Recruitment Process of Recruitment Agencies | esquare

Recruitment Process of Recruitment Agencies

Recruitment agency start ups are challenging, profitable, innovative, time consuming and draw on plenty of emotional strength of the doers. It requires lot of home work, data/ research, capable dedicated followers, inspiring leader who can put his or her experience and skills to work and definitely, it calls for the strength of vision of the owner/ leader.
Today market is so competitive and to achieve growth of your business you should employ most reliable workforce to your venue. This is why Recruitment Process is a key purpose in any sort of effective business. When recruiting workers you need to make right decisions as the price of recruitment, training are high alongside the cost of firings, if the wrong alternatives are made. The majority of companies feel that HR employment is a specialized operation that they really should look for knowledge skills by means of either keeping an in-house HR recruitment unit, or outsourcing the services of a Recruitment agency.
The first Recruitment Process when working with a Recruitment agency is to accurately define the parameters of the job or jobs that need to be filled. This discussion goes way beyond simple facts like salary and overall job responsibilities. The Recruitment Company and the recruiter need to determine all the skills required and the type of personality that best fits the job and any other intangibles that might affect the hiring process.
An Employment outsourcing agency may well have vacancies on their books before they are advertised anywhere. If you are registered with that agency, you will be able to get in front of that particular employer quickly whether you are in Middle East, Dubai, MENA, GCC Countries and Pakistan. Recruitment agencies don’t like to hang onto positions for too long, and will be happy to fill them fast. Make sure that you are ready to go for interviews on short notice so you can take advantage of being one of the first interviewees through the door.
Employment outsourcing agency often ask for feedback for the people who were unsuccessful in getting work. You can speak to your agent, and find out what you did that resulted in you not getting the job. This is valuable information, and should be taken advantage of whenever you are unsuccessful applying for a position.
If you are not registered with any agency, Get registered with e-square Human Resource Management Services, this could be something you can take advantage of.

HR Consultants in Pakistan

HR Consultants in Pakistan

The top notches HR Consultants in Pakistan have a team of experts who use new technology to deliver their expertise to the clients who desire to avail it with perfect and precise steps that need to be implemented by the professionals if they need to prove a notch above their competitors. Every Hr professional desires to deliver the best and with so many Hr consulting companies in Pakistan providing top notch advice it has become quite the convenient thing to do by availing the useful and sincere advice from these experts.
Human Resource Management Pakistan works strategically towards achieving perfection in the output by every level at the client’s organization which ensures a complete package of extreme implementation of the best tools at every level. The expert advice provided by Hr Consulting Services Pakistan excels in providing the perfect guidance that has a complete detailed analysis of the working conditions of the particular business house with respect to the overall business environment that is in trend across the globe.
HR Consultancy is top priority given to the business organization that hires their services and due importance is given to the implementation of ideas and aspirations right from the lowest levels to the highest in such a way that no one is burdened with excess work. A proper bon homie atmosphere at the work place goes a long way in creating a socially viable and positively striven work force in any given organization. The most important aspect that is looked into by HR Consultants is perhaps the fact that a lot of emphasis is given on the relationship of the employer and the employees.
If your company is located in Middle East, UAE, Dubai, MENA, GCC Countries and Pakistan they should avail themselves the services of e-square Services, the premier HR consultant, who has over 8 years of experience guiding companies through the warren of HR functions. For more information on the wide range of services we provide, log on to the website at http://www.esquare.com.pk

Recruitment Agencies in Pakistan, Manpower Agency for Middle East and Gulf

Recruitment Agencies in Pakistan

Man power is the most important requirement to increase the potential of any Organization. To solve this problem there are several Recruitment Agencies in market. The Recruiters are beneficial to the companies in several ways. They save the precious time of the Organization by selecting the best candidate for a specific job. They have the database of all the candidates who apply for a job in a specific company. These services take care of the requirements of both the sides that are employer and the employee.
As there are different Headhunter services, it becomes easy for the candidates to get information regarding the availability of executive or management jobs in accordance with their eligibility. The Recruiter lets the information about the requirements of the companies in these placement service firms, which in turn, makes it easier for them to get the candidates easily. Thus, it can also be said that these Recruitment agencies are also quite beneficial for different eligible candidates, because based on the requirements of different companies these firms help the candidates get the right placement at the right company.
e-square has expertise in field of Recruitment Process. Many Organizations have taken benefit of the recruitment service of e-square. The company was established by a team of highly dedicated and experienced professionals which are having a strong technical background and more than 8 years of experience in the industry. e-square is a Pakistan based fast growing Recruitment agency that is covering not just the big area of Pakistan but various other parts of the world like Middle East, MENA, GCC Countries as well. It has the best team of expertise who know the importance of providing a job as per the profile of the person.
Reading this content, all the professionals must have realized that their key to success starts from e-square Recruitment Services.Just go for e-square services and have the pleasure of best opportunities for you.

Human Resource Services

Human Resource Services

e-square is one of the leading Human Resource service providers for Middle East, UAE, MENA , GCC countries and Pakistan. There are convention and precincts that must be satisfied to defend yourself from the risks of fines, charge along with high priced outcomes. e-square HR Services furnish all of the professional services necessary to permit you the freedom to safely move from the administrative duties and concentrate on the development of your enterprise.

Don’t think that the job is limited to just the hiring and firing of employees of the company. It is a relationship between management and employees. HR manager & staff deal with issues that engage the endeavor and the clients.

e-square have a whole team of trained, experienced and qualified services at their disposal. There is no need for executives to congregate and sort employee or company information for the tax issues. There is no need to figure out confusing and ambiguous employment laws personally; Human Resource services cover that portion as well as explain and discuss possible connotation of certain operations and methods of handling resources.

With Head hunting companies, there are immeasurable value added benefits to be derived. Human resources management can be time consuming and tiresome task at best with numerous technicalities, documentation responsibility involved. Delegating the responsibility to a credible employee leasing company can go a long way in effective management of work force. A credible Head hunting company will not only aid in reducing administration cost at the same time managing the productivity of the workforce.

Payroll Management is one of the crucial and challenging tasks for any business organization. There are incalculable state and federal laws governing the same. In order to better understand the complexity and technicality associated with payroll best course of action is to seek consultation from credible expert. e-square will carefully assimilate then overall requirement of the service company and accordingly provide an all inclusive service package.

Human resource outsourcing can be a great service for businesses that have grown too quickly to adjust their HR practices appropriately, or that are just too busy to handle this part of their business. It is important to choose which HR outsourcing firm will truly work best for you and for your company. If you are an employer who feels that this is the right choice for your business, make sure you do so with awareness.

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Why Human Resource Development and Management are Important for Individual and Business?

Human resource development is called the theory or a pre-defined set of practices involving analysis, training, studies, development, organization, and promotion of the organizational skills and abilities designed for the enhancement and maintainable growth of the individuals and the organizations they are working for. It is very important for individuals to know their inner weaknesses, strengths, capabilities, skill sets, interpersonal skills, explore opportunities, and more to accomplish the tasks they have been assigned in the existing and limiting resources and achieve beyond their targets to help their companies and organizations complete their goals to become nationally and internationally known and acclaimed. When we talk about Pakistan it rises as the land of low-cost manpower, infrastructure, multiple opportunities, cultures, and skill development among other things.
Utilizing HR software
Human resource management has been driving forward with truly innovative and leading-edge software in recent years. It is no secret that new software and technologies can really streamline HR processes and workflows, and this has been the driver for HR software specialists to develop new software capabilities.
The latest human resource management software that is available on the market is now able to fold all HR requirements into one system, which is truly ground-breaking for HR departments who are long-suffering from legacy systems which have overly complex interfaces. So with integration a key driver the latest software is changing the face of how HR can use technology to its benefit.
The most up to date software is also supporting inter-connections within businesses and democratizing processes and ways of working. The use of online portals and light-intranets are empowering employees to take control of the way they interact with each other and with HR in their company.
Controlling the workforce

Staff should be controlled and managed by rules and regulations. This is another responsibility of HRM. Introducing and implementing leave procedures, policies, behavioral rules, and other rules related to the workplace should be done by human resource managers.
Fulfilling employee expectations is another duty of human resource management. Only the satisfied employee works for the sake of the organization. People can be motivated only by fulfilling their expectations. When working for employee satisfaction, it is important to consider the organization expectations as well. The ultimate goal of effective HRM is a successful business through totally satisfied employees.
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JOB SEEKERS

JOB SEEKERS: YOU ARE BEING WATCHED!

Everyone is aware of the significance of a strong first impression; for job seekers, it could make or break their chances.

The way you are seen as a candidate and potential employee is critical, especially when you have invested so much time and effort developing a personal brand.

As impressions go, resumes and interview skills should be no-brainers. Few will argue the importance of being seen as competent and experienced. Resumes should always be honest, readable and error free; interview performances are confident and well-practiced.

However, what if none of those are the first thing a potential employer sees? What appears when the recruiter or human resources department does a basic Google search prior to the interview? Would they find anything disqualifying? Who would be the judge?

In a growing number of cases, the online profile is the first thing employers learn about an applicant. Internet searches are easy to implement, so it is inevitable that they would go first to the web. Nothing is keeping a company from performing searches of publicly available information.

Of course, social media feeds are now commonplace; with that, images of indiscretions are just as common. Nearly all of us have something regretful posted online.  Is that an innocent mistake, or a sign of poor decision-making?

The problem for employers and job seekers alike are which activities will be reasonable (an occasional embarrassing photo, for example) and which can be deal breakers (say, bad-mouthing a business on Face book).

The growth of social media and how companies turn to the Internet to assess potential employees. This leads to a grey area and judgment calls; what is harmless and what are signs of trouble:

Party photos, Insensitive jokes< Foul language. Any employer who uses social media to research job candidates is probably used to stumbling upon such indiscretions by now.

The Internet offers companies a gold mine of information about potential hires—and much of it doesn’t make for a good first impression. As social media continues to grow in popularity, however, the challenge for employers is deciding which blunders are acceptable—and which are deal breakers…

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How are you using social media for recruitment?

Today, social media not only affects the majority of our personal lives, but also transforms ways to conduct business.

Now the age-old problem of finding new talent has changed. It is been brought into a new, exciting time through social media recruitment.

Every business, no matter what size, can benefit from social media recruitment.

It is something no business should avoid, especially if they want to appear in touch with today’s changing workplace.

A 2010 study 14 percent of companies did not use social media recruitment.

The reason?

They are not aware of how to start with social media; do not think they have the necessary resources; can’t do it effectively or see it as not worth their time. It could be that they have not seen what social media recruitment can do for them.

Some significant benefits social media recruitment can provide your business immediately:

Brand awareness

With the potential to reach millions of Facebook, Twitter, LinkedIn, Google+ and Pinterest users, social media increases the visibility of your company, as well as the jobs. This increased range will have jobs noticed by a huge number of qualified candidates.

In addition, it will show the online community that the company is keeping with current trends.

Cost-efficient

Compared to traditional job advertisements, social media recruitment is a low-cost alternative. Money previously set aside for traditional hiring can contribute towards social media recruitment, giving you more “bang for your buck.”

Better quality hires

Early adopters of social media are in demand in today’s job market, perceived as more technically savvy, knowledgeable and innovative.

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How to Ask for a Job

How to Ask for a Job: The Secrets of Asking for Work and Getting It

Although it might seem like common sense, there are many ways to ask for a job and many ways to be effective. Conversely, when asking for a job, there are many ways not to be effective. Furthermore, there are many different situations when asking for a job is appropriate and other situations where it is not. There are also situations when how you ask for a job is very different. For instance, when you walk into a business out of the blue, the approach you take when asking for a job is very different than when you are at the end of an interview and you ask for the job.

Below is a look at different situations and approaches one should consider when asking for a job.

Ask for a job by walking into a place on a whim

• I have done this and been successful, but it’s not for everybody and not everybody can pull it off. You need confidence and a compelling vision in many cases. Most of the time, the way to ask for a job when you walk into a place on a whim is to ask for an application. When you fill out an application, it is implicitly understood that you are asking for a job. However, in a competitive situation, sometimes it’s important to stand out from the crowd and asking a few questions so that you can talk to somebody of influence in a business can be compelling. Let’s say you walk into a “Best Buy” with the intention of applying for a sales position. Instead of simply asking for an application, you go to Customer Service and say: “If I were to apply for a sales position, who would do the hiring? Could I speak with that person?” If you’re fortunate enough to speak with the person, you could say something like: “Hi, my name is Steve and I’m going to apply for your sales position. I know it might not be normal to do this, but I love electronics and I think I could make a difference here. I’m excited about any opportunity to work here and look forward to meeting you again.” There are many versions of the above that could work well, but anything with personality that’s a bit unique or well though out would probably work. You just want to make the exchange quick and not appear weird or needy. In my own experience, I walked into the office of a local newspaper, asked to speak to the Entertainment Editor, then told him I thought he needed a film critic and that I would be the ideal candidate for the job. I ended up working there for the next ten years.

Ask for a job during an evaluation

• Employers like people with ambition. An evaluation is always the opportunity to convey to your employer that you’d like to find more ways to contribute. An evaluation is effectively an interview for your next position at the company. In my experience, there are two types of people in these situations, those that ask what more they can do for the company and those that ask what more the company is going to do for them. The former are always willing to put in more effort and to take on more responsibility. The latter are always asking for more money before they’ve actually done anything more. When they’re offered more responsibility, they ask how much their raise is going to be. Not surprisingly, the former always get the promotions while the latter end up stuck. Sometime during your evaluation, say some version of the following: “What more can I do for the business? I’m interested in being the most valuable asset I can be and I feel like I have more to offer. I’m willing to do whatever it takes. I hope that if there are additional opportunities here, you’ll consider me.” There are lots of ways to say this and it’s something employers love to hear.

Ask for a job by networking

• Although networking doesn’t usually involve directly asking somebody for a job, it has the same effect. By making contacts and communicating with people in fields that you are qualified to work in and by developing those relationships, those contacts are more likely to think of you when considering filling a position they may have. If they are familiar with your experience and resume, then when you find yourself in a position to ask for a job from one of them, you’ve already done a ton of work. Through networking, a potential employer may already know so much about you that asking for a job just turns out to be a formality. Networking is a continuously active way to pursue your professional interests and keep yourself relevant.

Ask for a job at the end of an interview

• The opportunity to ask for a job at the end of a job interview is perhaps one of the most often missed opportunities for potential candidates. In fact, most interviewers are waiting for potential candidates to seize the opportunity to ask for the job. Now, this doesn’t mean saying “Can I have the job?” It means demonstrating through words that you want the job in a fairly direct way. It could be anything from a confident statement of how one’s qualifications perfectly match what a company may be looking for to a rah rah statement of enthusiasm. Frankly, I think the latter is often preferred, something along the lines of: “I’m very excited for the opportunities this position and this company offer. I believe I bring the right combination of skills and enthusiasm to this position and I hope that you offer me the position because I would very much like to work here. I love the environment and the people I’ve met seem fantastic.”

Ask for a job using thank you notes

• Another frequently missed opportunity. This is old school, but remarkably effective. Taking the time to perform this simple courtesy will win you major points with a potential employer. Effectively, you repeat whatever statement you made at the end of the interview about wanting to work for your potential employer. A thank you note indicates a level of professionalism that most employers will recognize and appreciate and it gives you one, final chance to make another good impression.

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Headhunting companies in Pakistan

Headhunting companies  are professional companies, online or otherwise, that attract, hire and develop people as leaders for the purpose of holding responsible positions in organizations and companies. The firm is hired by an organization or company, not the potential employment candidate.

The Headhunting companies headhunt for candidates based on identification of them as being suitable for such a potential position, qualified to do that position and able to provide a suitably aligned verbal or written presentation regarding their suitability for the position in question.

One of the most important tasks that a headhunting company entails is in assessing the fit aspect of the potential candidate to a specific position. It is important that this hunt is done efficiently, saves time and can identify key aspects of suitability such as qualifications, experience and the ability to lead.

The firm will usually contact possible candidates via telephone or text , which may have resulted from recommendations given to the firm by a third party within their firm. The best firms aim to provide hard work in their tasks of finding and updating their potential contact lists in order to begin quickly on any given new search and be able to promptly line up possible candidates. Also, the firm will use research techniques to find candidates who may also be employed by other companies in the field and position that their client has available. In fact, these firms have found that the best referrals have come to them through people who themselves could be potential candidates for the same position, but for personal or other reasons may not presently be seeking further employment.

Headhunting companies follow similar etiquette when it comes to phone calls to potential candidates in that they have a great deal of respect and will note the name of the person for future searches, if that person can recommend someone else for the position. In the end, the result can be that in future searches the firm will turn back to that same referee and end up with that person becoming a candidate for another position.

Most Headhunting companies use retained and contingent searches. Contingent searches are defined as a fee based search earned only the locating and presentation of a potential candidate to a client, or headhunting. The search is not about finding the exact fit, but more about finding a broad range of candidates for the client to choose from. This may or may not be contractual in nature and fees can be based on the first year’s salary that a hired candidate earns or Something else. Also, the client is not bound to one Headhunting company, allowing the client more flexibility, choice of candidates and ultimately more work in choosing the right one for their job position. It should be noted that with executive positions, this is not considered to be the ideal form of search. Retained searches are defined as a more structured and contracted search for specific candidates that fit the criteria for a particular job position, as defined by the client. Clients are usually bound by contract to use only the Headhunting company that they have assigned to the task, and the firm bases their search on clearly defined job styles, job experiences and skill sets. Generally speaking, this type of search generates repeat contracts from each client.

Headhunting companies are specifically designed to help varied employers or clients look for high level management or above job candidates that suit the specific needs of their job positions. Searches can involve networking with people already in similar positions for potential leads and the majority of these are done on retain, allowing for clearly defined job attributes versus the more random headhunting.

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Executive search consultants

Executive search consultants have interesting but challenging jobs. At times, finding the right candidate for a company can be a bit like looking for a needle in a haystack. A fairly big gap can exist between the company needs and the Candidates wants and the consultant’s job of helping the two sides meet in the middle can be daunting.

A way to make the process much easier is to find highly qualified candidates with a vision and work style that matches the hiring company. In the past, that meant job fairs, newspaper ads, and a great deal of faxing in an effort to find qualified applicants.

But with the advent of email, the internet, twitter, LinkedIn, Facebook and text messaging, finding candidates is becoming easier, allowing executive search consultants to find better qualified applicants faster. Rather than attend job fairs all over the country hoping to find top notch applicants and then being done with a search, a recruiter can launch a well designed website that allows people to add their resume online. With a 24 hour 7 day a week presence on the internet, a number of possible employees have access to the recruiter that might never have made it to a job fair.

Another technology that has made a world of difference for recruiters is email. No longer limited by fax machines, Email is also a great tool for tracking information, allowing the recruiter to know what details were sent and when. Negotiations are well documented and an email conversation can happen quickly and easily, allowing decisions to be discussed thoroughly even within the time pressure of a job search.

Texting is another useful tool for consultants. Being able to sit in an office meeting and at the same time send a short bit of information to a candidate regarding a change of an interview location makes all the difference. Twitter and LinkedIn is also finding its way into the awareness of executive search consultants as it allows them to distribute information to all their clients and candidates with a minimum of effort.

Technology has speed up the recruitment process but it’s also improved the results. It’s easier than ever to find the right candidate for a job and make the hiring company as well as the new employee thrilled with the perfect match.

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