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Dear Sheela,
First, conduct market research to determine whether your salaries are on par with the market or below. If they are below market levels, you need to convince management that we must align our remuneration with industry standards.
The second issue is that you are considered "small" under the SME (Small and Medium Enterprises) category. This is a common challenge for SMEs as job candidates often prefer to work for well-known companies. You should communicate this to your management. Branded companies can sometimes offer lower salaries due to their brand recognition, unlike SMEs. This is the reality of the 21st century, and we must adapt to it.
Ok...
DVD
From India, Bangalore
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First, conduct market research to determine whether your salaries are on par with the market or below. If they are below market levels, you need to convince management that we must align our remuneration with industry standards.
The second issue is that you are considered "small" under the SME (Small and Medium Enterprises) category. This is a common challenge for SMEs as job candidates often prefer to work for well-known companies. You should communicate this to your management. Branded companies can sometimes offer lower salaries due to their brand recognition, unlike SMEs. This is the reality of the 21st century, and we must adapt to it.
Ok...
DVD
From India, Bangalore
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Dear Sheela,
I totally agree with DVD. You must raise your salary range compared to other companies. I understand that it's very difficult to retain employees at this time, so we need to attract them with a higher salary range and different facilities compared to others. You can also shorten the bond period to 1 year and consider implementing a probation period.
Hope it works.
From India, Gurgaon
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I totally agree with DVD. You must raise your salary range compared to other companies. I understand that it's very difficult to retain employees at this time, so we need to attract them with a higher salary range and different facilities compared to others. You can also shorten the bond period to 1 year and consider implementing a probation period.
Hope it works.
From India, Gurgaon
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You organisation should change to the current context and dilute some of the harsh conditions if you want to recruit right people. No one will be willing to join with strings attached.
From India, Lucknow
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From India, Lucknow
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Hi,
Thank you for your early response. I have already discussed the 1-year contract, probationary period, and contract terms, but they are not ready. We have also conducted a market analysis and found that other companies are offering a handsome amount compared to ours. I don't know how to attract candidates for these positions.
Regards,
Sheela
From India, Coimbatore
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Thank you for your early response. I have already discussed the 1-year contract, probationary period, and contract terms, but they are not ready. We have also conducted a market analysis and found that other companies are offering a handsome amount compared to ours. I don't know how to attract candidates for these positions.
Regards,
Sheela
From India, Coimbatore
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Dear Sheela,
First of all, please specify your industry type. The reason your management is asking for a bond is likely due to the attrition rate, which may be a result of the low payment offered to employees.
You mentioned that your management is reluctant to increase payment or cancel bonds. In this case, it is up to the HR department to devise innovative recruitment strategies. What is the location of your company?
There are various methods to attract and recruit candidates. Many individuals are actively seeking employment opportunities. It is essential to streamline your recruitment processes. Utilize online portals and other modern methods to receive job applications. Engaging with social communities can also be beneficial. I have previously recruited individuals for a salary of 6k/month with a bond lasting 2 years. The success of recruitment efforts often depends on how you present the opportunity.
Wishing you all the best!
Best regards,
Mahesh
From India, Bangalore
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First of all, please specify your industry type. The reason your management is asking for a bond is likely due to the attrition rate, which may be a result of the low payment offered to employees.
You mentioned that your management is reluctant to increase payment or cancel bonds. In this case, it is up to the HR department to devise innovative recruitment strategies. What is the location of your company?
There are various methods to attract and recruit candidates. Many individuals are actively seeking employment opportunities. It is essential to streamline your recruitment processes. Utilize online portals and other modern methods to receive job applications. Engaging with social communities can also be beneficial. I have previously recruited individuals for a salary of 6k/month with a bond lasting 2 years. The success of recruitment efforts often depends on how you present the opportunity.
Wishing you all the best!
Best regards,
Mahesh
From India, Bangalore
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Dear Sheela,
Since your industry type is small and the package is also insufficient, people will surely hesitate to join your organization. Nowadays, no one (even the job seekers) is willing to sign a bond. In this situation, either increase the salary package and welfare measures or abolish the bond system, as it is almost a bonded system only.
Suppose you hire an employee for 2 years with a signed bond, and they are not performing well, even deliberately. What would you do? Raise the salary or raise the standards of your company.
All the best.
From India, Madras
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Since your industry type is small and the package is also insufficient, people will surely hesitate to join your organization. Nowadays, no one (even the job seekers) is willing to sign a bond. In this situation, either increase the salary package and welfare measures or abolish the bond system, as it is almost a bonded system only.
Suppose you hire an employee for 2 years with a signed bond, and they are not performing well, even deliberately. What would you do? Raise the salary or raise the standards of your company.
All the best.
From India, Madras
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Dear Mahesh,
Thank you for your response. We are into software development and solution providing, located in Bangalore. I have utilized all the best possible methods such as job postings and references. The main challenge I am facing is my limited experience (I only have 5 months of experience in recruitment), but I still strive to achieve the best possible results in this situation. However, our company is hesitant to invest in acquiring sources. They believe that if we hire a candidate without a bond, they might leave the company abruptly. I argued that even after completing 2 years, there is no guarantee that the candidate will stay.
As vigsysjesu mentioned, even if a candidate underperforms, the company wants to retain them and provide training until they improve. Please assist me in resolving this predicament.
Thank you.
From India, Coimbatore
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Thank you for your response. We are into software development and solution providing, located in Bangalore. I have utilized all the best possible methods such as job postings and references. The main challenge I am facing is my limited experience (I only have 5 months of experience in recruitment), but I still strive to achieve the best possible results in this situation. However, our company is hesitant to invest in acquiring sources. They believe that if we hire a candidate without a bond, they might leave the company abruptly. I argued that even after completing 2 years, there is no guarantee that the candidate will stay.
As vigsysjesu mentioned, even if a candidate underperforms, the company wants to retain them and provide training until they improve. Please assist me in resolving this predicament.
Thank you.
From India, Coimbatore
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Dear Sheela, If there is no job satisfaction and freedom, even if you train the person, he will not perform well.
From India, Madras
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From India, Madras
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