HRGuru

now a days every company hr is following the same principles and ideas to recruit an prospective candidate.So what do you people think to bring any change in hiring a candidate.So is there anyone who think they have best points to be included in recruitment?

In todays global village it is very difficult to find out the appropriate candidate .Company's trying hard to recruit experience skilled labor by paying high packages.When recruiting people think that it is very easy that experince people manage the things better. But in my view this wrong perception perceived by the recruiters .Freshers they have zeal to work , update thier knowledge , strive for career growth, easily can be motivated .They need only industry training .With training only we can incorporate skills in the employee and we can cut cost by paying very high packages to the employees .

When I interview people I am a firm believer that a person's questions to the interviewer are just as important, if not more so, than the person giving the interview. Never just ask stock questions about company culture and work hours.

I think recruiting can be done at any aspect.  I concentrate at all stores and places that I am the customer at.  If I notice that the person is being attentive to the customer, high in energy, able to multi-task, and other qualities I look for, then I start recruiting.   I think that observing someone that is currently employed in their profession  can trigger recruiting instantly if a desired candidate.  As far as the interviewing process, I firmly believe in the behavioral interview process.  When conducted effectively, unique situations from the candidate's experience can be retrieved.  This will allow the interviewer to identify specific qualities that tie into the company's core vision and values. 

I think problem the world over is giving freshers a chance. globally we intend to follow the same practise neglecting our diverse orientations...hi time we started practising recruitment considering our local environment and orientations.freshers would need to start somewhere in order to save every proffession!

I am a supporter of behavioral interviewing and, thankfully, so is my company. We believe that past behavior is the best predictor of future performance. Behavioral interviewing is not new but the style is effective in hiring the best candidates IF correctly applied. Managers and interviewers must be trained well to ask appropriate questions and use appropriate verbage. The interview should be a reflection of the company's goals, mission, and values. By this I mean that the time between recruitment and hire should seem like a well flowing process and a good introduction to the company. Applicants should be given a REALISTIC job preview. It makes no sense to bring someone all the way through the interview process to hire without giving them a good idea about both the job and the environment. I find myself in a dilemma sometimes, especially when recruiting for managers in a problem area, because I don't want to scare them away but I don't want to mislead them, either.

Additionally, as recruitment grows and our methods become more electronic and less personal, its important to recognize that the applicant is still a person and should walk away with the feeling that they are important to your company, if not for this position perhaps for another. Recruitment isn't only concerned with the position that you're interviewing for at present but also planting a seed with a candidate for a future position. If you make a bad impression during the interview process with a likely candidate for another position in the future, it's like advertising that you only care about them when they are "valuable" to you.

Recruting candidates takes a lot of creativity, especially in competitive environments. However, if the lights and glam don't match the show, the applicants will be leaving as quickly as they came. Recruitment is a critical area in HR and should be included in helping to drive the company's image. Recruiters should play a more active role in retention beginning BEFORE trying to attract candidates. The culture of a company should be used as a template for the recruiting plan so that when candidates become employees, the actuality matches the hype they experienced beforehand. Recruitment should not end when the candidate is hired. Recruitment should continue through a transitional period until it becomes retention efforts but should be designed in such a way that the employee doesn't know that they are being "re-recruited." This is NOT an overnight process because it involves preparing current employees for a change and getting their buy in. Without the buy in of current employees, no amount of retention efforts would be successful.