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Lateral recruitment is the process of hiring an "expert" for the job that needs to be filled. In some cases, it is a specialized hiring such as an accountant or a florist or a computer technician. The expert usually is from another company who is recognized as the leader in the field whom it would be to your advantage to hire. This hiring is different than the consultant, which is a paid independent working on a contract.
The candidate already has the skills that you need, so it usually is a matter of providing incentives to get that candidate to say yes. When considering lateral recruitment, the HR manager must thoroughly investigate the job skills of the potential recruit because s/he has no resume to work from. Such things commonly available to the HR office are news postings, community happenings, industry magazines, award postings, and old fashioned word of mouth about the candidate.
When hiring laterally, much research needs to be done. While publicity is the most common way to see a name, be suspicious of a sudden flurry about your candidate. He might be "fishing" by way of self promotion, so his skills might not be as golden as might first appear. A better research tool would be to find several articles over a period of months or years concerning his awards and accolades. Subtle inquiries within the industry usually yields several names as to the industry stand outs..and where they are at the moment.
From this vantage point, the recruitment process can begin. Put out "feelers" for your candidate. Is he happy at his current placement? Does he have certain skills that have been overlooked there? Can a better benefits package lure him? Can a position with a title be created for him so that he will come? Your problem with laterals is that the potential candidate already has a reputation and skills that do not need to be refined within your company. It is important to offer something that his current company does not, so investigate his current company's offerings.
Once you have a package and a project that will appeal to your candidate, begin negotiations. A short introductory letter will begin the process. If your candidate is already happy with his placement, this will shorten the process because you will either not get a reply or will get a reply that says no.
If you get a reply, there is still room for negotiations. He has become aware of your interest, so a hint of the new project can often intrigue him into further dialogue. Your candidate can be lured with the project itself, thereby allowing you to offer the package incentive. With proper negotiating skills, you can successfully hire the lateral worker, insuring that the lateral hire will be a valued member of your team.
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Sample questionnaire on recruitment and selection process?
recruitment and selection process
What are the types of recruitment process outsourcing?
Many experts are saying their opinion on this question, from below is Strategic Recruitment Process Outsourcing (RPO): Strategic RPO involves an outsourcing partner taking on all or part of a company’s recruitment process, from sourcing and screening to onboarding and training. Recruitment Process Automation (RPA): RPA is a type of recruitment process outsourcing that focuses on automating and streamlining the recruitment process. Recruitment Consulting: Recruitment consulting is a type of recruitment process outsourcing that focuses on providing specific advice, guidance, and assistance in the recruitment process. Talent Acquisition Outsourcing (TAO): Talent acquisition outsourcing is a type of recruitment process outsourcing that focuses on providing comprehensive assistance in the recruitment process, including sourcing, screening, and onboarding. Onboarding Outsourcing: Onboarding outsourcing is a type of recruitment process outsourcing that focuses on providing assistance in the onboarding process, such as onboarding paperwork, orientation, and training. I hope you that have answered your question. Thank You!!
Where can I find information on the military recruitment process?
You can find information on the military recruitment process in the "government" section of your phonebook.
What is e recruitment Recruitment life cycle Recruitment cycle time Sources of recruitment Recruitment of salesman and what does recruitment mean?
recruitment is a process of selection in which every body can take part init ,but recruitment doesn't leads toward employment.
Why is it important to get the recruitment process right?
It is important to get the recruitment process right for various reasons. Failure to get the recruitment right, means that the wrong people will be hired which will result into low productivity and efficiency.
What is the procedure of recruitment?
You can get the complete details of the Reliance Recruitment and selection procedure from this link- http://blog.oureducation.in/reliance-recruitment-and-selection-process/
What is the process for military recruitment?
Normally, the first step in the process for military recruitment is for the individual to meet with a recruiter at a field office. If that goes well, they can then move on to the application stage of recruitment, followed by orientation and training.
Model questionnaire for recruitment and selection process for project?
sample questionnaire for recruitment and selection
How is recruitment influenced by legislation?
Recruitment is influenced by legislation through the various Acts that are provided. Legislation aims at eliminating discrimination in the process of recruitment.
What is the recruitment procedure of reliance?
You can get the complete details of the Reliance Recruitment and selection procedure from this link- http://blog.oureducation.in/reliance-recruitment-and-selection-process/
What is the Recruitment process in reliance?
off campus
What is recruitment?
Recruitment refers to the overall process of identifying, attracting, screening, shortlisting, and interviewing candidates for jobs within an organization. Recruitment can also refer to the processes involved in choosing individuals for unpaid roles.
