Improve End - to - end Recruitment is an industry term used to describe in totality the functions of a Recruitment Consultant.

At one "end" is the identification of clients and opportunities followed by the pursuit of that client and opportunity. The commencement of the pursuit generally takes the form of a sales call where the consultant engages the client in dialog that leads (in best case) to the consultant scheduling a face-to-face meeting with the client. At that meeting the consultant makes the approach, consults with the client to identify their needs and wants, obtaining a comprehensive brief on the role, the culture of the organisation, the salary and benefits. The consultant then demonstrates how their offering would meet those needs, how their expertise will source suitable candidates then offer evidence and testimony that satisfy's the customer that this consultant and the organisation they work for can indeed meet or exceed expectations.

The consultant must then negotiate with price, building value in the services and products offered by the organisation and explaining the benefits as opposed to the features. The last part of the initial sales process is to close the deal with the client, setting up a timeline that will fit within the clients schedule and the constraints of sourcing a shortlist of suitable candidates.

From there, the consultant will compile a Proposal to recruit laying out their understanding of the role requirements,

cultural fit, sourcing strategy (including advertising) and refining the timeline to include activities such as the database search, advertising, pre-screening, consultant interview, client interview, psychometric testing (as required) reference checking and shortlisting to the client.

The End-to-End recruitment Consultant is expected to be a specialist in each of these fields including writing advertising copy, conducting behavioral interviewing, arranging client interviews and assisting at times in the structure of those, facilitating psychometric testing through an in-house or external provider, conducting the comprehensive reference checking and deciding on the shortlisted candidates.

These activities, once carried out by the consultant are geared to culminate in a decision to be made by the client as to which of the shortlisted candidates should offered employment. Once the offer is made, the consultant then plays negotiator between the candidate and client seeking commitment from both to engage as employer and employee.

Once the candidate has accepted the role by signing the letter of offer or contract, the candidate then continues to stay engaged both with the client and the candidate, nursing them both through the candidates notice period, proactively dealing with counter offers by the candidates employer and other opportunities that emerge through the period. Important milestones are the resignation of the candidate from the previous role, the announcement of the candidates resignation

to the rest of the business and a pre-employment vist to the new workplace.

The consultant's role is still not complete, even after the candidate commences in the new role, the consultant still needs to manage the blossoming integration of the candidate to the role and the company providing at times comfort and support when difficulties are encountered and "tough-love" at other times when the candidate is waning in confidence.

This period continues over three-months or so and is usually tied to the guarantee period offered as part of the Terms of Business initially agreed upon by both parties. Many consultants continue to remain in contact with their placed candidates both out of a duty of care and the fact that the candidate will continue to provide them with leads for new opportunities, information about what is going on in the clients business and, in some cases they become clients themselves as a result of the way the consultant handled the recruitment process.

Paradoxically, in that regard could be said that there is no actual "End" to the process which in some cases is self-perpetuating, but from the perspective of the original description of End-toEnd Recruitment - the other "End" is at the point where the consultant has successfully placed a candidate in a role and has managed the process beyond the guarantee period of the placement.

Read more: http://wiki.answers.com/Q/What_is_end_to_end_recruitment#i xzz1kZhS06eo The recruitment and selection is the major function of the human resource department and recruitment process is the first step towards creating the competitive strength and the strategic advantage for the organisations. Recruitment process involves a systematic procedure from sourcing the candidates to arranging and conducting the interviews and requires many resources and time. A general recruitment process is as follows: Identifying the vacancy: The recruitment process begins with the human resource department receiving requisitions for recruitment from any department of the company. These contain: Posts Number Duties Qualifications required

to to of be

be

filled persons performed

Preparing the job description and person specification.

Locating and developing the sources of required number and type of employees (Advertising etc).

Short-listing and identifying the prospective employee with required characteristics.

Arranging the interviews with the selected candidates.

Conducting the interview and decision making

1. Identify vacancy

2. Prepare job description and person specification

3. Advertising the vacancy

4. Managing the response

5. Short-listing

6. Arrange interviews

7. Conducting interview and decision making The recruitment process is immediately followed by the selection process i.e. the final interviews and the decision making, conveying the decision and the appointment formalities.