4 Candidate Selection status It is observed that sometimes the candidates are

4 candidate selection status it is observed that

This preview shows page 31 - 34 out of 42 pages.

4. Candidate Selection status It is observed that sometimes the candidates are not informed about their rejection after the interview. 5. Candidate Database Not all the recruiters note down the reason when a candidate is not interested in the position 6. Recruitment &On-boarding Challenges are faced by recruiters such as allocation and configuration of IT assets and incomplete documentation by candidates during On-boarding which delays the process. There are some tools used during Recruitment & On-boarding process such as interview observation sheet, reference check and job description in which improvements can be made. 5.2 Recommendations 1. It must be well defined by the HODs what type of candidates they are looking for and detailed reasoning should be given by them for rejecting the candidate’s CV or rejecting the candidate after interview which will make it easy for the recruiters to find the suitable candidate on time. 2. Pre joining engagement process can be enhanced by sending the selected candidates company’s newsletter and festival mails this will provide opportunities for the new
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hire to feel welcomed and valued and will help in getting a feel of organization’s culture. 3. A formal rejection mail should be send to the candidates who are rejected after interview this closure will result in a good candidate experience. 4. When a candidate is not interested in the position the recruiters should follow the practice of noting down the reason for rejection so that they can be considered for future vacant positions. This practice will help in creation of a database of potential candidates. 5. Practice of assigning a buddy during the induction process should be followed across the organization. As this practice will help the new employee to quickly acclimatise to workplace and organization’s culture. 6. The induction can be made more effective by including the orientation video of Thermax and divisional induction presentation; this will help the new employee to gain more insights about the organization and the respective division. 7. The process of On-boarding can be made faster by assigning the IT assets to the new employee on time. 6. LEARNINGS Understanding different functions of the organization : My learning started from the day of induction where I came to know about different divisions of Thermax and the organization structure. Recruitment & On-boarding process
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In recruitments I was given the task of calling the candidates and taking their details, every day my mentor used to give me CVs for calling the candidates, many times the candidates did not pick up the call so I had to keep calling them until they answer. I learned that recruitment is a critical task as the organization needs a right person for the position so we cannot miss out on any candidate. Also I had to schedule their interviews and see to it that the procedure was completed smoothly.
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  • Fall '17
  • Mahvish ali

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