أنشئ حسابًا أو سجّل الدخول للانضمام إلى مجتمعك المهني.
take all manpower needs from each department
First of all take all manpower needs from each department after next six month minimum
Evaluate the precentage of turn over last year forcasting the number of stable manpowers
Make sure that the salary scale is match with market not below
Put priority of positions that should to fillfirst
start to work within the timeline
It would depend from industry to industry.
There should be a skill criteria . Ie if the profile needs a btech or an engineer then everyone applying should be one.
But when the job is physically challanging will issue is more imp than skill issue. Skills can be taught but cannot change ones will.
In a technical help desk process supporting American users of computers and printers over the phone from India you get very few engineers. Because u have todo a graveyard shift and deal with irate customers.
The intervew process is based on the single question - Will this candidate last for1 year.
Questions like are u comfortable with doing the night shift day after day is asked. The persons impression on the face is recorded by the intervewer and would be the deciding factor. The face cannot lie but your answer can.
The same process is followed in a sales intervew where the questin is whether the candidate is going to last after meeting angry and reluctant customers day after day. Does he have the drive in him.
I always belive in giving everyone who is willing to work a chance. But yes you also need to have a minimum qualification.
It is decidied by the whole HR department, not one person alone.
