General E-recruitment studies
Author- Kings Job Date- 3/16/2019
E-recruitment has an impact on the process and underlying tasks, subtasks and activities of recruitment. Three large organizations with wellestablished e-recruitment practices were included in the study. The case studies were conducted in Denmark in 2008-2009 using qualitative research methods. The findings indicate that e-recruitment had a noticeable effect on the overall recruitment process in the studied organizations. The investigation revealed changes in the sequence, divisibility and repetitiveness of a number of tasks and subtasks. The new process design supported by information and communications technologies was identified and is presented in the paper. This process allowed recruiters in the study to perform recruitment tasks more efficiently. However, practitioners should be aware of the increasing demands of the quality of online communication with applicants, and with it the electronic communication skills of recruitment professionals.
Process of Recruitment is made simple with King Jobs
Jobs Skills
From: Toby Peyton-Jones Director of HR Siemens UK and NW europe
What will jobs look like in 2030 and what skills will be in greatest demand? Gazing into the future may seem speculative, or even whimsical, because experience tells us that predictions about what the world will look like years from now are destined to be inaccurate.
But what if, backed with extensive and robust research, an assessment of the labour market of the future could serve as a basis for a debate around the challenges and opportunities individuals and businesses are likely to face?
This kind of exercise has never been more relevant as we seek to make sense of the future in a landscape of rapid and profound change. For example, the potential disruptive impact on jobs of advances in robotics, artificial intelligence and 3-D printing is a focus for fierce debate. We may also face the paradox where the emergence of a networked global talent pool seems to promise ever more intense competition for opportunities at all levels of the UK workforce, and at the same time we are also likely to face skills “vacuums” where we are not fast enough at developing skills for newly emerging business fields.
Technology is already transforming our homes in ways we could not have dreamed of only a few years ago, and these same technologies are also re-shaping the workplace and how we work and interact. This will have major implications for underlying business models and the way in which work is organised.
It is in this context that individuals and employers, as part of their career and business development, will make decisions about investment in skills. These decisions are critical, with skills playing a fundamental role in determining individual employability and earnings potential, contributing to the productivity of business and attracting mobile foreign investment.
And, at a national level the central question of the UK’s ability to rebalance its economy and deliver sustainable prosperity for all is strongly dependent on creating an “agile, demand led” skills engine that can respond rapidly to this transformational agenda.
This study presents an authoritative assessment of future challenges and opportunities in the labour market and the implications for jobs and skills. It is based on expert input from key groups including business, trade unions and academia, as well as a detailed and comprehensive review of the literature.
The Future of Work
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Foresight studies are plentiful, but this one adds distinctive value through its specific focus on labour market issues, and by examining the impact of global trends through the lens of UK conditions.
Although a study of this kind can never provide definitive answers, it serves to provoke reflection and debate as part of the process of preparing for the challenges and opportunities presented by the labour market of the future.
The UK Commission looks forward to engaging with you on the pertinent areas of action that will prepare our businesses and UK workforce for tomorrow’s world of work.
Interview tips
Self Introduction:
Most crucial and critical part of interview based on which question will be framed by HR for further rounds of interview.
Brief Introduction about your qualification, Experience and family details, strengths will make it a good impression. But time frame is essential for introduction.
1. Start with a smile on your face & give details about Name, Place after greeting.
2. If necessary only add your family details.
3. Tell about your educational details.
4. Share about why you want to do JOB so.
5. About your Project in Brief.
6. The person who inspired you a lot.
7. Then about your interests/hobbies.
8. Also how you will spend your time when you are free.
9. Tell about skills.
10. Then conclude by saying THANKS to the Person who is listening to you.
Technical Round or Analytics
Be strong with Job description before you go for any interview. Just take time and look all the requirement of Job Essentially needed. Brush your knowledge on areas required. Take mock tests. If you have doubt in answer just say ” I’ll get back on these question”.