Square Multi Services Patel Nagar, Ranchi, Jharkhand

Executive search (informally headhunting) is a specialised recruitment service used to source candidates for senior, executive or other highly specialised positions in organizations. The method usually involves commissioning a third-party organization, typically an executive search firm, but alternatively a stand alone consultant, to research the availability of suitable candidates working for competitor or related businesses. Having identified possible recruits that match the clients requirements, the executive search firm may act as an intermediary to investigate whether the individual might be interested in moving to a new employer and also carry out initial screening of the candidate, negotiations on remuneration and the employment contract. The purpose of an executive search is to identify potential candidates for a senior-level position within an organization. Posting vacancies on job boards or running ads are outdated recruiting methods when it comes to recruiting for high-level executives. The project is typically carried out by a consultant or executive recruiting firm specifically authorized to do so by the hiring firm. Professional executive search firms often possess the industry connections and expertise that enable them to reach out to many potential candidates.  

In this era of rapidly changing organizational environments, executive selection is even more critical than it was in the past. It also seems to be getting more difficult to do as performance demands are affected by multiple forces. For instance, companies face a larger number of competitors and more diverse markets today, downsizing and flatter structures have weakened the bench strength of available executives and managerial span of control has increased .   Selecting the new leadership team is one of the most important decisions in all oragisation and our team help to select one of the best executives through the various analysis.   1-Clint requirement anlysis-We initiate a detailed understanding of what clients want and our focus is to listen clearly and our team anlysis the requirement of clints B-Candaidate anlysis-At Square ,We Analyze the candidate through various assessment test and select a candidate C-Sheduling Interview and Selection-At square we ensure that candidates meets the required standards and clients’ expectations.   D-feedback- At Square We take feedback from both side because with out feedback we cant understand the mistakes.

HR Consultants are responsible for assisting clients with strategically integrating effective HR processes, programs and practices into their daily operations. Their role is also to maximize the client's performance related to human resources by introducing or marketing "best practice" products or services as well as to provide periodic feedback to clients regarding their performance related to annual management objectives. To accomplish this, the HR Consultant may need to perform needs assessments or audits and make recommendations or proposals, coordinate the creation and implementation of an action or corrective plan, and when required, organize and coordinate cross-functional Human Resource teams to assist the client with developing and implementing performance improvement corrective plans, programs or processes.

At Square We define Staffing augmentation as Employee management is often an arduous task in business, as employees represent the largest expense and asset for most companies. Staff augmentation is a concept that allows a company to alter business operations to meet certain operational needs. Staff augmentation is an outsourcing strategy which is used to staff a project and respond to business objectives. The technique consists of evaluating the existing staff and then determining which additional skills are required. One possible advantage of this approach is that it may leverage existing resources as well as utilize outsourced services and contract workers.  

Square  Recruitment Process Outsourcing Association defines  S RPO as follows: "when a provider acts as a company's internal recruitment function for a portion or all of its jobs. RPO providers manage the entire recruiting/hiring process from job profiling through the onboarding of the new hire, including staff, technology, method and reporting. •        Recruitment Process Outsourcing ( RPO )   •        Seasoned account managers from Symmetrical work with CLIENT •        The process is either on-site or off-site •        Achievement of large scale staffing goals within time-frame •        Focused and integrated approach with flexibility, effective strategy, business expertise and powerful search capabilities •        Symmetrical works with Client's HR Team to optimize your current process •        Managing On Boarding  activities is Symmetrical responsibility    

Square offers end-to-end recruitment services that provide clients with a complete alternative in defining your role description, developing job advertisements, managing candidate responses and shortlisting selections, reference checking, salary packaging, contract preparation and developing a tailored onboarding program. Finding the right ‘fit’ for your company is imperative in minimising any service disruption to your clients. Providing an effective orientation can have a significant impact on the performance of a new employee. Appropriate consideration as to how a person will begin to understand the organisation, the way it operates and relevant contact points, is a vital step in a seamless integration. Our recruitment tools and expertise will ensure the best person becomes part of your team.  

  Recruitment is NOT Talent Acquisition   In our Square, we define Talent acquisition as “a strategic approach to identifying, attracting and onboarding top talent to efficiently and effectively meet dynamic business needs.”  The term Talent Acquisition (TA) is often used synonymously with Recruiting. However, these are two very different things. Recruiting is a subset of TA, and includes the activities of sourcing, screening, interviewing, assessing, selecting and hiring. In some organizations this extends to the early stages of onboarding, which then becomes a shared responsibility between HR and the hiring manager, with support from the learning organization. Talent acquisition includes recruiting, but it is inclusive of other strategic elements as follows. Talent Acquisition Planning & Strategy – ensures business alignment, examines workforce plans, requires an understanding of the labor markets, and looks at global considerations.  Workforce Segmentation – requires an understanding of the different workforce segments and positions within these segments, as well as the skills, competencies, and experiences necessary for success. Employment Branding – includes activities that help to uncover, articulate and define a company’s image, organizational culture, key differentiators, reputation, and products and services. Employment branding can help advance the market position of organizations, attract quality candidates and depict what it is truly like to work for that organization. Candidate Audiences – necessitates defining and understanding the audiences in which an organization needs to source for specific roles.  Different sourcing strategies should be applied based on the understanding of the jobs and where the audiences will come from to fill them. Candidate Relationship Management – includes building a positive candidate experience, managing candidate communities, and maintaining relationships for those candidates not selected. Metrics & Analytics – is the continuous tracking and use of key metrics to drive continuous improvement and to make better recruitment decisions, to ultimately improve the quality of hire. Within each of these core elements of TA are many other sub-activities and best practices.  And, of course, the selection of tools, technology and outsourcing partners is a key element of a company’s talent acquisition strategy.  Recruiting is what many people want to dive into; however, that is what we call putting the cart before the horse.  The elements listed above are necessary for doing recruiting well. To use an analogy - the design and implementation of leadership programs is only a piece of a leadership development strategy, following an understanding of business goals, defining leadership competencies, and integrating with other talent management process.   In other words, a leadership program is to leadership development what recruiting is to talent acquisition.  Alone, neither will drive their highest value to the business.  

At Square We Offer Campus Drive of all over india.We have 100+clints for the campus drive  and job fairs and around more than 20 engineering & Mgmt. colleges across India

Square is an online management consulting, career, education services and outsourcing company. Combining unparalleled experience, comprehensive capabilities across all industries and business functions, and extensive research on the world's most successful companies. Square deals with study options in India for Indians as well as International students. We are pioneer in this field. India is a vast country with diversified people. Knowing about the course, college, place, charges involved and procedure for admission is not everybody's cup of tea. We work meticulously with colleges, students and parents in designing/deciding the career path so that everyone can get the best desired career option. We aim to provide a cost effective, reliable and a high quality service to all our customers. We are proud that we are praised for our consultant support. We do keep in mind about the students and parents limitations. Feel free to discuss about your career with our well versed counsellors.   The process of preparing for higher education is exciting, but it can also be overwhelming. Schools and colleges unfortunately, are often unable to provide much individualized attention to students regarding professional education.   Questions may arise about:* Choosing higher education courses* Which standardized tests to take, and when* How to prepare for standardized tests* Where to apply – selection of colleges and universities that are a “good fit”* Financial planning for college* Accommodation of special needs and talents* Enrichment activities that allow students to establish their uniqueness* Sorting through college materials so that informed choices can be madeStudents may benefit from:* Assistance with interviewing skills* Their expertise and network* Admission assurance* Application and other formalities* Career guidance* Third-party involvement that bridges aspirants and colleges