Dear Sheela,
As Mahr had suggested, target the right talent pool. I understand you may not have additional resourcing support. So arrange walk-in drives at tier-2 or other smaller towns. Write and communicate with the Training Centres with your required skill sets in these towns and call for a drive with their help. Request them to share profiles with you and call the students at their location on the interview day. It would cut down your hiring cost and time with a higher hit ratio. As the talents clear the first written and introductory round, you can keep the Operation-round panel back at the office ready to test them through Telecon/Skype.
When you make an offer to talents in these areas, please be prepared with a list of places where they can stay within their budget. It would be best if you can get the employees who have shifted from those areas to work with your company. Do highlight the training, work environment, and the opportunities available. More importantly, though a bond is viewed as a restrictive measure, please discuss the advantage from the talent's perspective. It would give them stability for the next 2 years and credibility as it would increase their market value. In case you are hiring laterals, please discuss the onsite opportunities as it works as the best incentive.
Wish you all the best,
Regards,
(Cite Contribution)
From India, Mumbai
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1872As Mahr had suggested, target the right talent pool. I understand you may not have additional resourcing support. So arrange walk-in drives at tier-2 or other smaller towns. Write and communicate with the Training Centres with your required skill sets in these towns and call for a drive with their help. Request them to share profiles with you and call the students at their location on the interview day. It would cut down your hiring cost and time with a higher hit ratio. As the talents clear the first written and introductory round, you can keep the Operation-round panel back at the office ready to test them through Telecon/Skype.
When you make an offer to talents in these areas, please be prepared with a list of places where they can stay within their budget. It would be best if you can get the employees who have shifted from those areas to work with your company. Do highlight the training, work environment, and the opportunities available. More importantly, though a bond is viewed as a restrictive measure, please discuss the advantage from the talent's perspective. It would give them stability for the next 2 years and credibility as it would increase their market value. In case you are hiring laterals, please discuss the onsite opportunities as it works as the best incentive.
Wish you all the best,
Regards,
(Cite Contribution)
From India, Mumbai
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Dear Sheela,
The situation you have described is one that I have also faced because the terms you have specified for recruiting an employee are exactly the same conditions in our company. As an HR Executive, it is my responsibility to recruit the employees. Initially, I faced lots of problems because nobody wants to sign the bond and submit his/her original certificates. However, later on, I learned how to convince the candidates by using a bit of marketing or by raising awareness about their career prospects.
Thank you.
From India, New Delhi
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The situation you have described is one that I have also faced because the terms you have specified for recruiting an employee are exactly the same conditions in our company. As an HR Executive, it is my responsibility to recruit the employees. Initially, I faced lots of problems because nobody wants to sign the bond and submit his/her original certificates. However, later on, I learned how to convince the candidates by using a bit of marketing or by raising awareness about their career prospects.
Thank you.
From India, New Delhi
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Dear Sheela,
Is it ethical to take the original degree certificates from the candidates/employees? How can one project the organization as a good employer if one indulges in such a dubious practice of forced "employee retention"?
Apart from the bond, do you agree that "the pay structure is also less compared to other companies"? In that case, how can you attract and retain good talents? There is a well-known HR saying that goes, "If you pay peanuts, you'll get only monkeys!"
Warm regards.
From India, Delhi
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Is it ethical to take the original degree certificates from the candidates/employees? How can one project the organization as a good employer if one indulges in such a dubious practice of forced "employee retention"?
Apart from the bond, do you agree that "the pay structure is also less compared to other companies"? In that case, how can you attract and retain good talents? There is a well-known HR saying that goes, "If you pay peanuts, you'll get only monkeys!"
Warm regards.
From India, Delhi
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Bonded labor - physical or mental - does not work anymore unless employees and employers bond voluntarily. Things do not work in modern times. Retaining original degree certificates is like holding someone's property in olden days to submit a person into bondage. It may not sound good, and whatever may be the reasons - cost of training, losing out to competitors, etc. - your top brass does suffer from some kind of fear psychosis or inferiority complex. Just tell them, even if you are able to bring the horse to water, you cannot force it to drink.
From India, Calcutta
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From India, Calcutta
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Dear Ms,
There is another angle to overcome such obligations. You can try to recruit manpower on "Contractual Employment Services," which will be for a period depending on your requirements, typically 3 to 6 months minimum. Either party can terminate the contract by giving notice for "14-26 working days." Additionally, under this agreement, the contract employee is not required to sign any bond other than the contract itself, along with providing a cheque duly signed for an amount equal to 24 working days' pay as collateral security.
Furthermore, the employee does not fall under EPF, ESI, P.Tax, or any other statutory obligations. The employer only needs to deduct TDS at a rate of 20% from the earnings, or as applicable. A recommended approach is to establish a rate "per hour" and compensate accordingly (i.e., to calculate the hourly rate, use the formula ((Amount planned/30)*8)).
With Best Regards,
Manager (Admin)
From India, Hyderabad
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There is another angle to overcome such obligations. You can try to recruit manpower on "Contractual Employment Services," which will be for a period depending on your requirements, typically 3 to 6 months minimum. Either party can terminate the contract by giving notice for "14-26 working days." Additionally, under this agreement, the contract employee is not required to sign any bond other than the contract itself, along with providing a cheque duly signed for an amount equal to 24 working days' pay as collateral security.
Furthermore, the employee does not fall under EPF, ESI, P.Tax, or any other statutory obligations. The employer only needs to deduct TDS at a rate of 20% from the earnings, or as applicable. A recommended approach is to establish a rate "per hour" and compensate accordingly (i.e., to calculate the hourly rate, use the formula ((Amount planned/30)*8)).
With Best Regards,
Manager (Admin)
From India, Hyderabad
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Dear Sheela,
I have read all the answers and believe that your company's management is stuck in the 1980s and does not prioritize the well-being of employees. In the current scenario, only essential personnel will consider joining your company, and they may not be able to deliver optimal results. Therefore, if your management does not revise its policies, no one will be able to assist them, ultimately affecting their business as well.
Thanks,
Amit Singhal
From India, Delhi
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I have read all the answers and believe that your company's management is stuck in the 1980s and does not prioritize the well-being of employees. In the current scenario, only essential personnel will consider joining your company, and they may not be able to deliver optimal results. Therefore, if your management does not revise its policies, no one will be able to assist them, ultimately affecting their business as well.
Thanks,
Amit Singhal
From India, Delhi
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Dear Sheela, Is your company a service oriented or a product oriented company? Again which platform are you based upon? Best regards, Mahesh
From India, Bangalore
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From India, Bangalore
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Dear Sheela,
You can contact various colleges; they are always trying to get their students placed. Talk to them to get a walk-in interview arranged. As you have mentioned, the management is ready to train, but they don't want to spend money on placing the candidates. It is very clear they are ready to develop talent and are most concerned about the attrition rate. Giving a chance to freshers would serve the best in this situation. In that team, you can place 1 or 2 senior and experienced candidates who can help in training the freshers.
Hope it helps you.
All The Best,
Best Regards,
Ms. Ramneet
From India, Delhi
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You can contact various colleges; they are always trying to get their students placed. Talk to them to get a walk-in interview arranged. As you have mentioned, the management is ready to train, but they don't want to spend money on placing the candidates. It is very clear they are ready to develop talent and are most concerned about the attrition rate. Giving a chance to freshers would serve the best in this situation. In that team, you can place 1 or 2 senior and experienced candidates who can help in training the freshers.
Hope it helps you.
All The Best,
Best Regards,
Ms. Ramneet
From India, Delhi
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Hi,
First of all, please specify your industry type. The only reason your management is asking for a bond is likely due to attrition rates, which may be a result of the low payment offered to employees.
There are various effective ways to recruit people. Many individuals in the market are actively seeking employment opportunities. To address this, you need to streamline your recruitment methods. Utilize online portals as there are numerous platforms available nowadays that can provide you with resumes. Additionally, engaging with social communities can also be beneficial.
I have successfully recruited individuals for a salary of 6k/month with a bond period of 2 years. It all depends on how you present it. You can suggest to your management to deduct 2 months' salary as a part of the bond amount, which can be included in the monthly salary. This approach can serve as a useful tool to address the issue of the bond amount.
From India, Pune
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First of all, please specify your industry type. The only reason your management is asking for a bond is likely due to attrition rates, which may be a result of the low payment offered to employees.
There are various effective ways to recruit people. Many individuals in the market are actively seeking employment opportunities. To address this, you need to streamline your recruitment methods. Utilize online portals as there are numerous platforms available nowadays that can provide you with resumes. Additionally, engaging with social communities can also be beneficial.
I have successfully recruited individuals for a salary of 6k/month with a bond period of 2 years. It all depends on how you present it. You can suggest to your management to deduct 2 months' salary as a part of the bond amount, which can be included in the monthly salary. This approach can serve as a useful tool to address the issue of the bond amount.
From India, Pune
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