- 5 months ago
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00:00:00You can understand that particularly the fr recruiters who have been able to source and hire
00:00:05what they have to do with day to day and how to understand what they have to do
00:00:09and what their activities are.
00:00:14We can know ourselves about them first, because we have to get the right and relevant fr who hire.
00:00:18Those fr recruiters who have to attend their meeting with our staff,
00:00:22because we have to know we have daily activities,
00:00:29which companies have been, and particularly the field recruiter's needs are why.
00:00:34This particular session, we have already got a few short and fast,
00:00:41and we will consider it as a revision, and then we will start our main session.
00:00:46First of all, this presentation, we will know what to do.
00:00:52First of all, we will know what to do.
00:00:54Second, we will know what to do,
00:00:56and we will know what to do.
00:00:59Third, we will know what to do with HR recruiter.
00:01:03Look, there are two types of recruiters, HR recruiter and HR recruiter.
00:01:07First of all, we will know what to do with HR recruiter,
00:01:11but in the industry, the trends of the age of now,
00:01:15we will focus more on white-collar,
00:01:19and mostly all companies were dependent on white-collar.
00:01:23If we need an accountant for office,
00:01:26if we need a candidate for a particular social media marketing,
00:01:30if we need a voice process, call process,
00:01:32if we need a calling candidate,
00:01:34we will know what to do with HR recruiter.
00:01:37We will know what to do with HR recruiter.
00:01:39So, we will know what to do with HR recruiter.
00:01:41We will know what to do with HR recruiter.
00:01:42We will know what to do with HR recruiter.
00:01:44We will know what to do with HR recruiter.
00:01:46It is an important thing to do with HR recruiter.
00:01:47We will know what to do with HR recruiter,
00:01:52that we will find out a job.
00:01:54We will go to work India in the platform,
00:01:56and deliver a job post.
00:01:57The candidate as well as you will apply it would also be
00:02:00making work India here.
00:02:02You will find your profile,
00:02:04And you will identify the right candidate
00:02:07you can identify the right company and put it in the process
00:02:11but within this whole session
00:02:15you have made your profile
00:02:19but people who are particularly working in India don't know
00:02:23but they also need a job
00:02:25especially blue collar category
00:02:27who are especially riding related
00:02:31manufacturing units
00:02:33field
00:02:35you can find a job
00:02:39particularly construction line
00:02:41or a line
00:02:43you can see that candidates
00:02:45in portals
00:02:47because they have to reach here
00:02:49it's a very tedious task
00:02:51because they have to reach a job
00:02:53or work in India
00:02:55it's something like
00:02:57you can make a card
00:02:59so you know how the experience is
00:03:01like SBI bank
00:03:03you can find an account
00:03:05because they have an account
00:03:07so you can see that
00:03:09there is no guide
00:03:11there is no support
00:03:13there is no experience
00:03:15you can find it
00:03:17there is no need
00:03:19but they don't have an account
00:03:21they don't have an account
00:03:23they don't have a simple Hindi form
00:03:25so they don't have a help
00:03:27job
00:03:57you can find it
00:03:59you can find it
00:04:01you can find it
00:04:03you can find it
00:04:05you can find it
00:04:07you can find it
00:04:09you can find it
00:04:11If you look at the cosmetic industry, all the industries in the industry are working,
00:04:21if you are particularly in Jaipur, if you are in Jaipur,
00:04:26if you are working in VKI, if you are going to visit the industry area,
00:04:31if you are going to visit the industry area,
00:04:33if you are working in the industry area,
00:04:35can you expect that those people will be working in work India,
00:04:39and you will not know?
00:04:41Right?
00:04:42I am audible.
00:04:44I am audible?
00:04:49Yes sir.
00:04:51Yes sir.
00:04:53I am checking again that I am going to go to the left.
00:04:56So, candidates have not been able to come there.
00:04:59Then there is a new role, a new role,
00:05:03which is called field recruiter.
00:05:05What will be field recruiter?
00:05:07What will be field recruiter?
00:05:09We will identify the right candidate.
00:05:11Let's suppose that you know that
00:05:13the blue-collar category people,
00:05:15all the places in the same place.
00:05:17In the same place,
00:05:18in WTP,
00:05:19there are many places where all the Ola and Uber
00:05:22all the places in the same place.
00:05:24If you go to industrial area,
00:05:27you will see that
00:05:29you will see that
00:05:30the industry needs to find such candidates.
00:05:32I am saying that it is Remand.
00:05:33If it is a suit,
00:05:35it will be a very good suit.
00:05:37It will be leading,
00:05:38it will be the world class number one.
00:05:40But,
00:05:41still,
00:05:42it will be a candidate for the manufacturing unit.
00:05:44It will be a candidate for the manufacturing unit.
00:05:46It will not be able to take it.
00:05:47If it will be 12th past graduate,
00:05:49it will not be right fit.
00:05:50It will not be able to do such work.
00:05:52So,
00:05:53they will need such a category.
00:05:54Now,
00:05:55you will see that
00:05:56what people do
00:05:57for the young people.
00:05:58They will be able to do such a job.
00:06:00Such a skill,
00:06:01such an incentive,
00:06:02such a way.
00:06:03You have also seen that
00:06:04A4 size,
00:06:05very small posters
00:06:06in black and white color
00:06:07print out
00:06:08and put them in black and white.
00:06:09They will be able to do such a job.
00:06:10You will go to the industry
00:06:11and go there
00:06:12and put them in the gate.
00:06:13Because
00:06:14they will not get such candidates.
00:06:15They will find such a candidate.
00:06:16They will find such a candidate.
00:06:17Now,
00:06:18particularly,
00:06:19what do you do?
00:06:20What do you do?
00:06:21What do you do?
00:06:22What do you do?
00:06:23So,
00:06:24manufacturing, industries, all these people will go to the field, they will go to the field
00:06:31and they will offer a job. Let's suppose they went to WTP and they got a candidate.
00:06:37They are riding in the already job. You have to know that particularly a candidate has
00:06:41a lot of money, so why don't we offer this job? They say that in DMART there is a job
00:06:46that you want to do if you want to do it, and you will get a 15,000 salary, office job,
00:06:50and you will get a job. What you do is you do, particularly the customers,
00:06:54they will help you in the cart, and you will leave the cart,
00:06:58so the trolley will be removed and you will have to keep the size of the cart.
00:07:01So if you think that if you think about the DUP,
00:07:03you will have to work in AC, you will have to work in the job.
00:07:06That is a very good opportunity.
00:07:10Now that candidate will expect that DMART will be going to go directly,
00:07:13he will go to HR, excuse me ma'am, this is this and that, so resume
00:07:18will go, resume will go, resume will expect that you will have to go,
00:07:22if you ask HR, you will know HR,
00:07:26HR word, you will know HR,
00:07:28HR means HR is not, that HR means HR,
00:07:30so HR will not know HR,
00:07:32what happens,
00:07:34so you will not know HR,
00:07:36in companies, you will know that,
00:07:38big people, big companies,
00:07:40we can't find anything,
00:07:42what we know,
00:07:44so basically field recruiters,
00:07:48they will provide cross job opportunities,
00:07:52let's suppose,
00:07:54they think that today,
00:07:56there will be a picker picker job available,
00:07:58DMART,
00:07:59Remend,
00:08:00this industry,
00:08:02so they will offer candidates,
00:08:04like that,
00:08:06so,
00:08:20so,
00:08:22because,
00:08:24the industry was not like that,
00:08:26now,
00:08:28even,
00:08:30you will see,
00:08:32professional people,
00:08:33you will experience,
00:08:34they are running Uber,
00:08:35you will talk about Uber,
00:08:36you will talk about Uber,
00:08:37you will talk about Uber,
00:08:38there will be a lot of people,
00:08:39in the morning,
00:08:40in the morning,
00:08:41in the morning,
00:08:42in the morning,
00:08:43you will think that,
00:08:44if you are a candidate,
00:08:45if you are a job,
00:08:46and you are basically,
00:08:47why are you,
00:08:48because it is a gig based industry,
00:08:49gig based industry,
00:08:50what does it mean?
00:08:51It is a industry,
00:08:52in which,
00:08:53when I need money,
00:08:54I will work,
00:08:55and I will get money,
00:08:56and I will get money,
00:08:57not like that,
00:08:58I will wait for a minute,
00:08:59official job,
00:09:00or onboarding,
00:09:01no,
00:09:02gig based means,
00:09:0310-15 minutes,
00:09:04in one day,
00:09:05and the next day,
00:09:06and when I work,
00:09:07I will get money,
00:09:08I will not get money,
00:09:09so don't do me,
00:09:10I will not tell you,
00:09:11that you will work,
00:09:12you will have money,
00:09:13that the car will drive,
00:09:142 hours,
00:09:155 hours,
00:09:166 hours,
00:09:17so in this,
00:09:18in the gig based industry,
00:09:19there are many industries,
00:09:20which have been shifted its business model,
00:09:22even Tata,
00:09:23TCS,
00:09:24Vipro,
00:09:25these companies,
00:09:26they have shifted its own,
00:09:27their own,
00:09:28they want to be,
00:09:29candidate is working from home,
00:09:30and if they do it,
00:09:311-2 hours,
00:09:32then they do it,
00:09:33otherwise they do it,
00:09:34so they will pay it,
00:09:35they will pay it,
00:09:36you will know,
00:09:37it is a time based industry,
00:09:38you will pay it,
00:09:39and let people pay it,
00:09:40the amount of time,
00:09:41Now fourth point, essential skills for field recruiters.
00:09:57Now fourth point, essential skills for field recruiters.
00:10:03Building a successful career.
00:10:09If you don't have a career in FR or sales executive,
00:10:13you also have a career in MBHA.
00:10:17You will see that a career in small industries is very small.
00:10:23It's about scaling.
00:10:25Where does it scale?
00:10:27How do you expand yourself?
00:10:29How do you make a career in FR recruiter?
00:10:33Then last conclusion.
00:10:35So coming to the next, first of all, introduction.
00:10:37I have told you that FR recruiter basically directly engage.
00:10:41And HR recruiter on-call engage.
00:10:43So directly engage and on-call engage,
00:10:45you know which is more effective?
00:10:47With potential candidate.
00:10:49Right potential candidate,
00:10:51when you go to the field,
00:10:53then you identify yourself where will you be.
00:10:55Understanding their needs and connecting them with relevant opportunities.
00:10:57Now simple,
00:10:59understand the needs and understand the right opportunities.
00:11:03What should they happen?
00:11:05First of all,
00:11:07So why the field recruiting matters?
00:11:21First,
00:11:35we can do it with manufacturing people
00:11:38you can do it with the number of jobs
00:11:41we can do it with all of the jobs
00:11:44but these people are the ones who cheat
00:11:47they also cheat
00:11:48if you ask OTP, you don't know
00:11:51you will only ask five minutes
00:11:55there is four numbers
00:11:56they don't understand
00:12:01they feel very close to you
00:12:03people think that I have 10,000 jobs and I have a phone for 15,000 jobs
00:12:08and you can see how people judge them
00:12:12they are good to talk
00:12:15that's it
00:12:16they don't know what the other face is made
00:12:19or the intention is something else
00:12:21so what do they do?
00:12:23on call conversion is not on call
00:12:25if you are on call, they think that the cheater has come
00:12:27or they don't engage
00:12:29so what does field recruiting matter?
00:12:31it means direct engagement
00:12:33trust
00:12:35where they will go, where they will go
00:12:37where they will not go
00:12:39field recruiters establish direct personal connection
00:12:41with candidate building trust
00:12:43and repo
00:12:45that lead to better recruitment outcome
00:12:47so basically, this is direct and personal connection
00:12:49personal connection
00:12:51if you have a personal connection, you will say
00:12:53that you will not be able to do it
00:12:55but you will say
00:12:57you will do it
00:12:59that you will find your name
00:13:01you will find your name
00:13:03where you will find your job
00:13:05you will find your job
00:13:07when you like to do it
00:13:09if you like to do it
00:13:11when you like to do it
00:13:13on call, you will go here
00:13:15then you will not be able to go
00:13:17need.
00:13:182 addressing real-time need, there are two types of need.
00:13:22One is just survive the need and one is deadly need.
00:13:26I mean, we need to do what we need to do.
00:13:28We need to do what we need to do in the industry.
00:13:31If we need to do what we need to do, we need to do what we need to do.
00:13:36But deadly need is that we need to do what we need.
00:13:40The ground reality is that if we need facts and data,
00:13:43then India's salary is 1,000,000,000.
00:13:47The average salary is particularly 25, 26, 25, 26, 20.
00:13:55If you look at India's average age,
00:13:59the average age is not more than 23, 24, 25, 26.
00:14:04So think that India is how many people are in the world.
00:14:07How many jobs you have to do?
00:14:09How many government opportunities you have to do?
00:14:11So as a show off, youth,
00:14:14how many people are decorated,
00:14:17or how many people feel like we have everything.
00:14:22But the ground reality is that everyone needs money,
00:14:25everyone needs jobs.
00:14:26So real-time need is this,
00:14:28if these industries don't come,
00:14:29which are very small industries.
00:14:31Like delivery, riding, etc.
00:14:33These are all,
00:14:34Now we will see,
00:14:36we will see,
00:14:37if you ask them,
00:14:38as many people are working on working,
00:14:40because they need some work.
00:14:41They have no skills,
00:14:43they can't go to photoshop,
00:14:44they can't go to photoshop,
00:14:45they can't go to recruitment,
00:14:47they can't go to recruitment,
00:14:48they can't go.
00:14:49Now what they do?
00:14:50They have nowhere for industries in the industry,
00:14:52they will not go.
00:14:53The government job is no.
00:14:54So basically they will have the need to be paid,
00:14:56but no one has identified,
00:14:58they will not understand.
00:14:59Now the problem is that money is 1% of people who want to earn money, but it should be a medium.
00:15:07Let's suppose if I think that I am particularly in the morning, I have no time,
00:15:14I have no time, I have no time, I have no time, I have no time, I have no time,
00:15:20So simply, if I think that my time is bad for me, if I go to the market in 15-20 minutes or wait for me,
00:15:27then my time will go, so I will try to get some food here, like a worst example.
00:15:34So if someone is such a person who will deliver the food package,
00:15:40and let's suppose if the company is 50-60 rupees, and he will get 10-15-20 minutes in the day,
00:15:44then he will also work, his needs will be fulfilled, and simultaneously my needs will be fulfilled.
00:15:49So this industry, in which people want to get money from the people,
00:15:52but in which way they want to get money from the people,
00:15:54then they will start up. So this is the real need.
00:15:57So field recruiting along for immediate problem solving.
00:16:00Look, this is the immediate problem solving.
00:16:02There are people who don't need money in the morning,
00:16:04so they won't do the job.
00:16:05Look, I have brought you in riding,
00:16:08and you will be able to do it on the UPI phone,
00:16:10so they will be so irritated,
00:16:12why are you doing it on the UPI,
00:16:13I don't have money for me,
00:16:14you don't have money for me,
00:16:15you give me cash for 150 rupees,
00:16:17so you probably put a petrol in there.
00:16:19How many people have experienced this?
00:16:21Can you tell me?
00:16:23There has been this experience with you.
00:16:25Where you think, yes, it's just like this.
00:16:30It's with me sir.
00:16:32Okay, perfect.
00:16:34So,
00:16:36so,
00:16:37so,
00:16:38so,
00:16:39so,
00:16:40whaah se a ap a need,
00:17:03and support. Enhancing candidate satisfaction and retention.
00:17:07Retention word, where is it?
00:17:09Simple, simple,
00:17:11if you understand,
00:17:13there is a need,
00:17:15there is a demand,
00:17:17and there is a need,
00:17:19there is a supply,
00:17:21demand and supply match,
00:17:23the candidate will be able to work.
00:17:25You can see,
00:17:27in the office,
00:17:29it's my business,
00:17:31I will go in.
00:17:33I will go in.
00:17:35You will come,
00:17:37and you will come back,
00:17:39but you will have the ratio,
00:17:41that the people who have been with the house keeping,
00:17:43and the people who have not seen,
00:17:45I will not see them.
00:17:47I feel like they have 10 times,
00:17:49and they will come ten times,
00:17:51and they will give them good words,
00:17:53but then,
00:17:55you will not see them,
00:17:57Why? Because they need a job.
00:18:00They know that here is a very big deal.
00:18:03My family has two kids.
00:18:05I need 10,000 rupees.
00:18:07If it will take me off, I will struggle.
00:18:09And it will be very difficult.
00:18:11So, there is a retention.
00:18:13So, in which industry these FI recruiters work,
00:18:16they have a lot of retain.
00:18:19They don't need to know that employee benefits,
00:18:22employee care,
00:18:24or this trip, or this trip,
00:18:27or this trip,
00:18:28they don't have any meaning.
00:18:29They were just needed.
00:18:31So, in this whole process,
00:18:34this training module,
00:18:36it's simple 5 steps.
00:18:38You have to remember the 5 steps.
00:18:40I hope you will note all the points.
00:18:43So, we will answer the question and answer.
00:18:46So, let's see how much you can grasp.
00:18:48So, basically,
00:18:49there are 5 steps in this training module,
00:18:51which is a field recruiter.
00:18:53EJ and HR recruiters,
00:18:54you have to know this way.
00:18:55If you call in this unit
00:18:56that you will explain
00:18:59what's your job,
00:19:00what inspired your job is.
00:19:02Then, your candidate
00:19:03ask me,
00:19:04you will ask what kind of work is.
00:19:05And then,
00:19:06you have to learn about life,
00:19:08in this case
00:19:10Offer करने जा रहे हैं
00:19:11पहले आपको ये तो पता हो
00:19:12कि उसकी salary कितनी है
00:19:14जैसे remand मिलेके गए आप
00:19:16आपने candidate को बताया
00:19:17तो आपको पता होना चाहिए कि
00:19:18remand 15,000 रुपे देता है
00:19:19आप मान लो side of x की job लेके गए
00:19:21भैया side of x में काम करो
00:19:23होगे सबसे पहले होगे
00:19:24आप पूछेगा की salary कितनी है
00:19:26पैसा कितना मिलेगा
00:19:27तो commercial means
00:19:28हमें जिस company के job offer देने है
00:19:31candidate को
00:19:32हमें ये पता हो
00:19:33कि उस company के commercials क्या है
00:19:35उस company का job opening क्या है
00:19:39उसका closing क्या है
00:19:41पैसा किस हिसाप से देता है
00:19:42क्या को incentive model है
00:19:44क्या paper use model है
00:19:46क्या paper work model है
00:19:48like , how much work will you like it
00:19:50like how industry should be
00:19:52then we will understand the commercial
00:19:54so we will understand the payment model
00:19:56each client has a unique payment structure
00:19:58including, he has a fixed payment
00:20:00some incentive or minimum guarantee
00:20:02and some kind of what we can do
00:20:04so we will understand them
00:20:06and that model
00:20:08we will also understand the payment model
00:20:10because if we haven't yet
00:20:12we will not understand the candidate
00:20:14to be honest
00:20:16you can invest in your candy rate
00:20:18second, if I tell you a client example
00:20:20if you have a swiggy system, it is per order rate
00:20:24which order will be added to the price
00:20:26and that is the weekly incentive model
00:20:28that in a week, you will be able to do 5, 7, 10
00:20:32but in a week, you will be able to do that
00:20:34particularly, you will be able to do that
00:20:36JeptoCard has a daily minimum guarantee
00:20:38that if you have 20 orders in a day
00:20:40then you will be able to do that
00:20:42so you will understand how commercial works
00:20:44and you will be able to do that
00:20:46Second, if you have an candidate
00:20:48if you are interested
00:20:50then you will be able to submit
00:20:52next, you will be able to submit
00:20:54where do you submit?
00:20:56depending on the company
00:20:58you will be able to do
00:21:00if you have an interested candidate
00:21:02you will send me to me
00:21:04WhatsApp Group
00:21:06and you will send me
00:21:08a lead to me
00:21:10your lead will be able to make your lead
00:21:12some company will say directly hr to forward
00:21:14so i will forward
00:21:15basically what we are doing
00:21:17we are just giving the lead
00:21:19the method of giving
00:21:21the method of giving
00:21:23some google form will be
00:21:24some app will be
00:21:26some kind of
00:21:27but we will send lead to us
00:21:29so we are talking about lead submission
00:21:31so lead submission process
00:21:33candidate of interest check
00:21:35and submit their lead through client specific platform
00:21:38what client will say
00:21:39we will submit
00:21:40some client will say hotline app
00:21:42which is in the industry
00:21:44someone will say hotline app
00:21:46then we will send them
00:21:47someone will send them
00:21:48we will send them
00:21:49we will send them
00:21:50we will send them
00:21:51we will send them
00:21:52we will send them
00:21:53we will send them
00:21:54all of our protocols
00:21:55we will understand
00:21:56which lead should be
00:21:57second
00:21:58this is a matter of work
00:22:00which we call unique lead
00:22:01why is it possible
00:22:02when you are talking about
00:22:03that date already
00:22:04has been given to someone
00:22:05who has been given
00:22:062 hours before
00:22:07or already has been given
00:22:08or 10 days before
00:22:09already has been given
00:22:11the COMI
00:22:12Blinkit
00:22:13to relate to a
00:22:15so
00:22:16this is already
00:22:17the client is still
00:22:19a lead
00:22:20but not from their lead
00:22:21because
00:22:22since that is already
00:22:23you will send the lead
00:22:24out to the start
00:22:26when you are using lead
00:22:27so when you are using lead
00:22:28you need to see
00:22:29in that situation
00:22:30the company's criteria
00:22:31what is that
00:22:32is no one thing
00:22:33that is not
00:22:34that no one thing
00:22:35we will proceed with the next step
00:22:39we will join the lead
00:22:41no, if you have done it
00:22:43then wait for 5 days
00:22:45what is the protocol?
00:22:47all of your protocols are good
00:22:49third point
00:22:51one time we have a lead
00:22:53now we will join the candidate
00:22:55onboard in the sense
00:22:57we will join the candidate
00:22:59to join the company
00:23:01how can we join the company
00:23:03and we will join the team
00:23:07and move the industry
00:23:09and then move on
00:23:11and then we will enter the company
00:23:13and then add에
00:23:15pipeline
00:23:17if you think that your job is
00:23:19just in the app
00:23:21you have to work on
00:23:23so no need to go to any company
00:23:25because just the app
00:23:27you will contact the pen card and the car
00:23:29and the app
00:23:31then access the onboarding
00:23:33so any onboarding can be in the app
00:23:36particularly if you have a virtual interview
00:23:39then you will call for interview
00:23:42then you will call for interview
00:23:45then you will call for interview and you will upload it online
00:23:48and you will upload it on board
00:23:50so basically onboarding
00:23:51simple step is to assist
00:23:54candidate to assist
00:23:55because you don't know how onboarding
00:23:57then you will build account
00:23:59where do you build an app
00:24:01you will build an app
00:24:03whatever you need to do
00:24:05you will build an account
00:24:07second
00:24:09like for example
00:24:11jepto captain
00:24:13jepto captain
00:24:15i-source
00:24:17step by step
00:24:19you will understand what happens
00:24:21you will understand
00:24:23after putting a lead
00:24:25onboarding
00:24:27next
00:24:29you will join
00:24:31wherever you are
00:24:33if there is an online company
00:24:35there is an online app
00:24:37if there is an offline company
00:24:39then you will join
00:24:40next
00:24:41next
00:24:42you will understand
00:24:43day one day two
00:24:45how many people
00:24:47and how many people
00:24:48still
00:24:49you need time
00:24:50to get comfort
00:24:51with the system
00:24:52you will join
00:24:54in your first onboarding session
00:24:56you will join a little
00:24:58and you will just a brief
00:25:00here are brands
00:25:02we are working on this time
00:25:04this is our 5 years
00:25:06and this and that
00:25:07so you will understand
00:25:08quickly
00:25:09and then you will understand
00:25:10that you will make a second step
00:25:11like the next step
00:25:12You have understood how to onboard yourself, how to create a profile on the CRM, then you have submitted your documents, audio and video profile, and you have attended the whole process.
00:25:23Then you have understood how to do the Quittal and how to do Quittal.
00:25:32You have done some trial testing on the pipeline.
00:25:35I hope that this process has already been done.
00:25:38How many people have already been done in the process?
00:25:43How many people have already been done?
00:25:50Yes sir, it's been done.
00:25:53Okay, perfect.
00:25:55So, you have understood the Quittal.
00:25:59So, what did you basically do?
00:26:01You have to onboard your company.
00:26:02Because the company, wherever you were, you had to onboard your platform and system.
00:26:07So, what is next job?
00:26:09What is your next job?
00:26:10You have to attend your training session.
00:26:13But, you have to have a doubt in your mind.
00:26:16Exactly sir, everything has come.
00:26:18But, what do you do?
00:26:20Where do you start?
00:26:21Where do you start?
00:26:22Where do you start?
00:26:23What will your day to day routine?
00:26:25But, hopefully, you will be clear by last night.
00:26:28Because the training system is made in this way.
00:26:31So, you will cover up.
00:26:32There will be multiple people.
00:26:34One by one, one by one.
00:26:35One by one.
00:26:36You will have to have every one particular system, software, app.
00:26:41And you will be champion.
00:26:44you will become a champion but still
00:26:46tomorrow you will have a little help
00:26:48if you don't have a house attack
00:26:50or a CRM profile is incomplete
00:26:52or an invite or an interview schedule
00:26:54so now what is our next job
00:26:56is to talk about growth
00:26:58because 2-5 days
00:27:00you have to support
00:27:02sometimes you are confused
00:27:04who is HR, who is leave
00:27:06who is yourself
00:27:08who is luxury name
00:27:10who was the lady who made me an account
00:27:12you have to know the name
00:27:14you have to know the name
00:27:16you have to know the time
00:27:18so what do we do to support you
00:27:20talk about growth
00:27:22similarly, what do you want to do
00:27:24what do you want to do
00:27:26that companies that are advanced
00:27:28Ola, Uber, Jepto
00:27:30all of them
00:27:32have such people
00:27:34who don't understand
00:27:36who don't understand
00:27:38if you think that
00:27:40your company
00:27:42that is a very easy
00:27:44you can see
00:27:46you
00:27:48you can see
00:27:50you can see
00:27:52you can see
00:27:53you
00:27:54you can see
00:27:56Apps का जो हमारे पास में बहुत सार एप्स होती न
00:27:58अपने स्लाइड करते हैं, तो इवन अपने को भी याद होता है, आपने
00:28:00खुद को अफजर किया होगा, अपने फोन में स्लाइड करते हैं, तो हमें
00:28:02पता होता है कि WhatsApp पहले पेज पे लेफ्ट
00:28:04कॉर्णर में है, Instagram मेरे पेज पे राइड जाके उपर उपर
00:28:08मिलता है, और आपके लिए भी वो Instagram अगर वहाँ से थोड़ा इदर उदर हो गया न,
00:28:11second पैसे third में चला गया, तो आप डूनते रहते हैं, डूनते रहते हैं, ऐसा experience हुआ है
00:28:16आपके साथ, सब के अपने अपनी जगर fix है, आपके फोन में भी fix है, ऐसा होता है
00:28:25You can use emojis, आपके पास में emojis हैं, आप emojis कर सकते हैं, chat में लिख सकते हैं, बोल सकते हैं, the best, perfect, तके मुझे पता चलता जाएं कि आप लोग हैं
00:28:43और मैं भी audible हूँ, okay, so अब आपके case में तो क्या होगा, कि अगर वो Instagram इदर उदर हो गया, तो भी आप पहचान लेंगे, कि कि इदर है, लेकिन आप देखा होगा, कि कहीं सारे लोगों को, अरे वो Instagram यहां था, वो WhatsApp यहां था, कहां चला गया, मेरे phone से WhatsApp नहीं मिल रहा, WhatsApp नह
00:29:13वहां से हटा दो, जो हमारे पास में left में bottom पे जो call का icon होता है, वहां से हटा के उसको उपर डाल दो, जहां पर बहुत सारी apps दिखती है, यह पका है कि बहुत सारे लोग जो है, अपन नहीं, मतलब मैं बात कर रहा हूँ कि fathers की category की लोग, या फिर मतलब पुराने लोग, या
00:29:43बात करना है, यहां से एकसप करना है, फिर नीचे देखना है, फिर left में देखके यहां से swipe करना है, फिर right जाना है, फिर right जाना है, फिर right इस्टार जाएगी, अगर app में थोड़ा सा भी update आता है न, companies के app में, तो वह confused हो जाते हैं, और भूल जाते है, that's the only reason कि आपने WhatsApp में �
00:30:13उनको पता है, कि majority जनता है कौन, आखिर कार जो हमें use कर रही है, वो नहीं करता है, वो data के साफ से चलते है, तो particularly, अब आप सोचो कि ऐसे start-ups ने उन लोगों को app चलाना सिखा दिया, उनको order accept करना सिखा दिया, payment withdraw करना सिखा दिया, उनका trust इस बात से जीत लिया है, कि आपक
00:30:43बिना पैसे ने निकलते, और उनको ये समझा दिया company ने कि बिना struggle के पैसे निकलते है, app में एक withdrawal दबाओ, आपके पैसे मिल जाते है, end to end, तो सोची कि उनका trust level वहां तक उनको जीत लिया, उनको सिखा दिया, कैसे हुआ, step by step उनको companies ने train किया, तो जो नए candidate आते हैं, field recruiter मे
00:31:13आप पे लेके आएंगे, तो थोड़ा technical हो जाता है उनके लिए, अगर को जोमेटो काम कर रहा है, तो वो set of x पे आते ही, थोड़ा से सूचेंगे कि इसमें कहां जाना है, किदर जाना है, कहां order मिलेगा, तो थोड़ा सा वो confused होते हैं, तो हमारा काम क्या होता है, AIJFR recruiter, हमे
00:31:43मुझे दिखा ही नहीं पता है, मेरा order लेट हो गया, तो एकात बार वो आपसे support की need मांगेंगे, और देधरे वो खुद ही autopilot और बतलब करने लग जाएंगे, तो उनको support की need होगी, तो आपको ये काम करना है, कि उनको 20, 50, 100 order तो कैसे पहुँचना है, और उनके जो पी question answer हो
00:32:13लेकिन वो at the end बोलते हैं कि नहीं हमारा हो ही नहीं रहा इतना, हमारा तो पुरे महीने का ही 15,000 हो रहा है, 18,000 हो रहा है, क्यों? क्योंकि company के daily incentive, daily model, daily training scheme साती है, आज 10 order करो तो इतना मिलेगा, dinner पे March order करो तो आपको 500 पे incentive मिलेगा, इतना करो तो आपको bonus मिलेगा, अब उनक
00:32:43एक और कर लो बस उस पांचवे order पे मुझे पांचवे order गाए पैसा है नहीं, बलकि जबकि पांच का milestone जो मैंने achieve कर लिया, उसका भी मुझे 500 रुपे extra मिलेगा, तो पांच order पे बहले उसने 50, 50, 50, 50 करके 2500 रुपे करे, लेकिन पांचवे order करते क्योंकि वो milestone टच कर गया, that
00:33:13हमें उनको help करना है, कि आप motivate करना है, कैसे वो particularly जो company claim करती है 30-40 रुपे, वो कैसे मिलेगा, that's it, बस एक बार वो समझ गए, फिर आगे वो champion है, तो हमें उनकी growth के लिए काम करना है, third, fifth, हमें उनके long term relation के लिए काम करना है, long term relation क्यों चाहिए, क्योंकि देखे, आज आपने
00:33:43मतलब जो हम लोग बोलते हैं कि birds having same feather flock together, एक जैसे पंखो वाले birds, एक साथ उड़ते हैं, कोवे कोवे सारे एक साथ, कोयल कोयल सारे एक साथ, कबुतर कबुतर सारे एक साथ, कबुतर की community में आपको huns नहीं दिखेगा, something like that, तो एक जैसे category के लोग एक साथ आपको मिलेंगे
00:34:13higher उनके network है, जो higher category के लोग है, lower उनके network है, क्योंकि कोई गुडगाओं में बैटके एक लाग महीने का कमा रहा है, और software industry में काम करा है, उसको बेस दुनिया क्या, मतलब उसको यह नहीं मतलब कि अपने flight में दूसरे लोग कौन रहते हैं, बगल वाले flight में कौन लोग रहते ह
00:34:43So, आपको long term relation इसलिए बनाने हैं, क्योंकि वो आपको reference देंगे, खुद नए-ने companies के लिए आपको खुद से बोलेंगे, आगे उनकी job छूट भी जाएगी, तो आपसे बोलेंगे कि भया, उसमें तो मैंने छोड़ दिया, कोई नहीं हो तो बताओ, तो आप ही को तो पकड़
00:35:13और आप यह समझ लिए अगर आवा आपसे queries कर रहे हैं, पूछ रहे हैं कुछ, long term में, बाद में phone करके, तो आप यह समझ लिए कहीं नहीं वो अव्यक्ति आपको मानता है, आपके सूपर में से accept करता है, और उनके लिए आप देखना, companies में, जो supervisor होते हैं, manager होते हैं, जो 20 �
00:35:43जैसे उनके दिमाग में जो होता है, कि अन दाता है, मतलब यह ही दे रहा है मुझे सब कुछ, तो आप उनकी mentality समझ यह, जो उनका system है, psychological हो समझ यह, तो आप भी जब उनको job offer करने गए हो, तो कहीं न कहीं आप उनके लिए, मतलब छोटे मोटे देवता हो, वो आपको ऐसे स
00:36:13आपको proactive support देना है, मतलब call आए, बात कर लो, कुछ न कुछ वो आप से पूछ रहा होगा, आपको 100% मैं बता रहा हूँ, यह category के लोग ऐसे होते हैं, यह unguided winners देना है, यह इनको सिर्फ और सिर्फ चाही होता है घनुमान जी, बस वो मिल गया, वो उसके पीछे पीछे चल �
00:36:43को लेके आते हैं, यह 10-20 को लेके आते हैं, क्योंकि network है, तो आप जब उनको proactive support देंगे, तो इनके mind में naturally एक feeling of humility होती है, कि like इन्होंने मुझे job दी, तो आप उनको बोलेंगे ना बहिया, कोई और भी लेके आओ, आपकी बात को टालेंगे ने, as a professional क्या करता है, आप किसे स
00:37:13होंगा, मैं बेज दता हो, कोई Delhi कतनी, आप मुझे बताओ, कितने रोगों कि आपके पास मैं ऐसे call आया, और आपने उनको reference दे दिया, या आपने उनको कोई और reference दे दिया हो, कितने लोगों ने दिया, बताओ?
00:37:26when I told a call
00:37:30I have a call
00:37:32or one to tell
00:37:33or one, a flat should let me
00:37:35say I have to tell
00:37:36or I have to tell
00:37:38or I have to tell
00:37:39or tell me
00:37:40when I tell
00:37:41what we tell
00:37:42what we say
00:37:43that we say
00:37:44no
00:37:44no
00:37:46we tell
00:37:47that it doesn't
00:37:47we tell
00:37:49if you ask
00:37:49you
00:37:50ask
00:37:50a rickshaw
00:37:51to ask
00:37:51one
00:37:52one
00:37:52one
00:37:55or one
00:37:55one
00:37:55ask you to ask them or ask them
00:37:57maybe 2-5 minutes he will sit and talk to them
00:37:59and tell them
00:38:01or he will ask you to ask you to ask me
00:38:03yes, dude,
00:38:05if someone in your own job or
00:38:07what a room is or what a flat is
00:38:09he can call 1-2 people
00:38:11now, think that
00:38:13people are very ready for help
00:38:15and don't do that
00:38:17why? because that is natural
00:38:19by default
00:38:21If someone is talking about a big deal, they try to help and support them.
00:38:26So, you have to maintain a relationship with those people so that they will take a lot of people to come.
00:38:32So, this is our 5 steps. Now let's see what you have to understand.
00:38:36What is the first step? Anyone, mic on and on.
00:38:39What is the first step?
00:38:41Commercial.
00:38:46Commercial training.
00:38:49Commercial training.
00:38:51Perfect.
00:38:53Commercial training.
00:38:55So, what is the second step?
00:38:57Lead submission.
00:39:01Very good ma'am.
00:39:03What is the third step?
00:39:05Any newcomer?
00:39:07Onboarding.
00:39:09Onboarding.
00:39:11Okay, perfect.
00:39:13What is the fourth step?
00:39:15Growth support.
00:39:17Okay.
00:39:18And the fifth step?
00:39:19Long term relationship.
00:39:21Okay.
00:39:22Okay.
00:39:23Okay.
00:39:24My first question is, is this five steps?
00:39:26Is it for FR?
00:39:28Is it for every job?
00:39:30Yes, it is for every job.
00:39:32Yes, it is for every job.
00:39:34Perfect.
00:39:35Because every job is the same system.
00:39:36It is for ways and means.
00:39:38It is for every job.
00:39:39Otherwise, the job is the same.
00:39:40We, as a HR recruiter,
00:39:42We, as a HR recruiter,
00:39:43When we, as a company,
00:39:44we will have these five steps follow us.
00:39:46We will have to follow us.
00:39:47Our, as-king.
00:39:48Our, asking.
00:39:49Our, just the next step is,
00:39:51The five steps.
00:39:52Lead, I will put up a commercial.
00:39:53Where do I put up a lead?
00:39:55But where do I put up a lead?
00:39:56Lead, I will put up a lead.
00:39:57But where do I put up a lead?
00:39:59Where do I put a lead?
00:40:00Wipro, I have to put up a lead.
00:40:01If you have to do onboarding, then where do you have to do it?
00:40:04You have to do these 5 steps. Where do you have to do it? That is another part.
00:40:07I hope you have to understand everything perfectly here.
00:40:10If you have to give a thumbs up, give a thumbs up.
00:40:17So, first of all, just take a feedback.
00:40:20We have to ask you.
00:40:22What is our voice speed?
00:40:25Is it perfect?
00:40:26Is our selection of words perfect?
00:40:28From both sides.
00:40:31What would we want to say?
00:40:32oise muted or corrupted?
00:40:34What would we need from thinking about the gap?
00:40:39Or are the hard words?
00:40:41Or fast?
00:40:42Is it more that hard?
00:40:44Or do we want to start working?
00:40:46Yeah, as you want to say, do it in your way.
00:40:48We want to change?
00:40:50Do we want to change?
00:40:52And plan it in your way, all are fine.
00:40:54поряд quoi?
00:40:56Sir everything is fine.
00:40:59Okay, thank you.
00:41:02So, let's move to the next part.
00:41:06So, we have to do these 5 steps as HR and as FR.
00:41:09So, first, Client Specific Training.
00:41:12This particularly, FR people have to know more.
00:41:15HR people have to know a little bit.
00:41:17But, they are aware of what happens.
00:41:19But, FR people have to do specific,
00:41:21that you have to work with those companies.
00:41:24So, what is their specific training?
00:41:27Now, we will know what to do for a company.
00:41:30So, we will know about some companies.
00:41:33First, we will understand the delivery client.
00:41:35Swiggy, Jometo, Jepto, Blinkit, Instamart and Rapido.
00:41:39You will remember that.
00:41:41Swiggy, Jometo, Jepto, Blinkit, Instamart and Rapido.
00:41:45What is the step-by-step process?
00:41:47First of all, we will source the candidate.
00:41:49Or go to the field or call.
00:41:50Second, lead submission.
00:41:52In-client, lead submit will be an app.
00:41:55Hotline.
00:41:565-6 steps will be the same place.
00:41:59So, we will have hotline training in the session.
00:42:03It will be 10 minutes.
00:42:05So, basically, we will have to add lead.
00:42:07So, you will remember where to add lead.
00:42:09Next.
00:42:11Unique number check.
00:42:13This is hotline app, you will see if you will be unique.
00:42:16It will be there.
00:42:17That we will see that.
00:42:18That our daily lead will not be duplicate.
00:42:19Next.
00:42:20App download.
00:42:21Which one should be downloadable?
00:42:22Which one should be onboarding.
00:42:24If we have to do Swiggy, then Swiggy.
00:42:26If we have to do Swiggy, then Swiggy.
00:42:27And Jometo, then Jepto.
00:42:28So, Jepto, then Jepto.
00:42:29If we have to onboarding.
00:42:30Then, sorry.
00:42:31App downloadable.
00:42:32Then, onboarding.
00:42:33lighting on-boarding on-boarding.
00:42:34On boarding when we have to have.
00:42:35What app will do with pend card or driving license?
00:42:36Some app will deliver a pen card, license.
00:42:37Some device will use pen card, etc.
00:42:38Some app will deliver pen card, simple.
00:42:42Some app will provide pen card only.
00:42:43Just alcohol.
00:42:44Something app will give pen card, simple.
00:42:46Some app will add pen card, simple.
00:42:48Some app will give pen card, if Words and pen.
00:42:49Complete number.
00:42:50About this, the work will be needed Todo Armor.
00:42:52百分 approvals o path contractors must be achieved.
00:42:53Stop using the owners with yrity.
00:42:54insbesondere As you call the company,
00:42:58Next.
00:42:59Payment.
00:43:00Payment is about everything you have to do with all the applications.
00:43:01on boarding fees
00:43:03what is on boarding fees
00:43:05particularly this app
00:43:07like Swiggy
00:43:09which is 2 rupees on boarding fees
00:43:11that you check the method
00:43:13that you have to be valid
00:43:15and that method
00:43:17what you do
00:43:19when you refund or payout
00:43:21that payment is captured
00:43:23that payment gateway
00:43:25what you do
00:43:27imagine you buy a parcel
00:43:29if you payment
00:43:31then how do you do
00:43:33a virtual vpa address
00:43:35on the spot create
00:43:37and save
00:43:39which is why
00:43:41that's why
00:43:43every application
00:43:45on boarding fees
00:43:47on boarding fees
00:43:49on boarding fees
00:43:51on boarding fees
00:43:53on boarding fees
00:43:55because the company
00:43:57documents check
00:43:59police verification
00:44:01behind the scene
00:44:03behind the scene
00:44:05police verification
00:44:07in the day
00:44:09if you think
00:44:11you know
00:44:13you know
00:44:15you know
00:44:17you know
00:44:19you know
00:44:21you know
00:44:23you know
00:44:25you know
00:44:27you know
00:44:29that
00:44:31you know
00:44:33you know
00:44:35you know
00:44:37that
00:44:39the company
00:44:41can do
00:44:43the company
00:44:45on boarding fees
00:44:47on boarding fees
00:44:49on boarding fees
00:44:51and
00:44:53this
00:45:01you know
00:45:03you know
00:45:05you know
00:45:07So where will the salary come from?
00:45:11Then it will be onboarding fees
00:45:13So it will give time, the company will activate it
00:45:16The database will go, the system will go
00:45:18All things will happen in demand and supply
00:45:20It will be particularly candidate
00:45:22So it will be one time sourcing fees
00:45:25This is one time fees
00:45:27Then the second is
00:45:28One time fees
00:45:30Because the company gives a t-shirt and bag
00:45:35So t-shirt and bag
00:45:37The company takes 1200 rupees and 1800 rupees
00:45:41Like you know, you can do a job
00:45:43You can do a t-shirt and bag
00:45:45The bag is also a thermostat bag
00:45:47So the bag is a little warm
00:45:49So the company will take the bag
00:45:51The company will take the money
00:45:53So if you join today, you will take the bag
00:45:55You will take the bag and take the bag
00:45:57Then you will take the bag
00:45:59So the company will take the amount of money
00:46:01After the amount of money
00:46:03Then you will take the order
00:46:05To order complete
00:46:07someone will give me $600,000, $300,000, $400,000, $400,000.
00:46:09That's why it's a candidate to be more than one,
00:46:11and in the number of cases,
00:46:13it will give me four cases to pay.
00:46:15For the $18,000, $300,000, $300,000,
00:46:17or $400,000, $400,000,
00:46:19to pay for 4 parts to pay.
00:46:21For the company, it will be more than one,
00:46:23or the candidate will easily pay.
00:46:25When you are not, you pay them.
00:46:27Then, the company activates the account,
00:46:29then, order complete.
00:46:31Then, our work has come.
00:46:33Now,
00:46:35This system will work in corporate, you need to submit a lead
00:46:40and you need a unique number or non-unique, it doesn't work in general
00:46:44You need to see that candidate is 3 months old
00:46:47You need to download an app, onboarding
00:46:50Just don't give account activation fees
00:46:53Some companies say that we have a call
00:46:57Work from home, I don't want to do anything, 40,000 Rs. salary
00:47:00Just give one time 300 Rs. training charge
00:47:04How many people have you?
00:47:09We have a one-year-old, sir
00:47:12Where will they go to 3,000 Rs.
00:47:15Anyone can guess?
00:47:17Where will they go to 3,000 Rs.
00:47:21Which will come to the company?
00:47:23You need to find a job of data entry
00:47:25or telecalling job
00:47:26You need to do work at home
00:47:28We'll give you all the training
00:47:29You need to donate 3,000 Rs.
00:47:31no one can tell you where are you going to go to the verification team
00:47:36or the staff who are in there
00:47:40who are going to salary
00:47:42now I have told you how to go to the JEPTO
00:47:44where are you going to go to the company's job
00:47:51anyone please
00:47:58let me know how are you thinking
00:48:01you can go to the verification team
00:48:03if it is genuine
00:48:05and if not
00:48:07those who call them
00:48:09they can go to the company's job
00:48:11ok
00:48:13and who is doing it
00:48:15who is going to go to the company's job
00:48:21what is going to go to the company's job
00:48:23look the white
00:48:25white collar job and grey collar job
00:48:27I think you understand white collar
00:48:29gray color or blue color white color top line candidate which is a good salary official
00:48:34gray is a little middle and blue color is a little lower category which means 8-10-12,000
00:48:40rupes salary to be generally, especially in the education level, they give a little
00:48:46simple work in blue color. So look, I was asking this because we have work from home
00:48:54because there are no work from home jobs that offer many companies. So those
00:49:03those 300 rupes one-time training charge and all those charges are going to call
00:49:07in the same way. But particularly white-collar companies have a longer runway for the price
00:49:16of the price. So they generally don't get one-time charge. This is a fraud. Otherwise companies
00:49:23they don't get one-time charge. And if companies one-time charge
00:49:28they don't get one-time charge, then it may be 99.9% of companies
00:49:33like that. Because companies have one-time charge. And companies have one-time charge
00:49:37also have one-time charge. And if companies have one-time charge, then they will prove
00:49:43themselves. The whole system you will understand and learn and learn. And they will
00:49:47charge. So you will not ask that charge charge. You will not ask that charge charge. You will
00:49:50not ask that charge charge. You will not ask that charge charge charge. You will not ask that charge
00:49:53by having spent 10,000,000 dollars on the money
00:49:56so I don't say that you would know that 10,000,000 dollars on the money
00:49:58but leave so that you don't have two months for us
00:50:01so that you have to pay our money
00:50:04so that we will make money in 2-3 months
00:50:07we will not have to play in a while
00:50:10so that we will not pay our money
00:50:12so that you will not pay for 10,000 dollars
00:50:15but the applications where we bring money
00:50:19we are not giving everybody
00:50:22app directly pay
00:50:23so that will directly
00:50:24company
00:50:25go
00:50:26and
00:50:27operations
00:50:28increase
00:50:29so this is
00:50:31particularly
00:50:32delivery clients
00:50:33role
00:50:34then coming to the
00:50:35set of x
00:50:36set of x
00:50:37what is
00:50:38first
00:50:39lead
00:50:40submit
00:50:41we were
00:50:42where
00:50:43we were
00:50:44where
00:50:45we were
00:50:46where
00:50:47we were
00:50:48where
00:50:49we were
00:50:50where
00:50:51we were
00:50:52submit
00:50:53and
00:50:54one
00:50:55has
00:50:56CRM
00:50:57where
00:50:58you
00:50:59can
00:51:00tell
00:51:01that
00:51:02you
00:51:03can
00:51:04tell
00:51:05the
00:51:06same
00:51:07process
00:51:08other
00:51:09way
00:51:10end
00:51:11to
00:51:12end
00:51:13third
00:51:14picker
00:51:15picker
00:51:16picker
00:51:17picker
00:51:18picker
00:51:19this
00:51:20number
00:51:21if you
00:51:22see
00:51:23when
00:51:24you
00:51:25see
00:51:26industry
00:51:27look
00:51:2810
00:51:29years
00:51:30first
00:51:31we
00:51:32saw
00:51:33you
00:51:34have
00:51:35what
00:51:36what
00:51:37do
00:51:37you
00:51:38look
00:51:39to
00:51:40construct
00:51:41that
00:51:42particularly
00:51:43we
00:51:44buy
00:51:45how
00:51:46combo 1 kg
00:51:481 kg
00:51:501 kg
00:51:521 kg
00:51:54Look who has seen
00:51:56from the shop
00:51:58particularly
00:52:00what are they
00:52:02customize
00:52:04product
00:52:06particularly
00:52:08big bazar
00:52:10super mart
00:52:12after that
00:52:14quick commerce
00:52:16online
00:52:18imagine
00:52:20imagine
00:52:22we just order
00:52:242-3-4 days
00:52:26then
00:52:28quick commerce
00:52:30blink it
00:52:32jepto
00:52:34insta mart
00:52:3610 minute
00:52:38quick commerce
00:52:40immediately
00:52:42sorry
00:52:44so why
00:52:46if we go to d-mart
00:52:48we can do the selection
00:52:50products
00:52:52only for people
00:52:54for billing
00:52:56and rearrange
00:52:58quick commerce
00:53:00now
00:53:02now
00:53:04we can do
00:53:06300
00:53:08300
00:53:10trolleys
00:53:12300
00:53:14trolleys
00:53:16300
00:53:18trolleys
00:53:20300
00:53:22loading
00:53:24and put
00:53:26300
00:53:28and put
00:53:30300
00:53:32and put
00:53:34300
00:53:36and put
00:53:38300
00:53:40and put
00:53:42300
00:53:44people
00:53:46and put
00:53:48300
00:53:50and put
00:53:52300
00:53:54people
00:53:56and put
00:53:58300
00:54:00and put
00:54:02300
00:54:04and put
00:54:06be
00:54:08for
00:54:101
00:54:12and put
00:54:142
00:54:163
00:54:18and put
00:54:201
00:54:22and put
00:54:241
00:54:25and
00:54:262
00:54:28and
00:54:302
00:54:32and
00:54:33who will do the work?
00:54:35Anyone?
00:54:37Tell me who will do the work.
00:54:41You will go to the app.
00:54:43I will do the picker-packer
00:54:45picker-packer
00:54:47picker-packer delivery reports.
00:54:49Yes, yes.
00:54:51Look, the delivery boy has not done
00:54:53300 people's orders
00:54:55for 10 minutes.
00:54:57So, 300 people's orders
00:54:59Then, if you go out
00:55:01then, someone will put up in the cart
00:55:05at least 300 people's orders
00:55:07You can imagine that you are going to be able to swap
00:55:09in the mood.
00:55:11But, if you order 300 people's orders
00:55:13at least 1.5 people's orders
00:55:15quickly, here's the biscuit
00:55:17you can see, it's 10 minutes
00:55:19then, 2 minutes, 3 minutes,
00:55:21they all know, here's the biscuit, here's the cookies
00:55:23here's the cookies, here's the cookies
00:55:25and here's the order
00:55:27So, think about how much speed
00:55:29people are running
00:55:31So, there are so many new opportunities
00:55:33in that dark store
00:55:35in that warehouse
00:55:37at least 300 people's orders
00:55:39Now, there are 300 people's orders
00:55:41you go to the night, you go to the demark
00:55:43you go to the demark
00:55:45and you have seen the experience
00:55:47in the line
00:55:48So, anytime
00:55:49there are 200-300 people's orders
00:55:51to picker-packer
00:55:53Now, I will tell you
00:55:55you go to the demark
00:55:57let's suppose you went to Triton Mall
00:55:59in one demark
00:56:01you went to the WTP
00:56:03or GT
00:56:05somewhere in the mall
00:56:07so, in Jaipur, Jaipur
00:56:09there are 12 demark
00:56:11Now, if we talk about Blinkit
00:56:13then, in Jaipur, there are 18 stores
00:56:15in Blinkit
00:56:16if we talk about Instamart
00:56:17then, in Instamart
00:56:19there are 12 stores
00:56:20if we talk about Jepto
00:56:21then, there are 16 stores
00:56:23almost 45 stores
00:56:25every store
00:56:27at least 100
00:56:29at least 100
00:56:30at least 100
00:56:31people's needs
00:56:32so, how many jobs
00:56:33picker-packer
00:56:34almost 4500
00:56:35if we talk about
00:56:36short term gap
00:56:37fulfill
00:56:38plus minus
00:56:393000 picker-packers
00:56:40then, you need to go to the house
00:56:42and deliver
00:56:433000 picker-packers
00:56:44and 3000 riders
00:56:45then, along
00:56:47particularly
00:56:4810 picker-packers
00:56:49group leader
00:56:50team manager
00:56:51store manager
00:56:52all
00:56:54so, you can understand
00:56:55that, because of
00:56:56quick commerce
00:56:57many new jobs
00:56:58so, this is our third
00:56:59picker-packers
00:57:00that are
00:57:01loaded
00:57:02and
00:57:02there are no technical
00:57:04qualification
00:57:05no
00:57:06person
00:57:07just
00:57:08that
00:57:09that
00:57:10that
00:57:11that
00:57:12that
00:57:13that's it
00:57:14that's it
00:57:15that's it
00:57:16that
00:57:18that's it
00:57:19that's it
00:57:20that's it
00:57:21you can't
00:57:22graduate
00:57:23because
00:57:24that's it
00:57:25that
00:57:26that's it
00:57:27that
00:57:28that's it
00:57:29that
00:57:30that's it
00:57:31that
00:57:32that's it
00:57:33that
00:57:35that's it
00:57:36that
00:57:37that's it
00:57:38that
00:57:39order
00:57:40order
00:57:41and
00:57:42order
00:57:43and
00:57:44order
00:57:45out
00:57:46and
00:57:47that
00:57:48here
00:57:49have
00:57:50individuals
00:57:51live
00:57:53So this is a picker picker job,
00:58:01what do you need to do?
00:58:02First of all, lead submit to Google Form
00:58:05Now, onboarding for an app
00:58:08I source for the industry
00:58:10That is a training
00:58:12Picker picker for the app
00:58:14First of all, hotline
00:58:16Second of x
00:58:18Set of x
00:58:19Picker picker for the app
00:58:21I source for the app
00:58:23The other formality is the same
00:58:24They have to see you onboarding
00:58:26Interviews
00:58:27Blinkit store
00:58:29Interviews
00:58:31Interviews
00:58:32What do you want to ask?
00:58:34Biscuit or dh?
00:58:36Biscuit sir
00:58:37What do you want to ask?
00:58:38Dh or dhai?
00:58:39Dhai
00:58:41Selected
00:58:42Now, you are done
00:58:44That's it
00:58:46Because you have to ask
00:58:47Tell me something about yourself
00:58:49And what and what and what and what
00:58:51So, fourth point
00:58:52Essential skill
00:58:53Now, as a field recruiter
00:58:54You need to know who skills you need to know yourself
00:58:57And as a HR recruiter
00:58:58You need to know how to hire us
00:59:00How to hire the field recruiter
00:59:02Because if we hire
00:59:03Right hire
00:59:04Then they will do right
00:59:05So, you need to know which skills you need to know
00:59:07First
00:59:08Engaging potential candidate
00:59:10Look
00:59:12There are three things
00:59:13One is to engage
00:59:14Engage
00:59:15But who
00:59:16A potential
00:59:17Potential means
00:59:18Right candidate
00:59:19And one candidate
00:59:20You need to know who candidate
00:59:21Right candidate
00:59:23To engage
00:59:24You need to know who's potential
00:59:26If you don't engage
00:59:28Then
00:59:29He will engage
00:59:30Simple
00:59:31So
00:59:33How to effectively pitch job opportunities
00:59:35You need to know video
00:59:36How to effectively pitch
01:00:01how we engage or how we bring it to the job
01:00:05he will do 10 objections and then you will give 10 answers
01:00:08then highlighting key advantages
01:00:11if you tell them about the advantages of your job
01:00:15then you can understand the job
01:00:17everyone will not understand
01:00:19everyone will understand
01:00:21so I think you will take everyone
01:00:23but everyone will not understand
01:00:25why will not understand
01:00:27because for someone the salary range is not right
01:00:29someone will already work
01:00:31someone will not have a plan
01:00:33someone will not have a good plan
01:00:35someone will not have a good plan
01:00:37so you will give advantage
01:00:39you will give the best
01:00:41that you will give flexible hours
01:00:43earning potential is so good
01:00:45then
01:00:47decide
01:00:49convince
01:00:51that's it
01:00:53then
01:00:55you will do accurately
01:00:57like right
01:01:01like right lead submit
01:01:03like right
01:01:05like right
01:01:07like right lead submit
01:01:09like
01:01:11accurately lead
01:01:13like that
01:01:15skill
01:01:17one
01:01:19one
01:01:21one
01:01:23one
01:01:25one
01:01:27one
01:01:29one
01:01:31one
01:01:33one
01:01:35one
01:01:37one
01:01:51one
01:01:53one
01:01:55So if you want to use a photo, you will not capture it, it will be bad, it will be bad, it will be bad, it will be bad, it will be bad, it will be bad, it will be bad, it will be bad.
01:02:02So the documents don't activate it sometimes.
01:02:05So for activation, you have to upload it from your phone, you have to do onboarding it, you have to do it from your phone, like that.
01:02:11So you have to guide the candidate and if there is an issue, you have to troubleshoot it.
01:02:16Common issues such as pen not match, selfie not match, those are common issues in documents, they will clear you.
01:02:24Then, as a successful, how do you become in field recruiter?
01:02:29The first thing matters is your communication skill.
01:02:33Communication means how to speak, how to speak.
01:02:36If you like to speak, you are the right person and the blue-collar category,
01:02:41the first priority is your sound, how to speak.
01:02:49Because if you have seen, you will go in village, the people say this, 2 minutes, 3 minutes, 5 minutes.
01:02:54When you speak, it is good, it is good.
01:02:57I do not think that when you speak, it is good.
01:02:59Just speaking, it is good, it is good.
01:03:01It is bad if you say that you do not feel good or not.
01:03:04Or when you talk about it, it is good, I do not know how to speak.
01:03:08And the lower category, blue collar category, all the people
01:03:11can use communication skills.
01:03:13If you say, what is wrong, what is wrong, what is wrong
01:03:16and it's irritating.
01:03:18So you can explain how to explain them.
01:03:21Communication skills must be.
01:03:24You should say that you should trust the audience.
01:03:28You should say that you should do or not.
01:03:30But you should talk about it in 2-5 minutes.
01:03:34At least.
01:03:36If you don't become a customer,
01:03:38you will give you a reference to someone else.
01:03:40But you should understand it.
01:03:42You should think better.
01:03:44Like I will tell you a live example.
01:03:46If you listen to Manpreet Mem from tomorrow,
01:03:48you have seen Manpreet Mem from tomorrow.
01:03:50Have you seen Manpreet Mem from tomorrow?
01:03:52How do you see Manpreet Mem from tomorrow?
01:03:54Who saw Manpreet Mem from tomorrow?
01:03:56The first session was your first on the board session?
01:03:58No. No sir.
01:04:00Okay.
01:04:02Have you seen Manpreet Mem from tomorrow?
01:04:04No. No.
01:04:05No.
01:04:06Do you see me?
01:04:07No.
01:04:08Do you see me?
01:04:09No.
01:04:10Do you see me?
01:04:11Where are you?
01:04:12No.
01:04:13No.
01:04:14Okay.
01:04:15So,
01:04:16We don't need to see another one.
01:04:19Just,
01:04:20I am saying a bit about something.
01:04:22But you can identify words and see a bit
01:04:24that you have explained them.
01:04:25Yes.
01:04:26I explained them.
01:04:27I explained them.
01:04:28I explained them.
01:04:29And I explained them.
01:04:30and you have to listen to it and you have to make a perception that this is how it comes
01:04:36or is it not? Is it right or is it not? Yes or no? This is our first one.
01:04:43The first deciding factor is as a successful recruiter.
01:04:58This is not a job. Even if you are as a HR recruiter or you are as a HR,
01:05:04it will be the most respectful job for female candidates as a HR.
01:05:10This is the starting HR recruiter.
01:05:12But when they are the most admirable, most respectful position,
01:05:17when a lady is a HR.
01:05:19HR is all about to maintain emotions.
01:05:22People need to understand emotions.
01:05:24You need to understand why the candidate needs to understand you.
01:05:26You need to understand the candidate.
01:05:28And the candidate needs to be pacified.
01:05:30If he listens to 2 minutes,
01:05:32his patience and temperament is high,
01:05:34then he will go away.
01:05:36So, the communication skills are good.
01:05:40The second is problem solving abilities.
01:05:43Like, if someone is asking you something,
01:05:45then you just need to explain it.
01:05:47If you don't know, frankly,
01:05:49please tell me.
01:05:50I don't know.
01:05:51But I will ask for a while.
01:05:52Maybe this is my first time.
01:05:54So, you can accept it.
01:05:56If you don't know what you know,
01:05:58you don't know.
01:05:59You don't know anything.
01:06:01You don't know how much salary is.
01:06:03You don't know how much salary is.
01:06:04If you don't know salary,
01:06:05then I will ask you.
01:06:06But if you don't know interest,
01:06:07if you don't know interest,
01:06:08then you can confidently say it.
01:06:09So, it will go.
01:06:10There is no doubt.
01:06:11You don't know.
01:06:12If you don't know 18 years ago,
01:06:13there will be 12,000 years ago,
01:06:14then you will be a little bit more.
01:06:15You will be a little bit more.
01:06:16You will be a little bit more.
01:06:17You will be a little bit more.
01:06:18You will be a little bit more.
01:06:19You will be a little bit more.
01:06:20Continuous improvement.
01:06:21Look, who is the discussion?
01:06:23As a successful career,
01:06:25how will it be?
01:06:26Communication skills.
01:06:27Problem solving abilities.
01:06:28Next, continuous improvement.
01:06:30You should have to improve yourself.
01:06:31You should have to improve yourself.
01:06:33You should be a little bit more.
01:06:34You should have to improve yourself.
01:06:35You should be updated to market, industries,
01:06:38and what type of job is happening.
01:06:40The companies and new protocols are happening.
01:06:42You should be updated.
01:06:43You should have to have to give feedback.
01:06:45A bit of feedback.
01:06:46You must and must compulsory.
01:06:48You should be working on your job.
01:06:51Even in life,
01:06:52you should work on your personal work.
01:06:54Feedback is the most necessary.
01:06:56We will get to see improvement.
01:06:59And when you have a feedback, you have a humility count that you listen to the front.
01:07:05Feedback, this is an improvement scope.
01:07:08That's it. So conclude. Simply, you have to master your work.
01:07:13First of all, you should be a chai, a field recruiter, a HR recruiter, a HR, a teacher.
01:07:20You have to master your work. You have to master your opportunities.
01:07:25But in every opportunities, there is a simple meaning that you will be a HR recruiter, a group leader, a team leader, a general HR, a HR.
01:07:37But you will be a master's work.
01:07:41After that, you will be a master's work.
01:07:45You will be a master's work.
01:07:47If you have a master's work, you will be a master's work.
01:07:53Empowering candidates, this is the most important thing.
01:07:55HR recruiter or field recruiter.
01:07:59Candidates, you have to empower a little push.
01:08:02Otherwise, you will not believe you.
01:08:04You will not submit your lead.
01:08:06You will motivate them.
01:08:07Please, sir.
01:08:08I will give you a process.
01:08:10Just empower them.
01:08:12So, thank you everyone for this session.
01:08:14I think we were a little 15 minutes late.
01:08:17But our end exit was a minute late.
01:08:20But we are on time.
01:08:21So, anyone have any question before moving to the next session after a break?
01:08:26No question.
01:08:27Ok.
01:08:28Anyone have any question?
01:08:42No, sir.
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