Our clients need you for their most ambitious missions
If you're really bright, Passionate about Recruitment world and want to do something amazing, Join us.
Most times you'll have a telephone interview with one of our recruiting team. we know temptation is not to take this very seriously but our recruiters really can help you work out if Irasol is going to be right for you ( and a vice versa). They are the guardians of our culture, and they will end your process here if they don't feel there's a good match. We’d encourage you to check out our website before this interview and think about the questions you want to ask them before the call.
After telephonic interview, we'll bring you into the office at Chennai. you'll take some assessments - which are designed to make your brain hurt like the following
1. Reasoning both Verbal and Non Verbal
2. English comprehension
3. Word Association Test
4. Situation Reaction Test
you'll have a job interview with our operations team at chennai . There is a method in our madness. we deliberately show you the things the other organizations wouldn't, to see if you're ready for Irasol, and if we're ready for you.
What do we really Look for?
We are n't interested in you mark sheets than you !
we strongly believe that mark sheets don't reflect the complete personality,
Our out performers have not really scored well in their mark sheets.
We look for a right attitude that can bring a Change!
We preserve our culture and its one our asset which has individuals of the same attitude and we strongly believe it’s our attitude that mark a difference between us and others.
If you don't ponder over books still want to create a change
If you want to show others that this is how it has to be done
If you're looking for a place to mark your presence
Then we are waiting for you to join us.
Why Recruitment Job?
If you are passionate to become a Human Resource professional then having an sound knowledge on
Sourcing a resourcing a resource from the market through available resources becomes a mandatory skill.
Screening the available talents to find the apt talent for the company
Interviewing the candidates to map the individual attributes against the desired attributes of the organization.
Following up with the selected candidates till the date joining.is most essential ,with Irasol you get an opportunity to work along with the leading corporates on all the above areas of expertise.
We are Expanding our Chennai base for the following
Knowing more on Recruitment .....
Recruitment refers to the overall process of attracting, selecting and appointing suitable candidates for jobs.The use of internet-based services and computer technologies to support all aspects of recruitment activity and processes has become widespread.
Process of Recruitment
Analyzing the Job
In situations where new jobs are created and recruited for the first time, a job analysis might be undertaken to document the knowledge, skill, ability, and other personal characteristics required for the job.
From these the relevant information is captured in such documents as job descriptions and job specifications. Often a company will already have job descriptions that represent a historical collection of tasks performed. Where already drawn up, these documents need to be reviewed or updated to reflect present day requirements.
Prior to initiating the recruitment stages a person specification should be finalized to provide the recruiters commissioned with the requirements and objectives of the project
Sourcing for the candidates
Sourcing is the use of one or more strategies to attract or identify candidates to fill job vacancies. It may involve internal and/or external advertising, using appropriate media, such as local or national newspapers, specialist recruitment media, professional publications, window advertisements, job centers, or in a variety of ways via the internet.
Alternatively, employers may use recruitment consultancies or agencies to find otherwise scarce candidates who may be content in their current positions and are not actively looking to move companies. This initial research for so-called passive candidates, also called name generation, results in a contact information of potential candidates who can then be contacted discreetly to be screened and approached.
Screening and Selection
Suitability for a job is typically assessed by looking for that are required for a job. These can be determined via: screening résumés (also known as curriculum vitae or CV); job application; Biographical Information Blanks which is an assessment that asks for a more extensive background than an application; or a job interview.
Various psychological tests can be used to assess a variety of KSAOs, including literacy. Assessments are available to measure physical ability.
Many recruiters and agencies use applicant tracking systems to perform the filtering process, along with software tools for psychometric testing and performance based assessment.In many countries, employers are legally mandated to ensure their screening and selection processes meet equal opportunity and ethical standards.
In addition to the above selection assessment criteria, employers are likely to recognize the value of candidates who encompass "soft skills" such as interpersonal or team leadership, and have the ability to reinforce the company brand through behavior and attitude portrayal to customers and suppliers.
Multinational organizations and those that recruit from a range of nationalities are also concerned candidates will fit into the prevailing company culture.Though many hold attitudes that are more enlightened and informed than past years, the word “disability” carries few positive connotations for most employers.
Research has shown that employer biases tend to improve through firsthand experience and exposure with proper supports for employee and the employer making the hiring decisions, less influenced by the disabled applicant perceived contribution.
As for most companies, money and job stability are two of the contributing factors to productivity, which in return equates to the growth and success of a business.
Scheduling an Interview
Scheduling a candiadate for an interview is the first point of service that a recruiter makes with the client, Once the candidate is selected and scheduled for an interview ,the recruiter has to be cautious that any deflection on processing the candidate will invite loss to the company’s perceived value, the recruiter has to inform the candidate on essentials messages of the interview which includes Time, Place, person to meet..etc
Follow up before the Interview
It’s one of the important role of the recruiter to remind the candidates on his interview as to make the candidate to keep his scheduled time free from other works.
Getting Interview Results
Every candidate who had taken up an interview will be keen to know his/her interview’s outcome and it will be on top of their mind, so its important for us to tell the candidate his/her importance to us by getting the interview’s results regardless of the outcome of the interview.
Follow up till Joining
There is a gap of days between the client shortlisting the candidate and their joining, it’s important to stay in touch with the candidates to help them in ensuring a smooth joining with our client.
For a Recruiter it is important to be a great listener. Only if you listen carefully and thoroughly to both, the jobseeker and the client, you will be able to understand what their needs are as a hr recruiter. The more you listen to them, the more you will find out. The more you ask them, the more you will know. So, As a recruiter the better you know what the client and jobseeker are looking for, the easier it will be to find the perfect match. This will allow you to make better decisions and find the perfect match over and over again.
As a HR Recruiter You need to be confident not just about yourself but also about the services you offer to your clients, companies as well as jobseekers.
Knowing how to market and promote your services, expertise and knowledge effectively to clients and candidates is of utmost importance to a recruiter. If you have lots of candidates on your database but are not able to convince a company to hire any of them you will not close any deals. Your convincing, negotiation and selling skills are therefore crucial. No clients, no business - as simple as that.
The industry in which the recruiter operates is particularly competitive and target-driven therefore it is essential that the recruiter can handle pressure very well, is target-oriented, ambitious and hungry for results. Recruitment agencies usually offer basic salaries and additional performance-related payments, also called OTE - on target earnings. If you are not a target driven recruiter you should seriously reconsider whether this is the right job for you.
Relationship building skills
A recruiter works in the “people business” and deals with a variety of different people on a daily basis.
This recruiter has to be a good connector, who loves to meet new people and knows how to use every opportunity to network and to turn it into business results.
Having great relationship building skills with all people involved in the process is therefore crucial. It will allow you to build trust and attract clients as well as jobseekers more easily. Once you gained their trust and they notice that you work professionally, effectively and reliably, they will come back again and again without looking any further.
It will also save you time because you can focus on your existing clients rather than having to chase constantly new ones. Also don’t underestimate the good relationship you have built with your jobseekers.
If they are happy with the job you were able to find for them, they will recommend you to their friends and family too, should they ever need a job in the future.
Working in the “human resource” business requires from a recruiter to be a great communicator, no matter whether face to face, on the phone or via email.
If things don’t turn out positively for a jobseeker than being straightforward is not always the right strategy in this case. You can’t tell a jobseeker “Your background and experiences don’t match our needs right now” or “You are a great candidate but unfortunately you just came at the wrong time for the job.”
There are situations in which a recruiter needs to prove that s/he is tactful, considerate and gracious in order to maintain a good corporate as well as personal reputation.
Since you deal with companies, jobs and candidates on a daily basis you will need to juggle multiple projects and tasks simultaneously. Keeping in mind the details of various jobs, companies and candidates is important in order to work efficiently as well as effectively.
Time Management Skills
Having great time management skills is essential because certain job positions need to be filled urgently and getting your priorities right is paramount.
Sometimes you will need to be very flexible and patient because candidates or clients might want to reschedule their interview dates in the last minute.
Companies and jobseekers don’t just rely on one source for filling their positions or finding a job but multiple sources. Who acts quickly will therefore win in the end.
The worst that can happen is that in the last minute a company might tell you that they already found a candidate or the candidate already found a job in another organisation. Thus, it’s not size that nowadays matters but speed.
IT and Social Media Skills
Nowadays also being familiar with various social media recruitment strategies and IT technologies will give any recruiter an edge and proves that you are a professional who keeps up with current trends and technologies.
Body Language Skills
Being able to interpret other peoples’ body language can be very beneficial because you will understand quicker how people feel and what they think without them telling you.
Problem solving skills
As a recruiter you need to be a good problem solver because you might face situations which you never thought would come along the way. For example, people not turning up to their interviews, companies telling you that they already found another candidate, not finding any candidates for a certain position for a long time, etc.
If you want to be perceived as a trustworthy professional you need to be reliable when it comes to punctuality, offering the services you promised within a certain timeframe etc. If you can’t keep up with small things nobody will trust you and offer you bigger challenges in the future.
Team working Skills
Sometimes you need to lead a team of other recruiters or you need to work in a team in order to find the best candidate for a high calibre company. Knowing how to manage people in order to achieve a set goal is important; good communication between all team members will guarantee that misunderstandings and inefficiencies will be avoided.
To join us please write to email@example.com (or) Call 95 97 70 80 60 / 044 - 65 65 65 99
You can also walk in to our office at Chennai, just after giving us a call