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  • Job analysis for new jobs or substantially changed jobs, a job analysis might be undertaken to document the knowledge, skills, abilities and other characteristics (KSAOs) required or sought for the job. From these, the relevant information is captured in a person specification.
  • Sourcing is the process of attracting or identifying candidates.
  • Screening and selection

Leverage agile frameworks to provide a robust synopsis for high level overviews.

Initially, responses to mass-emailing of job announcements to those within employees’ social network slowed the screening process.

Two ways in which this improved are:

  • Making available screen tools for employees to use, although this interferes with the “work routines of already time-starved employees”
  • “when employees put their reputation on the line for the person they are recommending”
Employee Search
People Cohesion
Team Leadership
Team Build Up
Strategy
Communication
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CREATE GREAT TEAM ENVIRONMENT

Get your Business
Right up there!

Job Analysis

Job analysis is a process of identifying, analyzing, and determining the duties, responsibilities, skills, abilities, and work environment of a specific job. These factors help in identifying what a job demands and what an employee must possess in performing a job productively.

Job analysis helps in understanding what tasks are important and how to perform them. Its purpose is to establish and document the job relatedness of employment procedures such as selection, training, compensation, and performance appraisal.

The following steps are important in analyzing a job −

  • Recording and collecting job information
  • Accuracy in checking the job information
  • Generating job description based on the information
  • Determining the skills, knowledge and skills, which are required for the job

The immediate products of job analysis are job descriptions and job specifications.

Recruitment Strategy

Recruitment strategy is the second step of the recruitment process, where a strategy is prepared for hiring the resources. After completing the preparation of job descriptions and job specifications, the next step is to decide which strategy to adopt for recruiting the potential candidates for the organization.

While preparing a recruitment strategy, the HR team considers the following points −

  • Make or buy employees
  • Types of recruitment
  • Geographical area
  • Recruitment sources

The development of a recruitment strategy is a long process, but having a right strategy is mandatory to attract the right candidates. The steps involved in developing a recruitment strategy include −

  • Setting up a board team
  • Analyzing HR strategy
  • Collection of available data
  • Analyzing the collected data
  • Setting the recruitment strategy

Job Description

Job description is an important document, which is descriptive in nature and contains the final statement of the job analysis. This description is very important for a successful recruitment process.

Job description provides information about the scope of job roles, responsibilities and the positioning of the job in the organization. And this data gives the employer and the organization a clear idea of what an employee must do to meet the requirement of his job responsibilities.

Job description is generated for fulfilling the following processes −

  • Classification and ranking of jobs
  • Placing and orientation of new resources
  • Promotions and transfers
  • Describing the career path
  • Future development of work standards

A job description provides information on the following elements −

  • Job Title / Job Identification / Organization Position
  • Job Location
  • Summary of Job
  • Job Duties
  • Machines, Materials and Equipment
  • Process of Supervision
  • Working Conditions
  • Health Hazards

Screening / Shortlisting

Screening starts after completion of the process of sourcing the candidates. Screening is the process of filtering the applications of the candidates for further selection process.

Screening is an integral part of recruitment process that helps in removing unqualified or irrelevant candidates, which were received through sourcing. The screening process of recruitment consists of three steps −

Reviewing of Resumes and Cover Letters

Reviewing is the first step of screening candidates. In this process, the resumes of the candidates are reviewed and checked for the candidates’ education, work experience, and overall background matching the requirement of the job

While reviewing the resumes, an HR executive must keep the following points in mind, to ensure better screening of the potential candidates −

  • Reason for change of job
  • Longevity with each organization
  • Long gaps in employment
  • Job-hopping
  • Lack of career progression
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Job Specification

Job specification focuses on the specifications of the candidate, whom the HR team is going to hire. The first step in job specification is preparing the list of all jobs in the organization and its locations. The second step is to generate the information of each job.

This information about each job in an organization is as follows −

  • Physical specifications
  • Mental specifications
  • Physical features
  • Emotional specifications
  • Behavioral specifications

A job specification document provides information on the following elements −

  • Qualification
  • Experiences
  • Training and development
  • Skills requirements
  • Work responsibilities
  • Emotional characteristics
  • Planning of career
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Searching the Right Candidates

Searching is the process of recruitment where the resources are sourced depending upon the requirement of the job. After the recruitment strategy is done, the searching of candidates will be initialized. This process consists of two steps −

  • Source activation − Once the line manager verifies and permits the existence of the vacancy, the search for candidates starts.
  • Selling − Here, the organization selects the media through which the communication of vacancies reaches the prospective candidates.

Searching involves attracting the job seekers to the vacancies. The sources are broadly divided into two categories: Internal Sources and External Sources.

Evaluation and Control

Evaluation and control is the last stage in the process of recruitment. In this process, the effectiveness and the validity of the process and methods are assessed. Recruitment is a costly process, hence it is important that the performance of the recruitment process is thoroughly evaluated.

The costs incurred in the recruitment process are to be evaluated and controlled effectively. These include the following −

  • Salaries to the Recruiters
  • Advertisements cost and other costs incurred in recruitment methods, i.e., agency fees.
  • Administrative expenses and Recruitment overheads
  • Overtime and Outstanding costs, while the vacancies remain unfilled
  • Cost incurred in recruiting suitable candidates for the final selection process
  • Time spent by the Management and the Professionals in preparing job description, job specifications, and conducting interviews.
MORE THAN JUST RECRUITMENT

From your problem
To sustainable solution

For any organization, recruitment is a crucial part of developing and maintaining an effective and efficient team. A good recruitment strategy will cut down the wastage of time and money, which would have incurred for extensive training and development of unqualified resources.

STEP 1Your Problem

1. Attracting the right candidates
2. Engaging qualified candidates
3. Hiring fast
4. Using data-driven recruitment
5. Building a strong employer brand
6. Ensuring a good candidate experience
7. Recruiting fairly
8. Creating an efficient recruiting process

STEP 2Our Observance

Understand your hiring goals and need
Time to Fill
Source of Hire
Cost per Hire
Applicant Satisfaction

STEP 3Our Suggestions

1. Improve Your Candidate Pool
2. Hire the Sure Thing When Recruiting
3. Look First at In-House Candidates
4. Be Known as a Great Employer
5. Involve Your Employees in Hiring
6. Pay Better Than Your Competition
7. Use Your Benefits to Your Advantage
8. Hire the Smartest Person You Can Find
9. Use Your Website for Recruiting
10. Check References When Hiring

STEP 4Your Success

Have a Diversity and Inclusion Strategy
Provide actionable intelligence to your business
Benchmark your organization against your peers and customers
Develop Right
OUR OFFICES

Get in Touch

Come and visit our quarters or simply send us an email anytime you want. We are open to all suggestions from our clients.
Address
624 Holly Springs Rd, Suite 416,
Holly Springs, NC 27540
Email us
info@anuvaresource.com
Call us
(US HQ) 9192960627
(India HQ) 01204118875

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