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How To Handle Recruitment In Education Sector

By Author: Krishna Yerra
Total Articles: 32

These business units have registered an exponential growth in last decade. Be it primary or secondary education, graduation, post-graduation, vocational courses or getting ready for a job interview; educational institutes have made their presence effectively.

To cater to such a huge demand, there is an increasing demand of hiring professional trainers and expert team to manage operations. One can look for an employment in this sector for – part-time or full-time trainer, skilled trainer, professor, marketing, finance, operations, hr professionals, administration & staff, higher management etc.

To get hired in Indian education sector, the qualification can vary from being a graduate to post-graduate in that position, or having Honors degree in that particular subject. The applicant must have good communication skill, sound knowledge of the subject and ability to face the student queries. This industry is open for both freshers as well as experienced candidates, at attractive salary packages.

The biggest challenge for HR professionals in this sector is the franchise model. Most of the brands are spread across India and even have multiple centers with in a city. A brand can easily have 10 to 500 franchisees connected to their name. . For more Details visit us @ http://www.applicanttrackingsystem.co/

Majority of profiles are sourced in through referrals, though recruiters also look for other options like lateral hiring and on-campus hiring as well. For brand names, applicants go directly on their website and apply. On an average, recruitment happens every alternate month for various requirements. The biggest challenge is to manage it across all the branches.

Let’s have a look at how HRs are carrying recruitment in such huge organizations. The recruiters are handling work at their own understanding. The management is not connected with all of them at one platform to measure the performance. Plus doing it offline, there is no track record of which applicant applied for which position and for which preferred location. Even a thought of generating analytical reports fails here. Such practices of manual hiring results in delayed closures from top management, mismatched job allocation and no insight in source-to-hire ratio for any center.

The best solution in such situation is an online recruitment platform. Look for a cloud based service provider, that can connect all the recruiters sitting at various branches, at one place. They can create openings, source the profiles and track them individually without any ambiguity. This makes it easier for management sitting at corporate office to manage and evaluate the hiring process going on.

Applicant Tracking Software comes with an awesome referral network feature. Here an employee sitting at any branch can refer his/her friends located at any place. The respective location based recruiters can get the notifications about new profile sourced. Also, these brands can integrate their official website with in-built career page to post jobs automatically. Candidates visiting careers page can view the job details and apply accordingly. For more Details visit us @ http://www.applicanttrackingsystem.co/

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