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Sometimes we don't know where and how to start.... Let's see how can you become a pro in reaching out to the right contact when it comes to recruitment To identify the hiring team on LinkedIn, including roles from Director HR to Campus Manager (Early Careers, Campus Recruiter, University Relations), you can use the following search keywords. These keywords are designed to help you find professionals involved in recruitment, talent acquisition, and HR management at various levels within an organization.    1. Campus Hiring/University Relations Keywords (Usually for fresher graduates)   - Title: "Campus Recruiter," "University Relations Manager," "Campus Hiring Manager," "Graduate Recruitment Manager,"   - Function: "University Recruiting," "Early Career Talent Manager," "Graduate Programs Manager," "Entry-Level Talent Acquisition."  There will be separate teams for B-School hiring in few instances but still they will help you identify the right person depending on your institution profile.  2. Senior Manager/ Manager-Level Keywords   - Title: "HR Manager," "Talent Acquisition Manager," "Recruitment Manager," "Hiring Manager," "People Operations Manager." 3. Director/VP/AVP/Head-Level Keywords (Only reach out if you are having 10+ Years of experience or if you are unable to find someone in the hiring team for a senior leadership hiring) Just keep replacing the titles as per your requirement   - Title: "Director of Human Resources," "Director HR," "Director of Talent Acquisition," "Director of Recruitment," "Director of People Operations."  4. General Talent Acquisition/Recruitment Keywords   - Title: "Talent Acquisition Specialist," "Senior Recruiter," "Technical Recruiter," "Executive Recruiter," "Talent Partner."  5. Filter and Refine Searches   - Location: Add specific locations like "Bengaluru, Mumbai, Hyderabad, Delhi etc" "India," or your desired location.   - Industry: Include industry-specific terms (e.g., "Tech," "Finance," "Healthcare")   - Company Name: Use the company’s name to target specific organizations.    6. Sample LinkedIn Search Queries      - `"HR Manager" AND "Campus Recruitment" AND "Bengaluru"`   - `"University Relations Manager" AND "Hiring" AND "India"`   - `"Campus Recruiter" AND "Technical Recruitment" AND "Bengaluru"`   By using these keywords and refining your search with filters such as location, industry, and specific companies, you can effectively identify the hiring team from the Director level down to Campus Managers on LinkedIn. I don’t have a LinkedIn Premium account then try going to the company LinkedIn profile page and you can see posts that have tags to the names of the hiring team. #Talentacquisition #Universityrelations #headhr #DirectorHR #VPHR #iimb #Diversityequityandinclusion #bschoolhiring #campushiring #leadershiphiring #csuitehiring #GCC #Globalcapabilitycenters #mumbai #gurugram #Pune #Hyderabad #chennai #kochi #bengaluru #placementcommitee #placecom

Recruitment seems like a fairly transactional process, you have a role, a place for a person in your organization, and you give that vacancy to your recruitment team, elaborating what kind of person you are looking for and what will be their roles and responsibilities. Once this is done, you can advertise the role, screen the resumes, hold interviews, and voila you are done with the process. What we fail to realize is that all sides of this transaction are with people. Manpower Planning - When the vacancy is identified, it is usually on a singular basis in a team. If it is a large organization, then it will start as a requisition (in case of a new role)  and then be approved if it is a replacement, it will go straight to HR. In MSMEs or start-ups, usually, the head will have the autonomy to hire. And will have a similar requisition structure. The possibility of an internal fulfillment or IJP can be introduced, depending on how the policies of said organization and how old the organization is. On the surface, Recruitment is a fairly easy process but if not done properly, it leads to overhiring, correction, and misfit employees that don’t gel within the organization. Three main points to ask while hiring- Performance or Potential If it is a replacement hire, you hire a candidate who is well-versed in the field. If you are hiring a new resource, hire for their potential Fresher Hiring - My first manager said that freshers should be hired based on their sincerity and ability to learn. Rest can be taught Culture Alignment If you are a fast-paced organization, you hire from a legacy organization, they will most likely feel outpaced, and similarly, start-up folks feel they have been put in slow-mo when they use more traditional organizations. Hire people who not only know what to do but are also able to fit with the existing teams and culture. Looking to improve your recruitment process or want to hire the best talent that fits with your organization, you can contact Navvyasa Consulting (by virtue us) here - https://lnkd.in/gC22bDz9 #recruitmentprocess #hiring

LinkedIn Pe Response Nahi Aa Raha? Connect with India’s Top Hiring Firms! Are you tired of applying for jobs on company sites or connecting on LinkedIn with HR and not getting any responses? Try these top hiring agencies in India that are always on the lookout for fresh talent and prefer experienced candidates. They are consistently active on platforms like Naukri and LinkedIn. Top Hiring Agencies in India: 1. Randstad India - www.randstad.in A global leader in HR services, offering comprehensive recruitment solutions. 2. Teamlease Services - www.teamlease.com One of India's largest and leading human resource companies, offering a wide range of services. 3. ABC Consultants - www.abcconsultants.in Renowned for its extensive network and expertise in various sectors. 4. MME - www.mmenterprises.co.in Known for its personalized services and international placements. 5. Kelly Services - www.kellyservices.com Specializes in workforce solutions and talent management. 6. Recruiter - recruitery.co/en-US Focuses on connecting businesses with top-tier talent. 7. Adecco India - www.adecco.co.in Offers end-to-end HR solutions across various industries. 8.Sutra HR - www.sutrahr.com Known for its expertise in startup hiring and talent acquisition. 9. BigShyft - www.bigshyft.com Specializes in tech hiring, helping companies find the best tech talent. 10.Tophire - www.tophire.co Focuses on hiring senior and leadership roles across various sectors. Comment your favourite Hiring Agencies, your one comment will end someone's job search🔍 If I receive more DMs asking how to connect with these companies, I will write a step by step guidance about it. #HiringAgencies #Agencies #Job #Naukri #Freshers #Hiring #Jobpost #Dataanalyst

IARA HR SERVICES PVT LTD LinkedIn 📢 Early Careers (Campus) Recruitment Manager 📢 Location: Pune Purpose of the Role: Source, attract, and hire early career candidates. Accountabilities: • Develop and implement early careers recruitment strategies that align with the bank's business goals. • Identify potential candidates through job boards, social media, professional networks, and employee referrals. • Build and maintain early career talent needs assessments to anticipate hiring needs and maintain a talent pipeline. • Develop compelling job postings and marketing materials. • Execute and coordinate sourcing, screening, and interviewing to assess candidates, make hiring recommendations, and negotiate job offers. • Facilitate smooth onboarding processes for new hires, including orientation sessions administration. • Monitor and report key recruitment metrics, such as time-to-fill, cost per hire, and source of hire. • Manage stakeholders, including hiring managers, academic institutions, sourcing firms, and professional organizations to develop a strong talent pipeline. Assistant Vice President Expectations: • Consult on complex issues, providing advice to People Leaders to support the resolution of escalated issues. • Identify ways to mitigate risk and develop new policies/procedures in support of the control and governance agenda. • Take ownership for managing risk and strengthening controls. • Perform work that is closely related to other areas, requiring an understanding of how areas coordinate to achieve organizational goals. • Collaborate with other business-aligned support areas to keep up to speed with business activity and strategy. • Engage in complex analysis of data from multiple sources to solve problems creatively and effectively. • Communicate complex information, which may be sensitive or difficult to convey because of its content or audience. • Influence or convince stakeholders to achieve outcomes. To be successful as an AVP - Early Careers, you should have: Essential Skills: • Strong expertise in both strategic and tactical early career recruitment programs, university liaison, and campus engagement. • Great partnership with the Global Head of BX and BUK Programmatic Recruitment. • Strong analytical skills for budget management. • End-to-end delivery for all programmatic hiring channels, including interns, graduates, and apprentices from attraction through to onboarding. • Partnering closely with the wider recruitment team to ensure successful delivery of each recruitment campaign. Good to Have Skills: • Strong leadership skills with gravitas and high scalability in early career hiring programs. • Good communication skills across stakeholders. • Flexible and assertive approach in adhering to the culture and values of the organization. Location: Pune How to apply: Email your application to chetna@iarahrs.com. 📧 🚀#JobOpening #CareerOpportunity #RecruitmentManager #EarlyCareers #CampusRecruitment #Pune #JoinUs #Hiring

People Tech Group Inc are hashtag #Hiring '' IT Domestic Recruiter '' and below are the requirement. This will be through ''People Tech Group Company''. Job Title: Domestic Recruiter Location: Hyderabad Hitech City Company : People Tech Group Skills : Sourcing, IT Recruitment ,Communication Experience : 3yr To 4yrs Only Job Description; Candidate must have minimum 2-5 years experience in end to end IT recruitment process. Excellent in sourcing profiles through Naukri ,Linkedin & social networking sites. Screening and shortlisting the profiles according to client requirement. Can explore the search strings to maximum to source the right profiles. Hands on experience for closing positions on cloud technologies, product companies and niche Must have experience in hiring for Contract or Contract to Hire (Staffing) positions. MBA HR & B.Tech background educational background preferred. Ready to accept new challenges, Positive and Go-getter attitude. Good understanding on IT skills and latest market trends. Good communication & presentation skills. Roles and Responsibilities: Involved in End - End IT Recruitment activities. Sourcing the relevant profiles from the Internal Database, References, Networking and by online recruitment services like Job portals and Social Media. Conducting Telephonic Interviews (to check Communication skills, project experience, cost, notice period and other related factors). Scheduling the Telephonic / Video calls and coordinate the interviews. Working closely with Leads/Managers on all staffing related processes from sourcing to closing the candidatures. Company Description People Tech Group Inc is a leading provider of Enterprise Solutions, Digital Transformation, Data Intelligence, and Modern Operation services. We have aided enterprises of all sizes and Fortune 500 clients in accelerating their initiatives since our establishment. We work closely with our clients to identify their business challenges and develop customized solutions to help them succeed. Interested candidates Share Resume -revathi.bandaru@peopletech.com hashtag #HelpingHands hashtag #HumanResources hashtag #HR hashtag #HRjobs hashtag #Recruitment hashtag #Recruiter hashtag #NonIT hashtag #Linkedin hashtag #DomesticRecruiter hashtag #HyderabadJobs hashtag #HiringAlert hashtag #UrgentHiring #Follow #Connect Dattatraya Kulkarni for more Updates. Kindly like, comment, and repost to help job seekers. #Note : I am not the hiring person, just sharing this information to help job seekers. Only if profile shortlisted candidates would get a call. HR will reach out to the shortlisted profiles. If any company asks for money for a job that doesn't pay, it might be fake. #hiringnow #hiring #PANINDIA #panindia #helpinghands #Jobalert #job #jobseekers #jobsearching #jobs #helpinghands #jobs #network #helpingeachother #helpajobseeker #way2freshers #sjobs #hiring #job #jobseekers #tech #help #opentowork #opentohire

Does Service Matter? In Recruitment, service for Clients and Candidates both matter. We i.e ProLance Consultancy make sure we give "THE BEST" Service to our clients and Candidates both. We Make sure the TAT for both the Clients and Candidates is as promised during the very first conversation. We follow up with our Clients and take the feedback for the candidates placed by us. We frequently connect with our Candidates to check if they are satisfied with the job , happy and enjoying the work. If they have got what they were expecting. We ensure we exchange the feedbacks with clients and Candidates as it helps both of them to improve if something is lacking. We create a friendly environment for our clients and Candidates so that they don't hesitate to share feedbacks. We want our clients and Candidates to be with us long term. This has help us grow!! Let us know in Comment You as a "Client" or "candidate" what do you expect from Recruitment firms. Happy Hirings!!! #recruitment #ithiring #itrecruitment #nonithiring #nonitrecruitment #hiringsinindia #jobsinindia #jobsinpune #jobsinmumbai #jobsingurugram #jobsinnoida #clients #candidates #jobs #applynow

                    Freshers looking for work? Hiring candidate success executive – contract - (0-1 years) @ Manyata Tech Park in Namma Bengaluru!!   Passionate incumbents - reach me at (praveen.s@ansr.com) What you’ll do: Coordinate and delegate the task to the appropriate person on the team Update and keep employee records in check Assisting in the recruitment and interview processes Help supervisors assess employee engagement and evaluation Hands-on experience in using MS Office Interview Coordination through ATS  Technical Assessments Follow up Gather list of all candidates who are selected in the recruitment process. To initiate document collection email (as per list of offer documents) Post validation of documents , CSEs to share the list of documents along with Resume, all Technical interview feedbacks and assessment reports if any with recruiters. Follow up with candidates to accept the offer and provide guidance for any information requested by candidates. Request a resignation email from the candidate in 1-2 weeks to ensure successful hiring. Understand the Post-Offer candidate engagement process from Manager/ Director. Schedule Engagement calls with candidates from time to time prior to onboarding.  Follow-up with the candidate 1-2 weeks before joining and resolve any concerns related to compensation, transport, logistic, etc. KPIs: Communication & rapport building with the hiring managers & the candidates. Actively schedule 100% of the interviews within 24 hours. Ensure minimal no shows/ reschedules. Keep relevant parties informed of no shows/ reschedules at all times. Provide superior Candidate Experience. Proactively update ATS at relevant stages. Collection of right type of documents, feedbacks, forms and accurate candidate information records (Quality %) Core Competencies: Good communication skills Ability to read and understand data records and update data on various tools. Be proactive and display presence of mind in various situations. Execute tasks with 100% accuracy and display ownership.

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Good Evening, HR Management. The Selection Process: A Deep Dive into HRM. The heart of any organization is its people. Finding the right talent is akin to striking gold. This is where Human Resource Management (HRM) plays a pivotal role. [A] Understanding the Selection Process: The selection process is a systematic procedure to choose the most suitable candidate for a specific job role from a pool of applicants. It involves various stages, each designed to assess different aspects of a candidate's suitability. 1. Job Analysis and Requirement Identification: * Defining the Role: Clearly outlining the job responsibilities, duties, and required qualifications is the foundation of the selection process. * Skill Set Assessment: Identifying the necessary hard and soft skills for the position is crucial. * Competency Mapping: Understanding the behavioral competencies required for success in the role. 2. Recruitment and Application Process: * Attracting Talent: Developing effective recruitment strategies to generate a strong applicant pool. * Application Screening: Filtering resumes and applications based on predefined criteria. * Initial Assessment: Conducting preliminary evaluations, such as online tests or phone interviews. 3. Selection Tests and Assessments: * Ability Tests: Measuring cognitive abilities, aptitude, and problem-solving skills. * Personality Tests: Assessing personality traits and behavioral tendencies. * Skill Tests: Evaluating specific job-related skills and knowledge. * Assessment Centers: Comprehensive evaluation programs involving multiple assessment methods. 4. Interviews: * Interview Preparation: Developing structured interview questions aligned with job requirements. * Interview Conduct: Conducting effective interviews to assess candidate fit, qualifications, and potential. * Post-Interview Evaluation: Analyzing interview performance and making informed decisions. 5. Background Verification: * Reference Checks: Verifying candidate information through previous employers or references. * Criminal Record Checks: Ensuring the candidate's suitability based on legal and ethical standards. * Education Verification: Confirming academic qualifications and credentials. 6. Job Offer and Employment Contract: * Extending the Offer: Communicating the job offer to the selected candidate, including salary, benefits, and start date. * Negotiation: Addressing candidate's expectations and concerns. * Contract Finalization: Preparing and executing the employment contract. Thanks 😊 Bhavik Mukundray Sata #LinkedIn #Ahmedabad #HR #TalentAcquisition #SelectionProcess #Recruitment #HumanCapital #JobSearch #Hiring #EmployerBranding #DiversityAndInclusion #CareerDevelopment #TalentManagement #HRTech #PeopleManagement