Archive for category: recruitment

The desire to work abroad is seen in professionally hungry people. But before jumping on to a decision of dreaming to grab a job overseas the candidate should get themselves ready with a few physical things which are discussed below.

1)      The Valid Passport – The candidate should have a valid passport. The passport number is highly important before applying for any overseas job.

2)      Importance of IELTS or TOEFL scores – If the candidate is from any ESL country and applying for a job in any EFL country then the person who is applying for overseas has to take a few tests like IELTS or TOEFL and put the score in the application. Such score remains valid only for a year or so and within that period of time the overseas application would be granted. Such score would help the overseas company to understand the applicant’s proficiency in the language.

3)      Attestation of Educational Certificates – With the score come the educational qualifications of the applicants. The applicant should duly attest all the educational certificates from HRD and Ministry of External Affairs (MEA).  The candidate should authenticate the highest degree from the regional HRD and Ministry of External Affairs (MEA) in advance so that the applicant if selected by the overseas company could join the company without any delay.

4)      Proper Medical Check-ups – There should be proper medical check-ups done by the candidate from the authorized medical centre. Such reports should be duly stamped with authentication and should be submitted before the issue of visa. Duly stamped report is essential for this purpose.

5)      Emigration – The candidates should check their passports in advance. They need to show their passports in order to get the Emigration Clearance Certificate. This Emigration Clearance Certificate is essentially required in order to travel overseas. If that certificate is not possessed by the candidate beforehand then there would be unnecessary delay in joining the overseas company.

What is the difference between paid and unpaid recruitment consultancy?

Unpaid recruitment consultancy is an amateur agency. When as an employer you are searching wildly your employees for your organization for the very important positions of your business in order to drive profit and run your business then you cannot just rely on these unpaid consultancy firms. These unpaid consultancy firms take money from the candidates and so they send anybody and everybody for any vacant position available in any organization without judging candidate’s skills and abilities. They do not study the need of the organization.

But paid consultant firms are totally different. They would take the first, second or even third round of interviews of the candidates before presenting them to the employer. They make research on your organization. For the positions remaining vacant they would prepare customized questions regarding the psychometric tests. The psychometric tests would provide a clear indication of the candidates’ problem solving skills, communicative ability, his application of wit in handling situational problems and dealing the situation in one’s own way. All these suggest the candidate’s intellectual competency. If the organization goes through the results of the psychometric tests, then at least an organization can understand some of the basic skills required to drive the organization.

Depending on the amount you as an employer paying to the consultancy firms, they can make further tests on the candidate’s competency like holding a telephonic interview before calling them for the group interviews or group discussions. The test on general knowledge, the candidate’s analytical skill like drawing conclusions and writing something very coherently like expressing a thought are some f the essential qualities which an employer looks for a responsible post in his organization. There might be many competing for the same post but to choose the creamy candidate for your organization you need to take the help of a paid recruiting consultancy firm.

How to check the intellectual competencies in the recruitment process?

Companies check resumes with academic qualifications, degrees and proper experience of the candidates before recruiting them. Their accolades with achievements would reveal their abilities in handling different matters of the new company. Their competency would depend on their common sense and linguistic ability in communicating the right and the necessary things required by the company amongst the people working in the same organization. Understanding the right thing and transferring the thought in the right manner down the line is the required intellectual competency in the organization.

Such intellectual competency cannot be achieved by checking only the results of the candidate. It could be checked by putting the candidate in the real situation test. The questions would be so asked as if the candidate is working in the organization and he faces a problem. His problem-solving attitude, his way of handling people in the organization and above all his way of communication whether he has wit or not all could be tested which reveals the candidates’ intellectual competencies. Only depending on results or scores of the candidates cannot help any recruiter to assess their intellectual competency. Their IQ test could only determine their intellectual competency.

Not the only aspect of intellectual competency depends on the problem solving skills. Another aspect is the creativity to be displayed in the organization. Creativity, analytical skills, writing a coherent paragraph all could not be achieved over video resumes. Group discussions, asking intellectual questions, information they have on reading newspapers, magazines or any other management books are all the aspects of intellectual competencies. Such test would also put the candidates into the leadership quality or leadership check. Only intellectual conversations or the candidate’s quoting a few sentences read from different books cannot suggest that they have abilities in handling problems and different situations. All these tests could only bring out their intellectual competency.

5 Tips for Web cam interview process
1. While taking the interview over skype the interviewer should follow certain tips. Before the interview schedule the interviewer should be sure of the downloaded apparatus with proper username and password. The space should have adequate light and not disturbed by anyone.
2. The interviewer should research about the candidate’s resume. There should be a ready preparation of the questions to be asked on the basis of the resume. Whether a candidate knows about job requirements or the role in the company is to be checked by the interviewer through various questions. Even if he does not know how far the candidate would be ready to learn things faster, that is the candidate’s grasping power all need to be tested through the interviews.
3. On-screen interviews should have the eye-contact with the candidate. The interviewer can judge a candidate’s answer if he gets a well-thought of answer and a surface-level answer. Whether the candidate is positive or not and if he is ready to take up challenges or not could be judged through the body language of the candidate.
4. The candidate’s interest in the organization can be tested if the interviewer asks some of the following questions like-
a) What is the most typical quality required in order to be successful in the applied position?
b) Do you know about the typical day in the company?
c) Do you know how to get hold of the person if you have any questions afterward?
5. The interviewer as the employer in the organization should be ready with some questions like the following:
a) Why do you want to work in this organization?
b) Please tell us something about yourself where you have succeeded and failed.
c) What are your greatest strengths and weaknesses?
d) Where do you want to see yourself in the next five years?
e) Why will this organization hire you?

Only from these answers the interviewer could get some fair idea about the candidates’ general knowledge and his communicative power.

There are several benefits of overseas recruitment over domestic recruitment.
1. Working in an overseas company accrues lots of advantages like high pay scale, luxurious lifestyle and infrastructure, better civic facilities, work satisfaction, etc. Besides, better pay and perks and high living conditions there are many other benefits any individual look for in an overseas recruitment.
2. Overseas recruitment offers an opportunity to learn a new language. This not only adds value to your resume but also to their personal growth and satisfaction. Doing this opens up scope to develop new skills & talent to bring back home and share with others. This way you prepare yourself to take up global challenges at any time, live dynamic and highly rewarding life. What else can be more satisfying? However, domestic recruitment does not allow you any scope for such self development.
3. Overseas recruitment lets you become resourceful by networking with so many people in the host country. Not just that but working overseas renders you with an opportunity to develop new contacts to pursue more things of your interest. Thus enhancing your life state manifolds.
4. When the earning is good due to overseas recruitment then it enables you to save money as well as invest in a business of your choice. In case, you wish to return back to your home country then also you have large possibility to get better job opportunities and thus earn more. Not just that, when you will return back to your home country you will bring back numerous rich experiences which you could not achieve otherwise.
5. The benefits of overseas recruitment do not end here itself. It also enables you to find dream life partner and raise a family in a more secure and safer environment. You can also educate your children in better environment.