Dear Friends,
Ours is a small firm. When it comes to sourcing a competent candidate (tech skills + soft skills + experience), we always end up compromising on soft skills, like communication skills, finding someone who is aggressive, confident, etc., or on experience simply because someone with all these qualities is usually already employed by large companies. In case we consider poaching such a candidate, he would likely demand a salary increase of not less than 50% of his current salary, which is beyond what we can afford (more than market standards).
Do you believe compromise is the only solution for small companies? Small companies are often more secure as they tend to retain competent employees, unlike big companies that may let them go at any moment due to the availability of more resources to replace them.
Kindly share your thoughts as I am yet to finalize PL-IT.
From India, Hyderabad
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43Ours is a small firm. When it comes to sourcing a competent candidate (tech skills + soft skills + experience), we always end up compromising on soft skills, like communication skills, finding someone who is aggressive, confident, etc., or on experience simply because someone with all these qualities is usually already employed by large companies. In case we consider poaching such a candidate, he would likely demand a salary increase of not less than 50% of his current salary, which is beyond what we can afford (more than market standards).
Do you believe compromise is the only solution for small companies? Small companies are often more secure as they tend to retain competent employees, unlike big companies that may let them go at any moment due to the availability of more resources to replace them.
Kindly share your thoughts as I am yet to finalize PL-IT.
From India, Hyderabad
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What you say is purely into talent management, i would say rather than recruitng new employees, you can try to retain the exixting employees.
From India, Madras
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From India, Madras
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Thank you, Cgnanij, for your prompt reply. We are gradually growing with new projects, so the recruitments are fresh. We have employees who are trained already but not competent enough to take up senior positions to lead a team. So, here starts the hunt...
From India, Hyderabad
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From India, Hyderabad
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Hi Sari,
I think this is a common problem in most small firms. As our friend has mentioned, it is always better to go with the policy of "Retain existing employees rather than recruiting new employees." This will ensure that knowledgeable people who are familiar with your company's policies and staff stay with you, instead of bringing on a new employee who may demand a higher salary due to experience or who is a newcomer.
I hope adopting this policy will help solve your problem to a greater extent. All the best, and keep sharing such things because I also work in a small unit.
Regards,
Amith R.
From India, Bangalore
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I think this is a common problem in most small firms. As our friend has mentioned, it is always better to go with the policy of "Retain existing employees rather than recruiting new employees." This will ensure that knowledgeable people who are familiar with your company's policies and staff stay with you, instead of bringing on a new employee who may demand a higher salary due to experience or who is a newcomer.
I hope adopting this policy will help solve your problem to a greater extent. All the best, and keep sharing such things because I also work in a small unit.
Regards,
Amith R.
From India, Bangalore
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Dear Sari,
Currently, I am working in a small IT firm in Nasik. Looking at our current scenario, I feel that compromise depends on the situation. I do agree with you that small companies are safer to work with, but once an employee gains one to two years of experience, they tend to shift to bigger names. That's the main concern, and small companies face challenges in attracting more experienced people. Therefore, at times, we have to compromise on issues like experience, communication skills, and even street smartness.
Regards,
Tulsi
From India, Nasik
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Currently, I am working in a small IT firm in Nasik. Looking at our current scenario, I feel that compromise depends on the situation. I do agree with you that small companies are safer to work with, but once an employee gains one to two years of experience, they tend to shift to bigger names. That's the main concern, and small companies face challenges in attracting more experienced people. Therefore, at times, we have to compromise on issues like experience, communication skills, and even street smartness.
Regards,
Tulsi
From India, Nasik
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Thanks Amit and Tulsi for your inputs.
Amit, Tulsi, as mentioned earlier, the trained existing staff are not competent to take up a senior position. The requirement is new because of new big projects. At this point in time, I don't want to compromise on the soft skills. They will have to interact with the clients and need to be assertive, aggressive, optimistic, and have leadership skills. After all, they influence their team, but I see many demanding more than the market standards. (I have surveyed a few companies' salary stubs, including big companies).
From India, Hyderabad
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Amit, Tulsi, as mentioned earlier, the trained existing staff are not competent to take up a senior position. The requirement is new because of new big projects. At this point in time, I don't want to compromise on the soft skills. They will have to interact with the clients and need to be assertive, aggressive, optimistic, and have leadership skills. After all, they influence their team, but I see many demanding more than the market standards. (I have surveyed a few companies' salary stubs, including big companies).
From India, Hyderabad
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:roll: Any more suggestions on this?? How would you target skillset+exp+comms skills for a small firm..?????
From India, Hyderabad
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From India, Hyderabad
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Dear Friend Sari,
You will need to wait, and you would need to have patience until you find a candidate who is willing to join your company for reasons other than just money. I hope you understand my point.
For instance, if I were the candidate "X" currently working in a company that requires a 2-hour commute from my home, and you offered me an equivalent package but your company was only 5 minutes away from my home, I might choose to join your company.
In essence, you must be patient and wait for the right opportunity.
Rolling eyes emoji.
From India, Pune
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You will need to wait, and you would need to have patience until you find a candidate who is willing to join your company for reasons other than just money. I hope you understand my point.
For instance, if I were the candidate "X" currently working in a company that requires a 2-hour commute from my home, and you offered me an equivalent package but your company was only 5 minutes away from my home, I might choose to join your company.
In essence, you must be patient and wait for the right opportunity.
Rolling eyes emoji.
From India, Pune
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Hi Sari,
There are plenty of resources available in the market. The major problem is everyone sticking to brand name companies and small MNC companies.
Your target is to find a good candidate from small to medium MNC companies, which are very similar to your organization. If you can find one good source, you can automatically pull out the entire team from him/her. So, give it a try. Trying costs nothing.
Don't compromise on communication skills, but you can provide some flexibility in technical skills.
Regards, Saravanan
From India, Hyderabad
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There are plenty of resources available in the market. The major problem is everyone sticking to brand name companies and small MNC companies.
Your target is to find a good candidate from small to medium MNC companies, which are very similar to your organization. If you can find one good source, you can automatically pull out the entire team from him/her. So, give it a try. Trying costs nothing.
Don't compromise on communication skills, but you can provide some flexibility in technical skills.
Regards, Saravanan
From India, Hyderabad
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Thanks, dear friend Lovebird :) , now that the project is on the verge, I will have to close this position immediately. I do not have any option but to wait :roll:
Saravanan, thank you for your reply :) Initially, I only targeted small companies. I get tech skills, but most of the time communication skills are poor, which I don't want to compromise. Specially, mine is a GIS firm, a combination of IT + GIS (geospatial). I found many, but they are already placed in brand companies. However, the salaries they are asking for are touching the skies (more than 50% from their current salary), even after luring them with designations, US visits to client's places, etc.
From India, Hyderabad
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Saravanan, thank you for your reply :) Initially, I only targeted small companies. I get tech skills, but most of the time communication skills are poor, which I don't want to compromise. Specially, mine is a GIS firm, a combination of IT + GIS (geospatial). I found many, but they are already placed in brand companies. However, the salaries they are asking for are touching the skies (more than 50% from their current salary), even after luring them with designations, US visits to client's places, etc.
From India, Hyderabad
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