Here are some tips for creating effective job requisitions.

    Candidate Profile

    A candidate profile is a summary of the skills, experience, education, and qualifications that an employer is seeking in a potential job candidate.
    It outlines the key characteristics and requirements for a specific role and helps recruiters and hiring managers to identify top talent that matches with the company’s needs.

    A well-defined candidate profile should include:

    1. Job title: The specific job title that reflects the role being recruited for.
    2. Key responsibilities: The primary tasks and duties of the position.
    3. Required skills: The essential skills, knowledge, and experience needed for success in this role.
    4. Education qualifications: Minimum levels of education required such as degrees or certifications.
    5. Work experience: At least one year of relevant work experience including preferred years of experience if applicable.
    6. Personal attributes: Any additional personal or behavioral qualities or characteristics required to perform effectively in the role.
    7. Company culture fit: A description of your company’s culture and values that will help candidates assess whether they are a good fit for your organisation.Overall, creating a clear candidate profile can help ensure you attract qualified candidates who match your requirements while also helping to manage expectations throughout the recruitment process by setting clear standards from the outset.

    Job Description

    A job description is a written document that outlines the duties, responsibilities, qualifications, skills, and experience required for a specific job role. It provides an overview of the essential functions and requirements of the job as well as information about the company’s culture and mission.

    A well-written job description typically includes:

    1. Job title: The title of the position.
    2. Job summary: A brief overview of the purpose and responsibilities of the role.
    3. Essential duties and responsibilities: A list of specific tasks and responsibilities that are central to the job.
    4. Required qualifications: This may include minimum educational requirements such as degrees or certifications or years of experience in a similar role.
    5. Skills and competencies: Specific skills required to perform well in this position including technical skills like software proficiency or language capabilities if relevant.
    6. Reporting structure: The level(s) within the organisation that this position reports to.
    7. Working conditions: Details on working hours, travel requirements, work environment or any other relevant details about working conditions.

    A comprehensive job description can help attract qualified candidates by providing them with a clear understanding of what they will be expected to do in their new role while also helping organisations set expectations for employee performance from day one.

    Hiring Tracker

    A hiring tracker is a tool that is used to monitor and manage the recruitment process.

    It enables employers to keep track of each step in the hiring process, including sourcing candidates, scheduling interviews, and making job offers. It provides an overview of the recruitment process and can help identify areas where improvements can be made.

    A typical hiring tracker may include:

    1. Applicant information: This may include information such as contact details, resume or CV, cover letter, and any other required documents.
    2. Status updates: A summary of candidate status at each stage of the recruitment process such as “resume received,” “phone screen completed,” “interview scheduled,” etc.
    3. Interview schedules: Details about interview dates, times and locations for all interview stages.
    4. Feedback from interviewers: Recording feedback from different stakeholders involved in interviewing like hiring manager, peer interviewer or HR representative can provide an overall view on how well the candidate fits with the role.
    5. Offer details: Once a decision has been made to extend an offer to a candidate, this section will contain details about compensation package and start date with relevant documentation if needed.
    6. Onboarding status: Once a new hire accepts an offer of employment, their onboarding status can be tracked through this tool until they are fully onboarded into the organisation.

    A hiring tracker helps employers effectively manage their recruitment processes while providing visibility into areas that need improvement to ensure successful hires.

    Notice Period

    A notice period refers to the amount of time an employee is required to give their employer before resigning from a job.

    It is typically included in an employment contract or company policy and can vary depending on the nature of the job and the level of seniority of the employee.

    The purpose of a notice period is to provide employers with sufficient time to find a replacement for the departing employee while minimizing disruption to business operations. It also provides some protection to employees by ensuring they have adequate time to wrap up their work and transition responsibilities to other team members before leaving.

    Notice periods can range from a few weeks to several months depending on the industry, location, and level of responsibility involved. In certain industries such as finance or healthcare, longer notice periods may be required due to legal obligations or specialized knowledge needed for critical tasks.

    Offer Letter

    An offer letter is a formal written document that an employer presents to a candidate who has been selected for a job role.

    The letter outlines the key terms and conditions of employment, including information about salary, benefits, job duties, start date, work hours and other relevant details.

    The purpose of an offer letter is to outline the specifics of the role being offered while also establishing expectations between the employee and employer regarding compensation and responsibilities. It serves as evidence of the agreement reached between both parties as well as documentation in case any issues arise later on.

    Typically, after a candidate accepts an offer letter, they will sign it and return it back to their employer. This can be done physically or electronically depending on company policy. Once this process is completed, the candidate becomes an official employee of the company.

    An offer letter is an essential part of the recruitment process that helps ensure clarity in communication and expectations when bringing new employees on board.

    Joining Bonus

    A joining bonus is an incentive offered by employers to some new employees as a way of welcoming them to the organisation and encouraging them to start work as soon as possible.

    It is a one-time payment made to the new employee upon meeting specific conditions such as signing a contract or completing a probationary period.

    Offering joining bonuses can help companies attract top talent and provide additional motivation for candidates who may be considering multiple job offers. Joining bonuses can also help offset expenses that may be incurred during the relocation process, especially if the new employee is moving from another city or country.

    Joining bonuses can take different forms such as cash payments, stock options, or other benefits like paid vacation days or free healthcare. The amount of joining bonus offered typically depends on factors such as seniority, industry, location, and level of demand for the role.

    Notice Buy Back

    Notice Buyback refers to an agreement between an employer and employee where the employee agrees to forego their required notice period when resigning from their job in exchange for receiving compensation.

    This means that the employee will be paid for the time they would have spent working during their notice period, but they are not required to actually work during that time.

    Notice buyback can be useful for both employers and employees as it allows for a smoother transition and helps maintain positive relationships between both parties. 

    Background Verification

    Background verification is the process of verifying the accuracy and authenticity of information provided by a job applicant or employee. The verification process typically includes checking an individual’s employment history, educational qualifications, criminal records, and other relevant information. Employers may conduct background checks as part of the hiring process to ensure that the candidate has been truthful and does not pose a risk to the company or its employees. Background verification can also be conducted on current employees, especially when they are being considered for promotion or transfer to a different department. It is important to note that background verification should be done in compliance with local laws and regulations, and employers must obtain consent from candidates before conducting any checks. Background verification can include a wide range of checks and investigations, depending on the employer’s requirements and the position being filled. Some common components of background verification include:

    1. Employment verification: This involves contacting previous employers to verify an applicant’s work history, job titles, and dates of employment.
    2. Education verification: This involves checking an applicant’s educational qualifications with the relevant schools or universities.
    3. Criminal record check: This involves searching for any criminal records or convictions in the applicant’s name.
    4. Credit history check: This involves checking an applicant’s credit history to assess their financial stability and integrity.
    5. Reference check: This involves contacting professional or personal references provided by the applicant to verify their character, work ethic, and other relevant qualities.
    6. Identity verification: This involves verifying an applicant’s identity through documents such as passports, driver’s licenses, or Aadhar.
    7. Professional license/certification verification: For certain professions that require certification or licensing (e.g., lawyers, doctors), this can involve verifying that the individual holds all necessary licenses and certifications required for the job.
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