Here is the detailed step by step process of how to recruit in a socially responsible, cheap and efficient way. it is quite similar to the the recruitment process we are all familiar with but with a little twist; advertising your jobs in a socially responsible way on careergong.com, it not only gets you skilled workers but informs the unskilled job Applicant of their skill deficiencies and where to develop them.
IDENTIFY AND EVALUATE THE NEED FOR A VACANCY
In order to identify and determine the value or need for filling a vacancy in a company, the vacancy has to be evaluated. Vacancies arise for different reasons, it could be to create a new position or maybe because an existing staff was either promoted or retired. You should evaluate the vacancy by considering the importance of the vacancy, how much the position contributes to your establishment and if your company can pay the new employee. With these considerations put together, you should be able to specify your need for and the use of the vacancy.
WRITE A VACANCY DESCRIPTION
Given the evaluation of the vacancy, you will be able to know whether you should write a new description for the vacancy or update the old description. Vacancy descriptions are a detailed account; put together by management or the particular department, of the entire duties, responsibilities and qualifications of that particular vacancy you are recruiting for. And this needs to be communicated clearly and concisely. Below are the things that make up a well-written job description: http://www.businessknowhow.com/manage/JOBdesc.htm
1. Title of the position
3. Reports to (to whom the person directly reports)
4. Overall responsibility
5. Key areas of responsibility
6. Consults with (those who the person works with on a regular basis)
7. Term of employment
8. Qualifications (necessary skills and experience required)
NOTE: CAREERGONG.COM HAS A DATABASE OF ALL POSSIBLE JOB DESCRIPTIONS WHICH IT USES TO AUTO FILL JOB FORMS ONLINE WHICH IS EDITABLE, THEREBY CREATING EASE OF USE.
The vacancy description is particularly important to screen skilled job applicants online easily and also to identify the skill deficiencies of the unskilled applicants and advice them on the deficiency and where to develop it.
When you are through with writing the vacancy description, you advertise it either internally, externally or both to prospective job seekers. The job description should be circulated through different possible mediums that you are sure would get to the job seekers (your target audience). The mediums include; http://www.careergong.com/regjobposting (free), social media, job fairs, magazines, TV, radio, newspapers, recruitment agents, CV banks, career websites, etc. It is advisable to use more than one of the mediums so as to reach a wide range of job seekers who have access to internet and those who don’t.
You could also directly outsource for job seekers who are not actively searching for work, contact them.
It is important to note that you are not only advertising vacancies, but marketing your company’s prospect so you should make sure that your company is viewed in the best possible light on the advert. THIS COULD BE DONE BY ADVERTISING YOUR JOBS IN A SOCIALLY RESPONSIBLE WAY ON CAREERGONG.COM. IT NOT ONLY GETS YOU SKILLED WORKERS BUT INFORMS THE UNSKILLED JOB APPLICANT OF THEIR SKILL DEFICIENCIES AND WHERE TO DEVELOP THEM, WHILE SHOWCASING YOUR COMPANY LOGO ON THE ADVERT, VISIT http://www.careergong.com/regjobposting.
Once the job description has been advertised and applications have begun to roll in, you move on to reviewing, screen and managing the applications. Application management is all about selecting the best from all the applications that were submitted in the course of recruitment. Although the internet isn't used by a lot of Nigerians; most vacancies today require applicants to apply for them electronically by emailing their CVs or filling out application forms online. CAREERGONG.COM OFFERS A FREE APPLICATION MANAGEMENT SERVICE THAT RANKS THE APPLICANTS FROM MOST QUALIFIED TO LEAST QUALIFIED THEREBY ENABLING YOU TO PICK THE TOP MOST QUALIFIED PEOPLE.
The goal is to ensure that the highest quality applications are relevant to the vacancy advertised. Once the top best; top 10, top 20, e.t.c., are picked, you could conduct phone interviews to get information such as availability, salary requirements, special position requirements (e.g. ability to perform shift work) so as to ascertain the validity of those top best. It is possible to screen out applicants given information obtained during this subsequent screening. Electronic screening helps to reduce time and work load. CAREERGONG.COM OFFERS JOB APPLICATION MANAGEMENT FOR FREE, VISIT http://www.careergong.com/regjobposting.
SEARCH FOR CV IN CV DATABASE
However, you could opt for advertising jobs and managing applications by just searching for CV on a CV databank online. Searching for CVs online helps you get CVs faster. You can search for CVs mainly on job website databases, although some of these databases require payment before assessing them. HOWEVER CAREERGONG.COM ALLOWS YOU TO ADVERTISE JOBS AND REFERS CVs TO YOU BASED ON THE VACANCY POSTED FREE, VISIT http://www.careergong.com/regjobposting.
Are these processes enough to call this cheap, efficient and Socially responsible Recruitment, if not what more could be done to make the recruitment process more socially responsible, cheaper, and more efficient?