Personality profile is a knowledge management tool used to provide an evaluation of an employee's personal
attributes, values and life skills in an effort to maximize his or her job performance and contribution to the company. Questions in a personality profile test, which can be taken traditionally or online, are designed to seek out
information about an employee's temperament, decision-making methods, communication style and general attitude towards work and recreation. The information is used to match the right employee to the right project or task,
especially when group work or telecommuting is involved.
A recent survey of C-level executives by Forbes in association with Google at large US companies showed more and more appear more inclined not only to
view video, but also to create it and share it over the business-oriented "social" Web.
We've been using Video on our site for over a year and have had some fantastic results from using it. We are now adding to that with a
new platform. It's called OVIA and it's what we are describing as a Video Screening platform. It's not going to replace the interview but without giving too much away we'll be using it for various recruitment tasks.
the end of last year we went out into the SAP market place to survey our recruitment process and services and around 50% of our respondants said they we're ready to embrace recruitment video technology. I'm actually really
impressed by the technology and so we're a lot of people at the Enhance Media Online Recruitment Conference 2011.
Trimming Perks and Benefits – 31 percent of
employers expect there will be cuts in the second quarter of 2009 – mainly in the areas of bonuses, 401K matching and healthcare coverage.
Upgrading Talent Rosters – 23% of employers are taking this time to replace
lower-performing employees with new talent.
Postponing Retirement – 60% of workers over the age of 60 said, in a separate survey, they are putting off their retirement due to the impact of the U.S. financial crisis on their
Transferring Skills – 69% of hiring managers say they are open to hiring someone who didn't have experience in their profession, but had transferable skills.
Relocating – With 39% of workers who
were laid off and have not found work are willing to relocate for a job, 28% of hiring managers say they would pay to relocate a good job candidate.
Going Back to the Classroom - 21% of all workers surveyed are going back to
school for formal degrees, certifications and refresher courses to make themselves more marketable to employers.
Sources of recruitment
The strategy should define various sources (external and internal) of
recruitment. Which are the sources to be used and focused for the recruitment purposes for various positions. Employee referral is one of the most effective sources of recruitment.
professionals conducting the interviews and the other recruitment activities should be well-trained and experienced to conduct the activities. They should also be aware of the major parameters and skills (e.g.: behavioural,
technical etc.) to focus while interviewing and selecting a candidate.
How to evaluate the candidates
The various parameters and the ways to judge them i.e. the entire recruitment process should be planned in advance.
Like the rounds of technical interviews, HR interviews, written tests, psychometric tests etc.
Identifying and prioritizing jobs
Requirements keep arising at various levels in every organisation; it is almost a
never-ending process. It is impossible to fill all the positions immediately. Therefore, there is a need to identify the positions requiring immediate attention and action. To maintain the quality of the recruitment activities, it
is useful to prioritize the vacancies whether to focus on all vacancies equally or focusing on key jobs first.
Candidates to target
The recruitment process can be effective only if the organisation completely
understands the requirements of the type of candidates that are required and will be beneficial for the organisation. This covers the following parameters as well:
Performance level required: Different strategies are
required for focusing on hiring high performers and average performers.
Experience level required: the strategy should be clear as to what is the experience level required by the organisation. The candidate's experience can
range from being a fresher to experienced senior professionals.
Category of the candidate: the strategy should clearly define the target candidate. He/she can be from the same industry, different industry, unemployed, top
performers of the industry etc.