HR Recruitment

Priti Khurana | HR Manager | Various Assignments

What is HR Recruitment?

A Career in HR Recruitment is very interesting. One should first understand What a Career in HR Recruitment entails before investing time and effort to figure out How to start a Career in HR Recruitment. Just like you would normally not trust a non Doctor with names of medicines, you should also not trust opinions about HR Recruitment from non professionals.

HR Manager Priti Khurana has 12 years & 11 months of professional experience in HR Recruitment. HR Manager Priti Khurana describes HR Recruitment as:

HR Recruitment (hiring) refers to the overall process of attracting, short listing, selecting and appointing suitable candidates for jobs either permanent or temporary within an organization. Recruitment can also refer to processes involved in choosing individuals for unpaid roles.

How HR Manager Priti Khurana got into HR Recruitment?

After doing my schooling from Frank Anthony Public School Delhi, I did my BA in English from Lady Shri Ram College, Delhi. Thereafter, I did my MBA in HR from Symbiosis institute of Business Management, Pune. I have experience of more than 13 years in recruitment and worked for Companies like Aegies BPO, Perfect Relations and Bhatia & Bhatia Financial Services.

HR Manager Priti Khurana's Talk on HR Recruitment

The Journey of HR Recruitment What Is HR Recruitment HR Recruitment HR Recruitment is the process of identifying, attracting, interviewing, selecting, and hiring employees for organizations. It involves understanding workforce needs, sourcing candidates, evaluating their qualifications, and ensuring the right fit for both the company and the individual, ultimately supporting organizational growth and success. HR Recruitment plays a pivotal role in shaping an organization’s workforce and culture. By ensuring that the right talent is brought on board, HR recruitment professionals help drive productivity, innovation, and long-term success. This field matters because it directly influences employee satisfaction, retention, and overall company performance. One major benefit is the ability to strategically align hiring with business goals, ensuring that the organization remains competitive. Another benefit is the opportunity to foster diversity and inclusion, which enhances creativity and problem-solving. Finally, effective recruitment reduces turnover costs by selecting candidates who are well-suited for their roles and likely to stay with the company. Consider a technology company experiencing rapid growth and needing to expand its software development team. An HR recruitment professional collaborates with department managers to define the required skills and experience. They craft compelling job postings, utilize social media and professional networks to source candidates, and screen applications to identify top talent. Through structured interviews and assessments, they evaluate both technical abilities and cultural fit. Once the ideal candidates are selected, the recruiter manages the offer process and onboarding, ensuring a smooth transition into the company. This hands-on approach not only fills critical roles efficiently but also contributes to building a cohesive, high-performing team that supports the company’s ambitious goals. Education Sourcing Sourcing is the strategic process of identifying, attracting, and engaging potential candidates for current or future job openings. It involves proactively searching for talent through various channels, both online and offline, and is a fundamental component of the recruitment cycle in both academic study and professional HR practice. Understanding sourcing is essential for anyone entering or advancing in HR recruitment because it serves as the backbone of talent acquisition. Mastery of sourcing techniques enables professionals to build robust talent pipelines, ensuring organizations have access to high-quality candidates even in competitive markets. This knowledge helps recruiters move beyond passive candidate pools, allowing them to proactively seek out individuals who may not be actively job hunting but possess the skills and experience needed. Over time, expertise in sourcing enhances a recruiter’s strategic value, making them indispensable partners in workforce planning and organizational growth. It also fosters adaptability, as sourcing methods evolve with technology and labor market trends, ensuring long-term career relevance and advancement opportunities. Imagine an HR recruiter tasked with filling a highly specialized engineering role. Instead of waiting for applications, the recruiter leverages their sourcing knowledge to search professional networks, industry forums, and social media platforms for suitable candidates. They craft personalized outreach messages, engage with passive candidates, and build relationships with potential hires. By applying sourcing strategies, the recruiter not only identifies qualified individuals who may not have otherwise applied but also creates a talent pool for future openings. This proactive approach shortens time-to-hire, improves candidate quality, and demonstrates the recruiter’s value in meeting organizational staffing needs efficiently and effectively. Social Media Social media refers to digital platforms and applications that enable users to create, share, and interact with content and communities online. In HR Recruitment, social media is both a communication channel and a talent sourcing tool, making it an essential component of academic study and professional expertise within the field. Understanding social media is crucial for HR Recruitment professionals because it fundamentally transforms how organizations connect with potential candidates. Mastery of these platforms allows recruiters to reach broader and more diverse talent pools, engage with passive candidates, and build a compelling employer brand. Social media proficiency also supports data-driven decision-making by providing insights into candidate behavior and market trends. As recruitment continues to evolve alongside technology, those who are adept at leveraging social media will remain competitive and adaptable. This foundational knowledge not only enhances immediate recruitment outcomes but also ensures long-term career growth, as digital fluency becomes increasingly indispensable in the modern workplace. Consider an HR Recruitment specialist tasked with filling a highly specialized technical role. Drawing on their understanding of social media, they craft targeted job postings and share them across platforms like LinkedIn and Twitter, using relevant hashtags and engaging with professional groups. They also monitor discussions and participate in online communities where potential candidates are active, building relationships and promoting the organization’s culture. By analyzing engagement metrics and candidate responses, the recruiter refines their outreach strategy, ensuring they attract qualified applicants efficiently. This practical application of social media knowledge not only accelerates the hiring process but also strengthens the organization’s reputation as an employer of choice within the industry. Training & Development Training & Development refers to the systematic process of enhancing employees’ skills, knowledge, and competencies through planned learning activities and experiences. In HR Recruitment, it is a crucial academic and professional discipline, equipping practitioners with the expertise to identify, implement, and evaluate learning initiatives that align with organizational goals and workforce needs. Understanding Training & Development is essential for HR Recruitment professionals because it enables them to assess not only the current capabilities of candidates but also their potential for growth within the organization. Mastery of this subject helps HR practitioners design effective onboarding programs, recommend upskilling opportunities, and foster a culture of continuous improvement. This foundational knowledge ensures that recruitment strategies are aligned with long-term talent development, reducing turnover and increasing employee engagement. Over time, expertise in Training & Development empowers HR professionals to contribute strategically to organizational success, positioning them as valuable partners in workforce planning and leadership development initiatives. Consider an HR Recruitment specialist tasked with hiring for a rapidly evolving technology department. By applying their understanding of Training & Development, the specialist evaluates candidates not only for their current technical skills but also for their adaptability and willingness to learn. Recognizing that some candidates may lack specific software experience, the specialist collaborates with the Learning & Development team to design targeted training modules for new hires. This approach ensures that new employees can quickly bridge skill gaps, adapt to changing technologies, and contribute effectively to team objectives. Through this integration of recruitment and development strategies, the HR professional supports both immediate hiring needs and the organization’s long-term growth. Law & Policies Law & Policies refers to the body of rules, regulations, and guidelines established by governments and organizations to govern behavior and ensure fairness, safety, and compliance in the workplace. In HR Recruitment, this knowledge is essential for navigating legal requirements and maintaining ethical standards throughout the hiring process. Understanding Law & Policies is crucial for anyone in HR Recruitment because it ensures that all hiring practices are legally compliant and ethically sound. This subject forms the backbone of responsible recruitment, helping professionals avoid legal pitfalls such as discrimination, wrongful hiring, or breaches of confidentiality. Mastery of these concepts enables HR professionals to create fair and transparent recruitment processes, fostering trust with candidates and stakeholders. Over the long term, this expertise not only protects organizations from costly legal disputes but also enhances the reputation and credibility of the HR function. As employment laws and organizational policies evolve, ongoing knowledge in this area ensures that HR professionals remain adaptable and effective in their roles. Imagine an HR recruiter tasked with filling a new position within a company. During the recruitment process, the recruiter must ensure that all job advertisements, interview questions, and selection criteria comply with equal employment opportunity laws and company policies. By applying their understanding of Law & Policies, the recruiter avoids asking prohibited questions about age, marital status, or religion, and ensures that all candidates are evaluated based on merit and job-related qualifications. When a candidate requests accommodations for a disability, the recruiter knows how to respond appropriately, ensuring compliance with relevant legislation. This careful adherence to legal and policy guidelines not only protects the company from potential lawsuits but also promotes a fair and inclusive hiring environment. Skills Communication Skills Communication skills refer to the ability to convey information clearly, listen actively, interpret messages accurately, and adapt language and tone to different audiences. In HR Recruitment, these skills enable professionals to build rapport with candidates, collaborate with hiring managers, and ensure that expectations and requirements are understood by all parties involved. Strong communication skills are fundamental to effective HR Recruitment because they foster trust, minimize misunderstandings, and streamline the hiring process. Employers and clients value recruiters who can articulate job requirements, provide constructive feedback, and represent the organization professionally. These skills also help recruiters manage sensitive conversations, such as negotiating offers or addressing candidate concerns. To cultivate communication skills, professionals should seek feedback, engage in active listening, and practice clear, concise messaging in both written and verbal forms. Over time, exposure to diverse situations and continuous self-reflection further enhance a recruiter’s ability to communicate with confidence and empathy, directly impacting their success and reputation in the field. Imagine a scenario where a recruiter is tasked with filling a highly specialized role. The hiring manager provides a vague job description, and initial candidates are not a good fit. The recruiter leverages strong communication skills to facilitate a detailed conversation with the hiring manager, asking clarifying questions and summarizing key requirements. By actively listening and rephrasing the manager’s needs, the recruiter ensures mutual understanding and alignment. This clear communication leads to a revised job description and more targeted candidate searches. As a result, the recruiter successfully identifies and secures a candidate who meets the precise needs of the team, demonstrating how effective communication can resolve challenges and drive successful outcomes in HR Recruitment. People Management People Management is the ability to effectively lead, motivate, and support individuals or teams to achieve organizational goals while fostering a positive and productive work environment. In HR Recruitment, this skill is crucial for building trust, managing diverse personalities, and ensuring smooth collaboration between candidates, hiring managers, and stakeholders. Mastering People Management directly enhances an HR Recruitment professional’s performance by enabling them to navigate complex interpersonal dynamics, resolve conflicts, and inspire confidence in both candidates and clients. Employers highly value this skill because it leads to better hiring outcomes, improved team cohesion, and higher retention rates. To cultivate People Management, professionals should seek feedback, observe experienced mentors, and participate in training focused on communication, empathy, and leadership. Over time, consistent practice and reflection help refine these abilities, making it easier to adapt to different personalities and situations. As recruitment often involves high-pressure scenarios and competing interests, strong People Management ensures smoother processes and more successful placements. Consider a situation where a recruitment consultant is tasked with filling a critical leadership position for a client. The hiring manager and the top candidate have differing expectations regarding the role’s responsibilities and compensation. By leveraging People Management skills, the consultant actively listens to both parties, mediates the conversation, and clarifies misunderstandings. Through empathetic communication and negotiation, the consultant helps the hiring manager appreciate the candidate’s perspective while guiding the candidate to understand the company’s constraints. This approach not only resolves the immediate conflict but also builds trust and rapport, resulting in a successful placement and a strengthened client relationship. The consultant’s ability to manage people effectively turns a potential impasse into a win-win outcome. Analytical Skills Analytical skills refer to the ability to collect, interpret, and evaluate complex information to make sound decisions and solve problems efficiently. In HR Recruitment, these skills enable professionals to assess candidate qualifications, interpret hiring data, and identify trends, ensuring that recruitment strategies align with organizational goals and workforce needs. Analytical skills significantly enhance the effectiveness of HR Recruitment professionals by enabling them to make data-driven decisions, optimize talent acquisition processes, and predict hiring outcomes. Employers and clients highly value these abilities because they lead to better hiring matches, reduced turnover, and improved organizational performance. To cultivate analytical skills, HR professionals should engage in continuous learning, seek feedback, and leverage technology such as applicant tracking systems and data analytics tools. Regularly analyzing recruitment metrics, staying updated on industry trends, and participating in problem-solving exercises can further strengthen these skills over time, making HR professionals indispensable assets to their organizations. Imagine an HR Recruitment specialist faced with a sudden spike in employee turnover within a specific department. By applying analytical skills, the professional examines exit interview data, performance metrics, and recruitment sources to identify patterns and root causes. Through careful analysis, they discover that candidates hired from a particular channel lack certain competencies required for long-term success in the role. Armed with these insights, the recruiter adjusts sourcing strategies and refines the screening process, ultimately improving retention rates and demonstrating the tangible value of analytical thinking in resolving critical workforce challenges. Decision Making Decision Making is the process of evaluating information, considering alternatives, and choosing the most appropriate course of action to achieve desired outcomes. In HR Recruitment, this skill is fundamental because professionals must constantly assess candidates, select sourcing strategies, and determine the best fit for organizational needs, ensuring successful hiring outcomes. Strong decision making directly enhances an HR Recruitment professional’s effectiveness by enabling them to swiftly and accurately identify top talent, streamline hiring processes, and minimize costly hiring mistakes. Employers and clients highly value this skill because it leads to better hires, reduced turnover, and improved organizational performance. Cultivating decision making involves gaining experience, seeking feedback, analyzing past outcomes, and staying informed about industry trends. Over time, recruiters can refine their judgment by reflecting on both successful and unsuccessful placements, learning from each situation, and applying those lessons to future decisions. This ongoing development ensures that recruiters remain adaptable and capable of making sound choices even in high-pressure or ambiguous situations. Imagine an HR Recruitment professional tasked with filling a critical leadership position under a tight deadline. Several candidates possess strong technical skills, but only one demonstrates the interpersonal qualities and cultural alignment essential for the role. Despite pressure from stakeholders to prioritize technical expertise, the recruiter carefully weighs the long-term impact of each choice. Drawing on their decision making skills, they select the candidate who best fits the company’s values and team dynamics. This decision not only results in a successful hire but also strengthens the organization’s culture and performance, illustrating how effective decision making can resolve complex challenges and deliver lasting value. Negotiating Skills Negotiating skills refer to the ability to communicate, persuade, and reach mutually beneficial agreements between two or more parties, often involving compromise and problem-solving. In HR Recruitment, these skills are vital for balancing the interests of employers and candidates, ensuring both sides feel satisfied with employment terms and conditions. Strong negotiating skills directly enhance an HR Recruitment professional’s effectiveness by enabling them to secure top talent at competitive rates while maintaining positive relationships with both clients and candidates. Employers and clients highly value recruiters who can navigate complex discussions, resolve conflicts, and achieve win-win outcomes, as this leads to successful placements and long-term partnerships. To cultivate negotiating skills, professionals should practice active listening, stay informed about market trends, and seek feedback from mentors or peers. Over time, exposure to diverse negotiation scenarios and a commitment to continuous learning help recruiters refine their approach, build confidence, and adapt strategies to suit different personalities and situations. Imagine a scenario where a highly sought-after candidate receives an offer from a client, but the salary falls short of the candidate’s expectations. The HR Recruitment professional steps in to mediate, using their negotiating skills to understand the candidate’s priorities and the client’s budget constraints. By facilitating open communication, proposing creative solutions such as flexible benefits or signing bonuses, and finding common ground, the recruiter successfully bridges the gap. The candidate accepts the offer, feeling valued, while the client secures a top performer without exceeding their budget. This outcome not only fills a critical role but also strengthens the recruiter’s reputation as a trusted advisor to both parties. Positives Meeting New People Meeting new people refers to the continual process of engaging with individuals from diverse backgrounds, experiences, and perspectives during the recruitment journey. In HR Recruitment, this means connecting with candidates, hiring managers, and colleagues, fostering relationships that enrich both personal and professional growth. This dynamic interaction energizes the profession, making each day unique and meaningful. The opportunity to meet new people is a cornerstone of job satisfaction in HR Recruitment. Every interaction brings fresh insights, challenges assumptions, and broadens understanding of different industries and cultures. This diversity not only keeps the workday stimulating but also sharpens interpersonal and communication skills. Building genuine connections with candidates and clients leads to a sense of accomplishment, especially when helping someone find their ideal role or supporting a company in building a strong team. Over time, these relationships form a valuable professional network, opening doors to future opportunities and collaborations. The daily experience of meeting new people ensures that no two days are ever the same, fueling continuous learning and personal development. Imagine an HR recruiter starting their day with a video interview with a recent graduate eager to begin their career, followed by a conversation with a seasoned executive seeking a new challenge. Later, they consult with a hiring manager about team dynamics and attend a networking event to connect with industry professionals. Each interaction brings a unique story, perspective, and set of aspirations. By the end of the day, the recruiter has not only expanded their professional network but also played a pivotal role in shaping careers and organizations. This constant exposure to new people and ideas makes the work deeply fulfilling, reinforcing the recruiter’s passion for their role and the impact they make. Growth Growth is the continuous process of developing new skills, expanding knowledge, and evolving both personally and professionally through ongoing experiences and challenges. In HR Recruitment, growth means adapting to changing industries, learning innovative hiring strategies, and building meaningful relationships, all of which contribute to a dynamic and fulfilling career journey. The emphasis on growth in HR Recruitment is a major reason why this field is so rewarding. Professionals are constantly exposed to new industries, technologies, and people, which keeps the work engaging and intellectually stimulating. The opportunity to learn from every interaction and adapt to ever-changing hiring landscapes leads to a sense of accomplishment and personal development. This ongoing evolution not only boosts job satisfaction but also opens doors to career advancement and leadership roles. Each day brings fresh challenges and opportunities to refine skills, making HR Recruitment a profession where growth is not just encouraged but essential. This environment fosters resilience, adaptability, and a deep sense of purpose as recruiters help shape the future of organizations. Imagine an HR Recruitment specialist who started their career focusing on entry-level positions within a single industry. Over time, they embrace opportunities to recruit for diverse roles across multiple sectors, learning about new technologies and market trends along the way. Through ongoing training and mentorship, they develop advanced interviewing techniques and become adept at identifying top talent. As they grow, they are entrusted with leading high-impact projects, such as designing inclusive hiring initiatives or implementing cutting-edge recruitment software. This journey of continuous learning and expanding responsibilities not only enhances their expertise but also brings a profound sense of fulfillment, knowing their growth directly contributes to both their own success and the success of the organizations they serve. Networking Networking is the process of building and nurturing professional relationships that foster the exchange of information, support, and opportunities. In HR Recruitment, networking enables professionals to connect with a diverse range of candidates, industry experts, and hiring managers, creating a dynamic environment where collaboration and mutual growth thrive. This ongoing interaction not only broadens one’s perspective but also enhances the recruiter’s ability to match talent with opportunity, making networking an essential and rewarding component of the profession. The power of networking in HR Recruitment lies in its ability to open doors to new possibilities and foster a sense of community within the industry. By continuously engaging with others, recruiters gain access to a wider talent pool, stay informed about market trends, and develop trusted relationships that can lead to successful placements. This ongoing exchange of ideas and information not only makes the work more stimulating but also provides a sense of accomplishment as recruiters help candidates and organizations achieve their goals. The daily interactions and connections formed through networking contribute to higher job satisfaction, professional growth, and a deeper sense of purpose in the recruiter’s role. Imagine an HR Recruitment professional attending an industry conference, where they strike up a conversation with a fellow attendee who happens to be a specialist in a niche field. Through this connection, the recruiter learns about a talented candidate actively seeking new opportunities. Later, when a client company requests a candidate with that exact skill set, the recruiter is able to quickly facilitate an introduction, resulting in a successful placement. This experience not only strengthens the recruiter’s reputation as a trusted connector but also brings personal fulfillment from making a meaningful impact on both the candidate’s career and the client’s business. Such moments highlight the tangible rewards of effective networking in HR Recruitment. Challenges Deadline Pressure Deadline pressure in HR Recruitment refers to the intense demand to fill open positions within strict timeframes, often set by business needs or project launches. This pressure is demanding because it requires balancing multiple vacancies, coordinating with stakeholders, and ensuring quality hires, all while adhering to tight, non-negotiable deadlines. Deadline pressure significantly shapes the daily workflow of HR recruitment professionals. The constant need to deliver results quickly can lead to stress, reduced attention to detail, and potential burnout. This environment demands resilience, adaptability, and strong organizational skills. Successful recruiters manage these constraints by prioritizing tasks, leveraging technology to streamline processes, and maintaining clear communication with hiring managers and candidates. They also develop contingency plans for unexpected delays and remain flexible in their approach, ensuring that quality is not sacrificed for speed. By fostering a proactive mindset and building strong relationships within their networks, these professionals can navigate deadline-driven challenges more effectively, maintaining both productivity and morale. Consider an HR recruiter tasked with filling multiple technical roles for a product launch scheduled in just four weeks. Facing tight deadlines, the recruiter quickly assesses the most urgent positions, taps into an existing talent pipeline, and utilizes recruitment software to automate initial screenings. By maintaining open communication with hiring managers, the recruiter clarifies role priorities and expectations, ensuring alignment throughout the process. When a top candidate withdraws unexpectedly, the recruiter swiftly pivots, reaching out to backup candidates and adjusting interview schedules without losing momentum. Through strategic planning, adaptability, and effective use of resources, the recruiter successfully fills all critical positions on time, demonstrating resilience and professionalism under deadline pressure. Patience Patience in HR Recruitment refers to the ability to remain calm, composed, and persistent throughout lengthy, uncertain, and often repetitive hiring processes. It is demanding because recruiters must balance organizational urgency with candidate timelines, manage frequent setbacks, and maintain professionalism despite delays, rejections, and shifting priorities that are largely beyond their control. The challenge of patience significantly shapes the daily experience of HR professionals. Waiting for candidate responses, coordinating with hiring managers, and navigating unpredictable timelines can create frustration and stress. This ongoing uncertainty requires resilience, as recruiters must consistently deliver results despite factors outside their influence. Successful professionals manage this by setting realistic expectations with stakeholders, practicing clear communication, and focusing on aspects they can control, such as maintaining organized processes and nurturing candidate relationships. By cultivating a mindset that embraces flexibility and persistence, they transform waiting periods into opportunities for reflection, process improvement, and relationship-building, ultimately enhancing both their effectiveness and job satisfaction. Consider an HR recruiter tasked with filling a critical technical role. After weeks of sourcing and interviewing, the top candidate requests additional time to consider the offer, while the hiring manager is anxious for a quick decision. Instead of expressing frustration or pressuring either party, the recruiter maintains open communication, providing the candidate with necessary information and reassurance, while keeping the manager updated on progress and managing expectations. During this waiting period, the recruiter continues to engage other potential candidates and refines the recruitment process for future searches. By exercising patience and professionalism, the recruiter not only secures the preferred candidate but also strengthens trust with both the hiring manager and the candidate, demonstrating the value of patience in achieving successful outcomes. A Day Of HR Recruitment The hum of conversation, the ping of new emails, and the steady rhythm of interviews set the pace for a day in HR recruitment—a world where no two days are ever quite the same. Here, the environment is a dynamic blend of urgency and strategy, where practitioners juggle shifting priorities, tight deadlines, and the ever-present challenge of finding the perfect fit for both company and candidate. Each day unfolds as a fast-paced narrative, driven by the need to connect, assess, and deliver results in a landscape where people are at the heart of every decision. As the office comes to life, an HR recruitment professional begins the day by reviewing the candidate pipeline, scanning through overnight applications, and prioritizing urgent requisitions. This early morning window is a time for quiet focus, allowing for the careful organization of interview schedules, follow-up emails, and the preparation of tailored questions for upcoming candidate conversations. It’s a crucial moment to align with hiring managers on shifting requirements and to ensure that the day’s agenda is both strategic and responsive to the evolving needs of the business. By mid-morning, the pace accelerates as back-to-back interviews and screening calls fill the calendar. This is the heart of the recruitment day, where practitioners engage directly with candidates, probing for skills, cultural fit, and potential. The energy in the office is palpable, with recruiters deftly switching between video calls, phone screens, and in-person meetings. Every interaction is an opportunity to represent the company brand, assess talent, and build relationships that could shape the future of the organization. The afternoon brings a shift toward collaboration, as recruiters meet with hiring managers and team leads to discuss candidate feedback, refine job descriptions, and strategize next steps. These meetings are often lively, involving negotiation, consensus-building, and the balancing of competing priorities. Practical tasks such as reference checks, offer letter drafting, and onboarding coordination also take center stage, requiring meticulous attention to detail and seamless communication across departments. As the day winds down, the focus turns to wrapping up administrative tasks, updating applicant tracking systems, and compiling reports on recruitment metrics. This is a time for reflection—reviewing what worked, identifying bottlenecks, and planning improvements for tomorrow. The recruiter may spend these final moments researching new sourcing channels, responding to candidate queries, and setting up the next day’s interviews, ensuring that the momentum continues and that every candidate touchpoint is handled with care and professionalism.

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How to get into

HR Recruitment?

If you are want to get into HR Recruitment, start by investing in a Career Plan.

The 14 hour process, guided by a LifePage Career Advisor, will help you introspect and check whether your interest in HR Recruitment is merely an infatuation or is it truly something you wish to do for the rest of your life.

Next, your Career Advisor will help you document how you can get into HR Recruitment, what education and skills you need to succeed in HR Recruitment, and what positives and challenges you will face in HR Recruitment.

Finally, you will get a Career Plan stating which Courses, Certifications, Trainings and other Items you need to do in the next 7 years to become world’s best in HR Recruitment.

LifePage Career Plan

14 hour personalized guidance program

Your LifePage Career Advisor facilitates your guided introspection so that you systematically explore various Career options to arrive at a well thought out Career choice.

Next: your Advisor helps you figure out how you will get into your chosen Career and how will you develop the skills needed for success in your Chosen Career.

LifePage Plan will not stop at saying "to become an Architect study Architecture". It will guide you on which Certifications, Trainings and Other items you need to do along with your Architecture education to become the world's best Architect.

Links for this Talk

HR Manager Priti Khurana's LifePage:

[LifePage]
https://www.lifepage.in/page/pritikhurana

LifePage Career Talk on HR Recruitment

[Career]
https://www.lifepage.in/careers/hr-recruitment-1

[Full Talk]
https://lifepage.app.link/20180529-0005

[Trailer]
https://www.youtube.com/watch?v=IdsMi7ILTxs

(HR Recruitment, Priti Khurana, Bhatia & Bhatia Financial Services, Aegies BPO, Recruitments, HR Manager, People Manangement, Perfect, Hiring, Human Resource)

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Human capital consulting is a broader term than human resource management and refers to general management consulting with an emphasis on the human element of the issue at hand, such as change management (which includes communication and training), learning and development, organiational design, diversity and inclusion, employee engagement, and culture.

"I am an MBA Graduate from the Delhi School of Economics. I worked with the Indian Oil Corporation, American Express and Price Waterhouse Cooper before joining Deloitte Indian in 2016 as a Business Analyst with the Organization Transformation and Talent division under the Human Capital practice."

Human Resource Management

Anup Kumar
General Manager | BRIDCUL

[ 22 years & 8 months Experience ]

Human resource management (HRM or HR) is the strategic approach to the effective management of organization workers so that they help the business gain a competitive advantage.

"I did Bachelors & Masters in Economics from Jiwaji Univeristy. Post that, I did a Masters in Personnel Management & Industrial Relations. I started my professional career as a Lecturer in Jiwaji University. After that, I worked in Steel & Power Sector in Chattisgarh, Orissa & Calcutta. I am a General Manager at BRIDCUL with Uttarakhand Government."

Learning & Development

Amrita Suri
Deputy General Manager | Gourmet Investments Private Limited

[ 0 years & 6 months Experience ]

A Learning & Development Manager identifies training and development needs within an organization through job analysis, appraisal schemes and regular consultation with business managers.

"After completing my schooling, I did graduation in Hotel Management from IHM, Aurangabad. I have started my career with The Leela Hotels as a Management Trainee after which I got an opportunity to join Four Seasons Mumbai where I have worked for almost 8 Years and became Front Office Manager. I have joined Gourmet Investments Private Limited as DGM (Learning & Development and Customer Relations) in 2017."

Human Resource Management

Shabhnam Praveen
HR Assistant | People Strong Private Limited

[ 3 years Experience ]

Human Resource Management (HRM or HR) is the strategic approach to the effective management of organization workers so that they help the business gain a competitive advantage, Commonly known as the HR Department[, it is designed to maximize employee performance in service of an employer's strategic objectives.] HR is primarily concerned with the management of people within organizations, focusing on policies and on systems. HR departments are responsible for overseeing employee-benefits design, employee recruitment, training and development, performance appraisal, and rewarding (e.g., managing pay and benefit systems). HR also concerns itself with organizational change and industrial relations, that is, the balancing of organizational practices with requirements arising from collective bargaining and from governmental laws

"After completing an MBA (HR & PR) from Abdul Kalam Technical University, I started my Career with Himalaya Corporation Limited as Business Development Executive. After that, I joined People Stone Private Limited as a HR Assistant and since then I am working there."

Workforce Consulting

Gautam Grover
Assistant Director | E Y

[ 12 years Experience ]

Workforce Management includes all the activities needed to maintain a productive workforce, such as field service management, human resource management, performance and training management, data collection, recruiting, budgeting, forecasting, scheduling and analytics.

"After completing my graduation in Information Technology from IP University and I did my post graduation from ICFAI University. I have 12 years of experience in this field and working with EY as an Assistant Director Workforce Consulting."

HR Consultancy

Dr Asha Rani Kapoor
Director | Global Solutions

[ 8 years Experience ]

The human resource consulting addresses human resource management tasks and decision. The consultant suggests solutions based on expertise and experience and assists in the implementation. He also assists in searching for solutions with methods that facilitate and raise creativity of the client company so that they will be able to implement solutions themselves.

"I am a scientist and have done my research in wheat. After my marriage, I did a course in Management & Community Development from IIM, Kolkata and a certification course in finance from IIM, Ahmedabad. I founded a company by the name Global Solutions in 2010 and I give training sessions in Human Resources domain."

HR Management

Sanjay Kumar
Founder | Corp Source One

[ 19 years & 7 months Experience ]

Human resource management (HRM or HR) is the strategic approach to the effective management of people in a company or organization such that they help their business gain a competitive advantage. It is designed to maximize employee performance in service of an employer's strategic objectives. Human resource management is primarily concerned with the management of people within organizations, focusing on policies and systems.

"After completing my masters in business adminstration, I started working in Human Resources. I have been working in this domain from the last 20 years. I also started my company to provide human resource solution by the name of Corp Source One."