No. of subscribers on PF Challan and Form 12A do not match. Reason: 1. If the salary of some employees is not processed then this mismatch condition arises. 2. If the salary is processed and withheld; and you have selected the option in PF Configuration "Do not deposit PF of employees whose salary is withheld"
Remedy: There is no automatic remedy that can be provided but the interim solution has been provided on PF Challan. You can enter the no. of subscribers as you wish to and same will be reflected on Form 12A.
I have found these sites to be quite helpful in finding opportunities, please share with us what has worked for you in finding jobs and contract jobs. Please give specifics and please invite others that you know that would like to share their opportunities with us.
>www.jobsniper.com >Pappas and Pappas consulting >www.KingBishop.com (Consulting) >www.gattihr.com (HR Consulting) >www.wilmott.com (Consulting) >www.jobfind.com (Boston area) >www.dice.com >www.careerbuilder.com >www.workindex.com >www.rileyguide.com >www.nehra.org (New England area) >www.shrm.org >www.monster.com
Networking Sites to carefully look at for consideration: >www.ryze.com >www.linkedin.com >www.spoke.com >www.tribe.net >www.zerodegrees.com
I'm curious if anyone has suggestions or comments they'd be willing to share about the software you are utilizing to track candidates/clients?
Anyone happy with what you are using? Seems like a lot of the new software out today is more targeted toward staffing and temporary placement...why is that?
I am the director of recruiting for a medical device company and our company is currently hiring quite a few sales people due to an expansion. We have been doing some target recruiting from our competitors. We got an email from one of their corporate recruiters this morning telling us to stop contacting their sales people as it was unethical for us to contact passive candidates through their work email accounts. My first reaction was "you've got to be kidding me" however does this person have a point? I would appreciate comments and suggestions.
Hello All -- I am in the process of hiring 2 new recruiters to join our team. We have been successful in the past hiring people with no industry experience, we actually prefer to train them, etc.
My partner and I both have 10+ years of recruiting experience, so we know some of the things to look for, but want to make sure we are asking enough questions to fully evaluate each candidate.
What has worked for you all? What specific questions are good to determine work ethic, ability to overcome objections, handle negotiations, obstacles, and phone work? Remember, these guys dont have much real world experience.
Thanks so much for your replies! You can email me directly at lbragg@triumphjobs.com if you like.
I've been into Healthcare Recruitment for quite sometime. I've found this industry to be tough one to serve. Can anybody help me out how to overcome the hurdles in filling these typical requirements?
I am in the midst of evaluating ATS solutions for my organization. We are in the final stages and currently, SilkRoad's OpenHire is rising to the top.
I would like to reach out to this group for user feedback. If you have implemented OpenHire in the past 12-18 months and would be open to providing some feedback -- positive or negative -- please let me know. I am specifically interested in your experiences thus far (i.e., ease of implementation, on-going service and support, and overall experience).
iSelect is an online (SaaS based, no software to install / download) candidate application and screening system to help franchise / multi unit store organizations better recruit and retain hourly employees. This web‐based screening tool tracks and manages candidate applications, provides hiring recommendations, and streamlines the process of hiring top candidates.
Predictive Profiles provides an ROI analysis using annual turnover ratios that shows how you are saving on you're your hiring costs AND Predictive Profiles will also provide annual validation reports to prove our performance.
I would be more than happy to answer any questions, explain further, provide more documentation re: what iSelect can do and how easily iSelect can be deployed as well as schedule an online demo.
I work for a small firm with 4 recruiters. We just added a new recruiter that will work from another geographic location. We do not use an Applicant Tracking System currently, and I am interested in looking into them. Can anyone offer me specific details on how implementing an ATS has improved their productivity and efficiency? I would like to put together a list of reasons why it would make sense for us to use one. Thanks in advance!
I consider myself a very fair corporate recruiter. I am the type that most agencies would beg to work with. If you get on my good side and show me value, I will send you anything I need help working on and will even say great things about you to all my managers and VP's. But if you double cross me and don't follow my rules then I will no longer send you any jobs to work on and will tell the other divisions not to use you.
So why is it so hard to follow rules? My rules are simple:
1. Don't go around me. Don't reach out to a manager and ask to work on a position that we have not gotten approval to use an agency on. That simple. We have a budget to work with and need to manage to that budget. And cannot use an agency on a position unless it is approved by HR management. We will let YOU know when we need help.
2. Don't send resumes of candidates to managers when you haven't been asked to work on a position. 1-we may already have that candidate. 2-we may not need help. 3-we may not even have an opening in that area.
3. You must submit all resumes through our applicant tracking system. If you haven't submitted them into the system first, then they aren't considered your candidate.
4. And did I mention DON'T do behind my back and submit resumes to a manager when you haven't been asked to by me?
This may sound like I am being harsh, but we have a system and process in place and all I am asking is for everyone to follow process. I tell the agencies that if they don't follow this process and send a resume to a manager without me knowing, they WILL NOT get credit.
So I get a call the other day from one of my managers. They want to make an offer to a candidate. And oh by the way this candidate came from XYZ agencies so we will need to pay a fee.
My issue with this...
1. The agency did not contact me and was not asked to work on the position.
2. The candidate is not in the system.
3. They don't even have a signed contract to work on the position. They no longer even have a contract with us because we told them we would not work with them if they didn't follow process. (they have done this in the past)
So the delimma...do you think this agency deserves a fee? My feeling on the subject-Absolutely not! Because we told them on multiple occassions through email and by phone how our process works and that they must abide by it. What are your thoughts?
We are a self-funded, Agile Consulting Start-Up firm with a fast growing pipeline for client work throughout the U.S.
We are using social networks and job boards to find prospective project hires and full-time employees, but it's not enough. We are now seeking a strategic, creative and flexible recruiting partner who can help us build a pipeline of talent that is well matched with our pipeline of work. We currently have a mix of 75% project hires and 25% full-time. This mix will shift over time, but at present, this is our current distribution.
If you are open to flexible, affordable, "pay as we grow" scenarios, please contact me and let's discuss asap.
Hello, I am new to this Community and apologize in advance if this is not the approriate forum for such a question. (But) I'm wondering if anyone may know of good sources to search for Benchmarking Studies/Best Practices reports on internal HR Recruiting functions outside of the US?
If you have a basic LinkedIn account, chances are that you keep running into those “private” and “out-of-network” profiles – as on the screenshot above – with no names, just the titles...continue reading
Whenever you need to search for something it helps to imagine what you will see on the actual pages that the search engine will include in the results...
I hope all is well. I got an urgent request this afternoon for a project in Berlin. I am wondering if anyone has any connections to recruiters/staffing agencies I can partner up with in Berlin/Germany. If anyone has any advice please send it my way, as I need to move quick.
Do individual recruiters or small boutique firms use OneSource? It is getting rather expensive in this economic climate. Is there another provider who can compete? especially in corporate "family trees" or subsideries?
As a recruiter, you want to create outstanding results. Unfortunately, the world doesn't always cooperate with our plans. In this 30 minutes free coaching session, we will focus on your strengths and some immediate ways you can boost your productivity. You can call me directly at 203-350-9081.
If so, what is their title, who do they report to and in what department are they located? We want to call our associate an Employment Branding Specialist. Do you have a better suggestion?
A candidate I just recruited was presented to a client of mine this past November 2009 by another recruiter and has since changed jobs twice! One because of a reorganization (was laid off) the other is where she is currently employed! My client never interviewed her, the other recruiter never followed up with her or presented her updated experience, dropped the ball. She does not want to work with this other recruiter and wants to interview with my client. Do I have any rights over this other recruiter with my client? If so, what can I say to my client?
I'm the Lead Recruiter for an IT consulting company, and I have reached a point where the well is drying up when it comes to Careerbuilder and Dice. We did have a LinkedIn Recruiter account; however, sometimes it was difficult to get candidates to respond to my inmails. We recruiter for IT related positions, and I wanted to see if anyone can provide me with suggestions on where to look for new job boards.
My business is considering opening up a new office and we are in the process of selecting a new city/region for it. What tools are available to help us deteremine if the region is large enough to support the size of our office and job type?
I'm looking for recruiters interested in splits in the areas of Human Resources, Engineering and Information Technology. If you are interested, please contact me: ChristySpilka@thepolarisnetwork.com
I have a lot of open jobs, I am looking for help recruiting.
