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Quality assurance is a rigorously implemented process at Aspire Info Services. Aspire Info delivers a quality hire in every profile submitted to the client. Quality hiring means “get the best person possible for a given job”.
The best selection decisions are made when you use a combination of heart and mind to judge a candidate. Eliminate the heart from this process and you will only select two-dimensional candidates who’ll have no feel for customers and thus will not be liked by them.
Each employee should receive effective and adequate training. Employees are attracted to companies that provide them with training and development opportunities because it enhances their sense of worth and provides a necessary stimulus for further improvement. Lack of training invariably reflects through poor service and creates problems that make both employees and customers feel awful in the end. |
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Aspire Info Services clarifies the accountability for the selection decision. The person who is finally accountable for making a selection must be the manager who will be accountable for the work of that person. The only thing the personnel experts are accountable for is the supply of a steady stream of first-class candidates, together with meaningful information and advice about them.
We do not rely on résumés to find the potential of a candidate. Résumés yield relatively little useful information. We’ve seen thousands of résumés, and most of them leave us cold, telling very little about the people writing them. Most of them only give hard facts about the person’s background, and there’s scant indication of the person’s capabilities and personality.
There are exceptions. If the candidate is a skilled writer, then he or she might be able to convey the essence of their spirit, emotions and energies on a blank sheet of paper. Even this, however, is impossible if you force an applicant to fill in an application form. Application forms squeeze out essential information while distorting the rest. Worst of all, you learn virtually nothing from most completed application forms about how a candidate interacts with customers.
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| Barriers for effective recruitment & selection of candidates |
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We use various recruitment strategies depending on the type of industry & the strategy’s effectiveness in the domain |
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Hard to find candidates with specialized skill sets. |
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Other organizations competing for the same applicants. |
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Difficulty in finding and identifying applicants. |
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Fewer qualified applicants available. |
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Job roles are increasing in scope. |
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Selection process is slow or cumbersome. |
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Obtaining management buy-in for selection systems or tools. |
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Insufficient number of human resource staff. |
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Developing or choosing valid selection tools. |
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- Advertisements
Internet (e.g., bulletin or job boards), Local newspapers, Trade publications and magazines, National newspapers, Direct mail, TV or radio
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- Agencies or Services
Employment agencies, Temp agencies, Government employment services
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- School/College/Community
Job fairs, Campus & Off Campus hiring
School-to-work partnerships, internships
Partnerships with community organizations
Ex Servicemen, Retire recruiting, Job banks
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- Professional Associations
Professional organizations, Professional conferences
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- Internal Resources
Employee referrals, Company’s web site, Internal job postings
Walk-ins, Unsolicited resumes, Toll-free number
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Our Strategies
- Advertisements
- Agencies or Services
- School / College / Community
- Professional Associations
- Internal Resources
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