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Permanent Staffing Solutions For Recruitment Process

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By Author: Amber Miller
Total Articles: 38
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Recruitment is the process of appointing someone for a particular job at the organization. Recruitment is followed by the selection and training process to develop and ensure the capabilities and skills of the employee to make sure that he is best appointed for the right job. Though, the recruitment can be done internally or externally depending on the requirement of the post and availability of the candidates for the job. Thus, the recruitment solutions comealong with the following advantages:
 Considerable savings as the individual with capable skills required by the job needs less time for training and adjusting in the work environment.
 Internal recruitment solutions are many of times treated as incentive to all employees and work harder to get a higher position in the organization
 Internal permanent staffing solution is a much a beneficial to the organization as the employee is already know the work culture of the organization and thus, takes no time for getting comfortable in the job.
 Identifying experience and ...
... skills for recruiting candidates internally and/or externally.
Identifying duties and responsibilities for permanent staffing solutions:
As the best recruitment solutions, it is the job of the recruiter to identify the duties and responsibilities of the job and letting the candidate know about them.
1. General Information- Job profile and salary are the two general things which an employee works for, thus detailed information is to be provided including:
 Payroll title
 Payroll slip
 Name of head of Department
 Name of supervisor
 Special recruitment terms and conditions
2. Position Purpose- Everything in an organization is done with one or other purpose, so it becomes a responsibility of the recruiter to describe the functioning of the department and summarize the essential functions to be performed at the particular job profile in relation to administering, supporting, or managing the activities of the department.
3. Essential Functions of job- Essential functioning of the job describes the duties and responsibilities to be assigned with the position. Summarizing regarding the job functions. Authority level and complexity should also be described to attract appropriately skilled candidates.
4. Minimum Requirements- The minimum requirement for the job is the requirement of basic qualification established in advance for the potential candidates. Thus, the basic qualification of the employee must relate to the responsibilities, department, and accomplishment of essential function for the job.
5. Preferred Qualifications- This is the additional qualification of the candidate despite the basic required qualification. Preferred qualified candidates are shortlisted from the pool of the candidates for the job. Therefore, preferred qualification describes a much proficient level of experience working with the corporates. UCR experience, advanced degree or diplomas, and certifications are additionally considered.

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