RECRUITMENT PROCESS DELL

the company's continued success relies upon the ability of its sales staff. they look for people who can articulate how to effectively work with the customer . people that have a very positive attitude, a strong drive for those goals. They look for the competency. They are flexible on what the candidates background is or what they education level is.

 Dell begins its on campus recruitment at selected schools . Dell typically makes three on campus visits to selected schools . First round interviews take place on campus and prospects are notified with 48 hours All second round interviews are conducted at Dells headquarters in Austin, Texas. Prospects are typically notified within 48 hours

 Applicants who attend schools where Dell does not conduct on campus recruiting may apply on Dells website. Applicants submit a cover letter and resume to the website. Resumes and cover letters are then entered into a database where they are looked over by a Dell recruiter. Acceptable applicants are then contacted via phone for and initial interview. Applicants will be notified within 48 hours

 all second round interviews are conducted in Austin and applicants that Dell intends to hire are notified within 48 hours. Either recruiting specialists or rotational recruiters who come from specific departments, such as the IT department, generally conduct interviews . Dell recruiters expect that interviewees have knowledge of the company and the industry in which they compete. All the information applicants is available on the Dell website and prospects are strongly encouraged to look this information over. Dell uses a competency based interviewing process then they are given feedback.

 Dell Inc. works upon recommendation for the hiring and selection of new employees. An established selection process along with criteria to be able to fully and fairly assess its applicants composed Dell Inc. job application. Thus, the recommendation would be in line to the integration of the existing culture and the possible actions applicable to the company.

SELECTION PROCESS DELL

HR managers have applications to read Then, solicit comments from past employers and character references. Some managers ask opinions of colleagues who meet the candidates. Others may even have the opportunity to use a job sample test, which measures the ability of candidates to perform a particular duty. Ultimately, however, HR managers rely on the impressions they have about the candidates while they are seated in front of them.

 Inexperienced applicants need to be assessed for aptitudes for the work they have yet to learn; aptitude is surely assessed better by tests than by interviewers' ratings. The interview takes place after standardized psychological and performance testing is completed The interview can communicate a positive image about an organization.