1.5.5. Post recruitment
These positions are advertised on the corporate website of each individual account or their assistants headhunter with decentralization and clear enrollment code. Each specialized headhunter in charge have a common story template includes all the positions they have posted jobs, in the section Job Posting Recruiment by Industry ( Recruitment Job Location for each profession) on the website www. hrstrategy.com.
the decentralization and gathering stories like this help General Director of HR Strategyde effortlessly track employee work of subordinates. At the same time help the candidates to easily find work in accordance with proper and communications industries headhunter can best support them.
1.5.6. Screening candidates
Using CRM software management at the headhunter http://hrsvn.com/hr/index.php link into a combination of conditions such as rank, current working position, number of years of experience, language proficiency, qualifications or age, gender ... to find out what the candidate meets the elements ordered by the employer.
1.5.7. Evaluate candidates
based on scale design director, the headhunter evaluate and select those candidates to put their peak potential candidate.
1.5.8. Contact candidate
To expedite the process of providing services headhunting, headhunter to contact the candidate to:
Introduction and advise candidates to be recruited position.
Seek consent of candidates to send CV for employers
Hold additional personal information about candidates as career orientation, difficulties in the current work, the move (relocate) has not uncomfortable (if the client company in another locality ), family reactions candidate how about this ... in short, the headhunter to understand the situation of the candidate to continue counseling or remove candidates go.
Looking for more potential candidates friends, acquaintances are contacting candidates introduced.
1.5.9. Send CV candidates for employers
The headhunter recruiters only send a small group of targeted candidates are extracted from CRM only, for the purpose of fixing the headhunting service employers want to save time time, while ensuring the quality of candidates.
1.5.10. Schedule interviews between candidates and recruiters
After recruiters look at and choose again the candidates CV, headhunter conducting the interview schedule keeps candidates and recruiters from first round to the final round.
5.1.11. Check references of candidates
Once selected candidate, the candidate's reference test to check the truthfulness and the achievements of the candidates in the process of work as well as checking the candidate's relationship with co old now.
If a good reference can increase the value of the candidate, otherwise the candidate can still be eliminated even if had passed the final interview. 1.5.12. Candidate's wage negotiations with employers based on the expression of the candidate when the candidate interviews and reference offer, the employer can renegotiate wages. Headhunter task of the moment is to protect the interests of candidates right before employers and convey the message of the candidates recruited to most accurately. The ultimate goal of achieving a headhunter is suitable figure for both sides, because it is the figures that headhunter wants to achieve their own revenue. 5.1.13. Contract payment contracts signed by the Company with 2 HR Strategy language drafted mainly Vietnamese and English, Japanese recently by the company is looking to test the FDI enterprises in Dong Nai . 5.1.13. Subscribe probationary period of candidates and Warranty The warranty is only done during a trial of the candidate company offers HR Strategy. If during this time recruiters find candidates is inconsistent with this position, the Company will proceed to the HR Strategy headhunting process to customers or to refund 50% of the cost. In the case of company location HR Strategy provides trainees from page thuctapsinhvietnam the warranty period is 15 days starting internship candidates.
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