Decision
to be taken 20/04/2003
Ø How
to advertise? Where to advertise? When to advertise?
Inputs
Ø
What Is the Posting Location?
Ø
What Is the Position / Design Level?
Ø
What Salary Is Being Offered?
Ø
Where (City / Region) Are Potential Candidates
Likely to Be Working / Living?
Ø
Which Medium Is Best Suited for Which Types of
Positions? Which Type of Job Seekers Are Likely To Be Reading / Viewing A
Particular Type Of Medium?
Ø
What Is the Reach Subscription of a Medium?
Ø
What Would Be Shelf Life of Job Advertisement? One
Day / One Week / One Month?
Ø
Is Medium Passive (I.e.: Newspaper) Vs Active (I.e.:
Job Sites Sending Job Alerts?)
Ø
Would Medium Ensure Seavey / Confidentiality of
Advertiser And / Or Applicant?
Ø
What Is the Cost Attached to Each Medium?
Ø
What Is the Effort Required (On Part of
Advertiser) To Advertise In Each Medium?
Ø
Dose Medium Permit Automatic Uploading of
Job-Alert?
Ø
From Past Statistical Record Which Medium
Generated Maximum Quantity / Quality & Response?
Ø
Which Medium Delivers Digital Resumes? / Structural
Resumes?
Decision
to be taken 20/04/2003
Ø
Which / How Many Applicants to Call For
Interview
Inputs
Ø
How Many Vacancies? From Experience (Statistical
Records) How Many to Call / Vacancy For Given Portability Of Success In Selecting?
Ø
What Are Selection Elimination Criteria?
Ø
Age Experience Max Education Min Qualification
Minimum
Ø
Industry Background
Ø
Function Exposure
Ø
Current Designation Level
Ø
Current Salary Past Salary Growth
Ø
Current Company Employer Competitor?
Ø
Current City Location State
Ø
Marital Status
Ø
Language Known
Ø
Number Of Joints Held So for Average Tenure Job
Ø
Knowledge
Ø
Skills
Ø
Achievements
Ø
Memberships Association Trade Bodies
Ø
References
Ø
What are costs involved. Travel reinvestment
Decision
to be taken 20/04/2003
Ø Where
to call candidates for interview?
Inputs
Ø
All to the one city HQ? Distributed over 3 or 4
cities?
Ø
Where are excellent slash good rated candidates
located? City voice analysis? How many at each?
Ø
What is the companies travel reimbursement
policy voter card attached to holding interview in
One
City
Many
City
Ø
If time is pressing which of the above mentioned
2 alternatives will be faster?
Ø
if causes main consideration which alternative
would be cheaper?
Ø
Which designation level of candidates not like
to come for interview at companies of? Which would prefer to be interviewed met
in a hotel? business centre?
Ø
How many interviewing experts are involved and
where are they posted? Would they need to travel from different cities?
Ø
wood candidates and / or interview experts need
to be put up in hotel?
Ø
If test is to be administrator Where testing
facilities available?
Ø
Is video interviewing possible / feasible?
Ø
Ø
What notice. Will candidate need once appointment
letter is issued to give to his present employer?
Ø
When are interview experts available?
Ø
His video interviewing possible feasible? What
would it cost? What would traditional conversation method cost?
Ø
How many stages of interview required? 1, 2, 3?
Ø
What is the past statistical records to entire
interview process time permanently final 4 different types of vacancies?
Ø
What channels are planned to be used for
communicating with interviews candidates?
Ø
When Sunday holiday working day late evening
after hours are candidates in interview experts available?
Ø
Can preliminary and final interview by candidate
on the same day? So that candidates do not have to be called again and again?
Especially outstation candidates?
Ø
Are 2
candidates from some company same company? Then they would need to be separated
by few hours or even few days!
Decision
to be taken 20/04/2003
Ø What
salary to be offered to selected candidate?
Inputs
Ø
What Salary is he currently getting?
Ø
How does his current salary relate to his
current age experience here's designation level education qualification etc?
Ø
How does his current salary relate to similar
executives already employee by employer?
Ø
How does his current salary related to his peer
group in his profession? For example executive of same age experience education
level designation level functions industry etc? In what percentile does he
fall?
Ø
What has even his pay salary growth % increase
year for last 35 years? How does his compare with peer group? He's fast riser
or slow riser?
Ø
What percentage age raise increase in salary do
executives again peer group get when they change job?
Ø
What percentage raised increase does he expect?
Would granting that upset a lot of existing employees? Almost population of
existing employees search on salary would be cattle him into what percentile of
employer company salary distribution came for similar pyar employees?
Ø
Are there any bonus incentive performance
linked?
Ø
What are other perks?
Decision
to be taken 20/04/2003
Ø What
designation level to be offered to selected candidates?
Inputs
Ø What
is the designation level advertised?
Ø What
is candidate correct designation level
Ø What
is designation level expected by him?
Ø In
employer company what is designation level frequency see distribution of
executives who are comparative to the applicant selected?
Ø Comparative
in terms of age experience education level salary function etc.
Ø what
has been candidate passed designation precision over last 10 years in his
present organization he has been promoted to fast 2 frequently?
Ø Does
candidate belongs to a comparative company in terms of turnover number of
employee etc?
Ø How
many executives report to him at present? Vote levels of executive? How would
these compare with what is being offered to him?
Ø Is
there congruence between his existing salary with existing designation level?
Is this skewed in anyway
for
example too higher salary for given designation
too designation for given
salary
EXPERIENCE
(YEARS) 10-10-02
Ø
Voluntary retirement is offered to person who
have put in 20 + years of service
Ø
voluntary retirement is offered to person who
have less than 10 years of balance service left
Ø
A person with less than 15 years of experience
will not be appointed as general manager
Ø
A person who more than 15 years of experience
will not be appointed as a supervisor / executive
Ø
A fresh graduate without any experience will be
appointed as a trainee
Ø
A person has a letter chance of getting
appointed if he has 20 years of experience
AGE COUNT
Ø
An old person Indifference
Ø
an old person is a medical liability
Ø
a young person is a job jumper
Ø
person in age group of 30-35 are most stable
employee
Ø
a person productivity efficiency starts dropping
after age of 45
Ø
A person's health starts defect oratory from 60
onwards.
BUSINESS
RULES / OBSERVATIONS
Ø
Old paper all in less demand
Ø
young people are in less demand
Ø
persons in the age group of 20 -30 are mostly prefer
for junior positions
Ø
Person in age group of 30-35 are mostly
preferred for middle level positions
Ø
for senior level openings candidates between the
age group of 4045 r pre framed
Ø
chances of retirement age very light of the age
of 60
Ø
voluntary retirement is usually offered to
person above the age of 45
