Magnum Jobs

Selection & Recruitment phenomenon	Elucidation on Organisational job analysis	Implementation of job analysis	Motives of C O D
Major factors focused on selection criteria measures of the organizations		Our Co-Ordination	Our Credentials

“Explore to implore” has been an unerring and incessant incantation for Magnum Jobs eversince. Magnum Jobs has been co-equally scrutinising, eliminating and mobilising relevant candidature time and again.

Selection & Recruitment
HR Outsourcing
Proficient consultancy Services
Headhunting
Temporary Staffing

Magnum Jobs understands the requirement of organizational intricacies and implications on the grounds of

Corporate objectives
Organisational structure and corresponding development in terms of jobs, reporting relationships, profiles of incumbents
Timing of recruitment to provide time for induction and special training and dissemination
We also understand the demand forecast derived from the above process and match into existing resources
The essence of the time availability and possibility of developments of the same. Inexorably the deficit that depicts the recruitment plans

The induction processes, training and development and ongoing reorganization activities including the separation of redundancies.

The co-equal transpiration of continuous interaction with environment including contacts with educational institutions to source new employees, trainer schemes for inductors, compensations review to remain competitive, review of legislation, automated technology and their apparent impact on manpower plans.


Selection & Recruitment phenomenon:

The procedure of selection is familiar to most of us. The essence of collection of information from applications forms themselves. Obtaining requisites from organisation empirically. The ensuances of such procedural activities in the phenomenon of applications’ collection, interviews, tests and co-equally on the other hand integral perusal, processing, synthesising the inveterate of Functional Job Analysis (FJA) on the credible methodologies of FJA

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Elucidation on Organistional job analysis:

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Implementation of job analysis:

Activity sequence and decision points. Job analysis organization Collection of job informations Identifications and employee specifications Employee specification selection devices

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Motives of C O D (Clients’ Organizational Development):

	A passive endeavour to elevate and witness organizations developments through our manpower supply. All poised up to sense the palpable aspects of goals of organizations, technology, structure policies and procedure and financial resources as factors Apparently they include and interface of beliefs assumptions, perceptions, attitudes, feelings, values, informal interactions group norms.

Collection of feedback from clients Assessments made Action plans and strategies devised for healthy continuous process

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Major factors focused on selection criteria measures of the organizations:

Individualization Controllability Relevance Measurability Reliability Differentiation
Assessment or performance measures:

Productivity data Personnel data Training proficiencies Judgemental data

Personality:

Use of personality selection
Personality measurement method
Behavioural assessment in personality measurement

After job analysis:

Job performance management
Selection interview /Measuring applicants/ Knowledge Skills Ability (KSA)

Model type decision-making:

Pre-interview factors
Ongoing interview factors
High-level interview standards

Steps Followed By Magnum jobs In Selection Programs:

Job analysis
Identification of relevant job performance dimensions
Identifications of assessment devices to measure K. S. A.
Validation of assessment devices
   Content
   Construct
   Empirical
Use of assessment devices in the processing of candidature
Training programs
Succession planning

An integrated approach encompassing organisational designs, structural requirements for future recruitment, training, development, vacancies etc.

A systematic succession plans devised and keep a track of the prestigious clientele and motivate candidates to composite openings that are competent, resoundingly and grow with development of organizational advancements of our esteemed clients.

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Our Co-Ordination:

It’s prolific phenomenon, acting and executing as an unerring rung between candidates and clients. A virtual semblance keeps transpiring beneath the most professional interface of requisites, anticipations and aspirations of candidates. Magnum Jobs empathises and comprehends the palpable frenzies, hence implements with a very professional approach, sensing the sensitivity and essence of fructuous co-ordination invariably,

which also involves:

Requisites
Analysis of task/data and Functional Job Analysis.
Navigation and perusal of congruous resume structure.
Synthesisation and posting
Interviews, assessment, evaluation, training and counselling
Eventual mobilisation of candidature
Consummate time bound response to clients and candidates
Incessant upgradation of clients’ and candidates’ profiles and data
Conformation to the guidelines and specifications of HR consultancy

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Our Credentials:

Placement at various levels:

Managing Directors
Adm/HR (All levels)
VPs/GMs
CEOs
Functional heads
Technical Heads
Engineers (Software/Hardware/Production etc.)
Marketing/Sales (All Levels)

Placement in different gamut and segments:

Media/Advertising/Entertainment
IT
Banking/Financial/ Insurance Sector
Exhibition/ Tradefair/ Promotional/ Event Management
FMCG
Import/ Export
Publication
Pharmaceuticals
Telecommunication
Retail Chain Network
Call Centers
Service/Hotel/Airlines Industry/ Courier

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