Hi,
Actually, I am trying to solve a problem. If we have to hire one person for a small position in the organization, what should we do? For example, if we have to hire a computer operator or a guest attendant with a salary ranging from 3000-5000, what should be our recruitment strategy?
-> I have to find a source involving the lowest cost.
-> As there is only one vacancy in the organization, can we use personal contacts or employee referrals for this?
-> Or we can have an advertisement in the local newspaper. But for one vacancy and a small salary, is it correct?
-> How can I minimize the cost of recruitment for this small position?
-> I am trying to consider different sources but still confused.
Please help.
From India, Ludhiana
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4Actually, I am trying to solve a problem. If we have to hire one person for a small position in the organization, what should we do? For example, if we have to hire a computer operator or a guest attendant with a salary ranging from 3000-5000, what should be our recruitment strategy?
-> I have to find a source involving the lowest cost.
-> As there is only one vacancy in the organization, can we use personal contacts or employee referrals for this?
-> Or we can have an advertisement in the local newspaper. But for one vacancy and a small salary, is it correct?
-> How can I minimize the cost of recruitment for this small position?
-> I am trying to consider different sources but still confused.
Please help.
From India, Ludhiana
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Hi mana,
For one vacancy ad, portals are costly and time-consuming. What you can do is contact your personal contacts, and referrals from company employees would reduce the cost of recruitment. If you do not get any candidates, email me the job description and the location of the company, and I will help you out by sending a few candidates. My email address is ajithaa_hasan@yahoo.com.
Regards,
Ajithaa
From India, Madras
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For one vacancy ad, portals are costly and time-consuming. What you can do is contact your personal contacts, and referrals from company employees would reduce the cost of recruitment. If you do not get any candidates, email me the job description and the location of the company, and I will help you out by sending a few candidates. My email address is ajithaa_hasan@yahoo.com.
Regards,
Ajithaa
From India, Madras
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Hi,
For positions of this nature, there are two alternatives:
1. Employee or other referrals
2. College Database
Employee referrals work better. I used to get the list of candidates passed out from local colleges and send them emails. Sometimes, one in a hundred turns out.
Siva
From India, Chennai
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For positions of this nature, there are two alternatives:
1. Employee or other referrals
2. College Database
Employee referrals work better. I used to get the list of candidates passed out from local colleges and send them emails. Sometimes, one in a hundred turns out.
Siva
From India, Chennai
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Thank you for the help. I also believe that employee referrals and personal contacts can help reduce costs. Could you answer some other questions I have?
- Is there any cost involved in recruiting through employment exchanges?
- As I mentioned, we need to recruit a computer operator. Therefore, I believe the recruitment and selection process can be shortened. What do you think is more suitable, conducting a small test or just an interview?
From India, Ludhiana
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- Is there any cost involved in recruiting through employment exchanges?
- As I mentioned, we need to recruit a computer operator. Therefore, I believe the recruitment and selection process can be shortened. What do you think is more suitable, conducting a small test or just an interview?
From India, Ludhiana
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Hi Mana,
For the interview process, you can have a typing speed test followed by the interview. In these two processes, you can assess the speed with spelling errors. Through the interview process, you can also evaluate the candidate's attitude. Hope this helps.
Regards,
Ajithaa
From India, Madras
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For the interview process, you can have a typing speed test followed by the interview. In these two processes, you can assess the speed with spelling errors. Through the interview process, you can also evaluate the candidate's attitude. Hope this helps.
Regards,
Ajithaa
From India, Madras
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Hi,
I would suggest going with either:
1) Employee referral, or
2) Personal database.
However, this approach may be useful only for small and simple jobs. If you are looking for a specific person with technical knowledge required for a small position, then this method may not be effective.
From India, Hyderabad
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I would suggest going with either:
1) Employee referral, or
2) Personal database.
However, this approach may be useful only for small and simple jobs. If you are looking for a specific person with technical knowledge required for a small position, then this method may not be effective.
From India, Hyderabad
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Recruitment Cost Analysis.xls
Recruitment Strategy.ppt