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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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Hi, Yes i know that but the management doesn’t want to make any alternative options for bond and pay.For this i am facing difficulty to find candidate for these positions. Thanks, Sheela
From India, Coimbatore
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From India, Coimbatore
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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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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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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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Sheela, Can we know how are you searching the candidates.. i mean to say the method of Recruitment.
From India, Haora
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From India, Haora
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Whatever the case is, bonds scare everyone. Either remove the bond condition, or if that is not doable, don't take the original certificate. Since you are a small company, prospective candidates would be wary of giving their original certificate to you. In the current economic conditions, salary is usually not a constraint for employees as there are many people who are content with getting a job, especially freshers.
So, Sheela, remove the bond and original certificate conditions, and I am sure you will have at least 3-4 candidates for every position.
Best of luck!
From India, Mumbai
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So, Sheela, remove the bond and original certificate conditions, and I am sure you will have at least 3-4 candidates for every position.
Best of luck!
From India, Mumbai
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Dear Sheela,
I can understand your situation as I have faced the same. In this situation, if you need freshers, you could go for campus selection. Otherwise, try to convince the right candidate about the exposure and knowledge they are going to get. In small companies, they get more exposure and a wide range of knowledge because of limited manpower. Tell them the bond is just a formality.
Thanks,
Ritu
From United States, Wilmington
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I can understand your situation as I have faced the same. In this situation, if you need freshers, you could go for campus selection. Otherwise, try to convince the right candidate about the exposure and knowledge they are going to get. In small companies, they get more exposure and a wide range of knowledge because of limited manpower. Tell them the bond is just a formality.
Thanks,
Ritu
From United States, Wilmington
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Hi Sheela, What is the name of the company and where is it located? I am interested in the Sales Mgr position. Awaiting your reply.
From India, Bangalore
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From India, Bangalore
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The basic point is whether the company can ask for 'Original Documents' of the Employees. I personally feel this is unethical. Attracting and retaining good employees is totally linked to work culture, future prospects, technology used, openness in communication, etc. Making people work with you under threat and compulsion is NOT a good HR policy.
I know many persons who joined a new company even on a lesser salary. They considered the above-mentioned factors strongly. I think your management needs to consider these factors and create such work ethos that the company is successful in attracting and retaining good employees.
V. K. Bhide
From India, Pune
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I know many persons who joined a new company even on a lesser salary. They considered the above-mentioned factors strongly. I think your management needs to consider these factors and create such work ethos that the company is successful in attracting and retaining good employees.
V. K. Bhide
From India, Pune
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Dear Sheela,
Can you please provide specific information about the salary that your company will offer, as well as the number of engineers required for the position? Feel free to contact me at 9920630849 to discuss this further, as I am aware of some software engineers who are currently seeking job opportunities.
Regards,
Ranjeet Singh
From India, Mumbai
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Can you please provide specific information about the salary that your company will offer, as well as the number of engineers required for the position? Feel free to contact me at 9920630849 to discuss this further, as I am aware of some software engineers who are currently seeking job opportunities.
Regards,
Ranjeet Singh
From India, Mumbai
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Dear Sheela,
Hi, I suggest that if you have requirements for candidates in software engineering, then I can help you hire those candidates who are ready to accept all conditions. Dear, may I have your email address to send some Curriculum Vitae for eligible candidates.
From India, Meerut
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Hi, I suggest that if you have requirements for candidates in software engineering, then I can help you hire those candidates who are ready to accept all conditions. Dear, may I have your email address to send some Curriculum Vitae for eligible candidates.
From India, Meerut
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Dear Member, Is it legal to retain orignonal certificates of employees ? Kindly reply in legal aspect. Regards, Baba Naresh
From India, Delhi
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From India, Delhi
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Dear Sheela,
In today's environment, if you use such a strategy to retain your employees, no one is going to stay for long unless he or she possesses great potential to perform and learn new and innovative things. From your post, one thing is clear: the employees are being held at ransom, which is entirely wrong and baseless.
Quit this company and look for greener pastures.
Narayan
From India, Madras
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In today's environment, if you use such a strategy to retain your employees, no one is going to stay for long unless he or she possesses great potential to perform and learn new and innovative things. From your post, one thing is clear: the employees are being held at ransom, which is entirely wrong and baseless.
Quit this company and look for greener pastures.
Narayan
From India, Madras
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[QUOTE=sheela7040;1219634]
Gm,
Your company should consider changing the employment conditions; otherwise, attracting eligible candidates will be challenging for your organization. The general practice is to persuade the higher management or the top leadership of the institution to implement changes. Today, individuals have a wide range of career options to choose from. Therefore, your institution should carefully reflect on this matter.
P.B. Chakrabarti (Retired Manager Personnel & HR.)
From India, Calcutta
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Gm,
Your company should consider changing the employment conditions; otherwise, attracting eligible candidates will be challenging for your organization. The general practice is to persuade the higher management or the top leadership of the institution to implement changes. Today, individuals have a wide range of career options to choose from. Therefore, your institution should carefully reflect on this matter.
P.B. Chakrabarti (Retired Manager Personnel & HR.)
From India, Calcutta
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Dear Sheela Please specify the type of industry and the salary you are offering and the growth in your company So we can make this
From India, Hyderabad
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From India, Hyderabad
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Hi,
It is no use asking the management to raise the salary. It is a small unit, and it may not be in a position to pay a high salary. We should accept this fact. However, they should reduce the bond period. Convince them to make it one year. But, you cannot ask the candidate to deposit the original certificates with you.
As a friend indicated above, you can seek the help of some portals. You will certainly get good candidates. There are many of them still unemployed.
Good luck.
PAVITHRAN
From India, Thanjavur
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It is no use asking the management to raise the salary. It is a small unit, and it may not be in a position to pay a high salary. We should accept this fact. However, they should reduce the bond period. Convince them to make it one year. But, you cannot ask the candidate to deposit the original certificates with you.
As a friend indicated above, you can seek the help of some portals. You will certainly get good candidates. There are many of them still unemployed.
Good luck.
PAVITHRAN
From India, Thanjavur
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Hi Sheela,
Hello everyone, this is the first time I am answering the queries. It's been a month since I joined a recruitment firm, and I have found out that recruitment is the toughest job for HR as the workforce is the pillar of the organization, and it's the responsibility of HR to ensure they recruit the right person for the right job.
In simple words, you should convince your management that by increasing the pay scale and removing unnecessary conditions such as a 2-year bond, you could attract a quality workforce who can deliver higher quality work in less time compared to needy, incompetent, and unsatisfied employees.
Another thing to consider is that compelling employees to sign a bond may be illegal (I am not sure about this, but please verify the facts).
Regards,
Neha M.
From India, Mumbai
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Hello everyone, this is the first time I am answering the queries. It's been a month since I joined a recruitment firm, and I have found out that recruitment is the toughest job for HR as the workforce is the pillar of the organization, and it's the responsibility of HR to ensure they recruit the right person for the right job.
In simple words, you should convince your management that by increasing the pay scale and removing unnecessary conditions such as a 2-year bond, you could attract a quality workforce who can deliver higher quality work in less time compared to needy, incompetent, and unsatisfied employees.
Another thing to consider is that compelling employees to sign a bond may be illegal (I am not sure about this, but please verify the facts).
Regards,
Neha M.
From India, Mumbai
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Give peanuts, get monkeys.
From all the past commenters I have seen, they are talking about giving an appropriate salary structure to candidates/employees.
Again, even VIGSYSJESU is talking perfectly practical, that for non-performer hired staff, what is the solution by making bonds. It is a complete loss for the company, like paying to non-performing assets (actually a liability).
Another thing, BONDS clearly indicate the company is not good in the market with a strong brand or is worried about retaining staff in the organization, which creates doubts and insecurity for any wise candidate about his/her future.
If you believe in your brand/market reputation and you are giving at least the best and competitive salary in the market, then definitely nothing to worry about additional clauses for staff.
Remember, your future staff is an asset of your company and should be a performing asset. If you try to lock them in a number of rules, regulations, and obligations, they will work like a machine and not from within a creative mind.
And these staff only make your brand/reputation very strong in the market by job satisfaction and income satisfaction.
In the end, it is all in your management's hands.
Whether to take monkeys with peanuts or intellectual staff.
Rajesh
From Thailand
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From all the past commenters I have seen, they are talking about giving an appropriate salary structure to candidates/employees.
Again, even VIGSYSJESU is talking perfectly practical, that for non-performer hired staff, what is the solution by making bonds. It is a complete loss for the company, like paying to non-performing assets (actually a liability).
Another thing, BONDS clearly indicate the company is not good in the market with a strong brand or is worried about retaining staff in the organization, which creates doubts and insecurity for any wise candidate about his/her future.
If you believe in your brand/market reputation and you are giving at least the best and competitive salary in the market, then definitely nothing to worry about additional clauses for staff.
Remember, your future staff is an asset of your company and should be a performing asset. If you try to lock them in a number of rules, regulations, and obligations, they will work like a machine and not from within a creative mind.
And these staff only make your brand/reputation very strong in the market by job satisfaction and income satisfaction.
In the end, it is all in your management's hands.
Whether to take monkeys with peanuts or intellectual staff.
Rajesh
From Thailand
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Sheela,
The problem you are facing isn't new to an HR person who is into recruiting, and neither will it be the last time.
In a way, Mahesh & (Cite Contribution) have suggested better practical solutions.
Please try to figure out what's in YOUR hands and then go about attempting to better them.
The Bond or the certificates-taking isn't in your hands—no point blaming the management (they would have their reasons to put such rules into place—past experience regarding attrition being just one of them) OR wasting your time trying to convince them to do away with such rules. You will have to bring about the change by actions/steps where they themselves will feel their methods have served their purpose and aren't necessary anymore.
And I also firmly believe that there's NOTHING called a 100% 'perfect' solution or 100% 'imperfect' solution—it all depends on the situation.
Suggest you try the following: First, make a list of ALL the factors [however silly] that are causing PROBLEMS in your hiring the right people (I am sure the Bond & certificates will be on the TOP 😊, but frankly, I don't think they are the ONLY ones). Then make a list of ALL the factors that you think are the ADVANTAGES of working in this Company [again, however silly/small]. This is what I usually call "The PROs & CONs List" of a situation.
Take it from me, Sheela—no 2 people will have an identical set of priorities. And also, you will be surprised to find how important/useful some PRO aspect that you thought is downright 'silly' will be to some people (candidates). When you search/source for resumes, try to match mentally—going by their personal profiles more than the technical angle—if any of your PROs will appeal to him/her. If yes, go ahead and take the process forward.
I won't say your hit-rate will be 100%—but take it from me, Sheela: it will definitely be far, far better than what it has been so far. Except that it will take some time to see the unsaid in the resumes while you match YOUR PROs to their NEEDS.
The reason for my confidence? We are right now servicing for a company whose TOTAL strength is 15, and the packages not very high (no certificates issues here though)—with a reasonably good hit rate. In a single line: Focus on the matching of 'company strengths' vis-a-vis 'candidate needs' rather than on the 'company limitations' (I won't say 'weaknesses' for a few specific reasons).
ALL THE BEST.
You can reach me at
if you need any assistance.
TS
From India, Hyderabad
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The problem you are facing isn't new to an HR person who is into recruiting, and neither will it be the last time.
In a way, Mahesh & (Cite Contribution) have suggested better practical solutions.
Please try to figure out what's in YOUR hands and then go about attempting to better them.
The Bond or the certificates-taking isn't in your hands—no point blaming the management (they would have their reasons to put such rules into place—past experience regarding attrition being just one of them) OR wasting your time trying to convince them to do away with such rules. You will have to bring about the change by actions/steps where they themselves will feel their methods have served their purpose and aren't necessary anymore.
And I also firmly believe that there's NOTHING called a 100% 'perfect' solution or 100% 'imperfect' solution—it all depends on the situation.
Suggest you try the following: First, make a list of ALL the factors [however silly] that are causing PROBLEMS in your hiring the right people (I am sure the Bond & certificates will be on the TOP 😊, but frankly, I don't think they are the ONLY ones). Then make a list of ALL the factors that you think are the ADVANTAGES of working in this Company [again, however silly/small]. This is what I usually call "The PROs & CONs List" of a situation.
Take it from me, Sheela—no 2 people will have an identical set of priorities. And also, you will be surprised to find how important/useful some PRO aspect that you thought is downright 'silly' will be to some people (candidates). When you search/source for resumes, try to match mentally—going by their personal profiles more than the technical angle—if any of your PROs will appeal to him/her. If yes, go ahead and take the process forward.
I won't say your hit-rate will be 100%—but take it from me, Sheela: it will definitely be far, far better than what it has been so far. Except that it will take some time to see the unsaid in the resumes while you match YOUR PROs to their NEEDS.
The reason for my confidence? We are right now servicing for a company whose TOTAL strength is 15, and the packages not very high (no certificates issues here though)—with a reasonably good hit rate. In a single line: Focus on the matching of 'company strengths' vis-a-vis 'candidate needs' rather than on the 'company limitations' (I won't say 'weaknesses' for a few specific reasons).
ALL THE BEST.
You can reach me at
TS
From India, Hyderabad
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Hi TS,
Thank you for your suggestions. I will definitely make a list of pros and cons. The main issue is that our company is not spending any amount on sourcing resumes. I need to post jobs on free job posting sites and utilize internal references, but it's not yielding the results I expected. Therefore, I will continue to post on free websites.
Thanks,
Sheela
From India, Coimbatore
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Thank you for your suggestions. I will definitely make a list of pros and cons. The main issue is that our company is not spending any amount on sourcing resumes. I need to post jobs on free job posting sites and utilize internal references, but it's not yielding the results I expected. Therefore, I will continue to post on free websites.
Thanks,
Sheela
From India, Coimbatore
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Your organization should review the rule for bond and also revise the salary structure in order to have efficient people. You may also engage good HR consultant for this purpose. M.L. Barber
From India
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From India
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Dear Madam,
I would suggest you go for hiring a fresher candidate. A fresher candidate with some training inputs can work wonders in the company because they are fresh blood full of zest. Motivate them to work. Regarding the bond, a fresher will not mind taking a bond because they are in need of the job. When recruiting them, make them realize the importance of stability and try to use attractive tools like performance-based bonuses or an annual bonus system. I think this way, you can balance both your problems.
This is just my perspective, and practicality may differ. I hope my words will be helpful to you.
Thank you.
WITH WARM REGARDS,
Samom
HR Executive
I am working in a small company with around 40 employees. In our company, we are planning to hire a few candidates for Software Engineer and Sales Manager. The main issue is that we have a 2-year bond where we will retain the original degree certificates from the candidate; if they break it, they have to pay 50k. Currently, management needs candidates, but no one is willing to accept the bond, and the pay structure is lower compared to other companies. Please guide me on how to attract candidates.
Regards,
Sheela
From India, Delhi
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I would suggest you go for hiring a fresher candidate. A fresher candidate with some training inputs can work wonders in the company because they are fresh blood full of zest. Motivate them to work. Regarding the bond, a fresher will not mind taking a bond because they are in need of the job. When recruiting them, make them realize the importance of stability and try to use attractive tools like performance-based bonuses or an annual bonus system. I think this way, you can balance both your problems.
This is just my perspective, and practicality may differ. I hope my words will be helpful to you.
Thank you.
WITH WARM REGARDS,
Samom
HR Executive
I am working in a small company with around 40 employees. In our company, we are planning to hire a few candidates for Software Engineer and Sales Manager. The main issue is that we have a 2-year bond where we will retain the original degree certificates from the candidate; if they break it, they have to pay 50k. Currently, management needs candidates, but no one is willing to accept the bond, and the pay structure is lower compared to other companies. Please guide me on how to attract candidates.
Regards,
Sheela
From India, Delhi
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Hi Sheela,
We are also into software and have a bond criteria for 2 years for employees. However, it is not so tough to recruit people. You need to be very smart in how you represent your company and its work culture. Always emphasize the positive and strong points of the company's work culture in comparison to other companies. You can persuade candidates by discussing appraisals for good performance. If you are not offering the highest salaries, you can still provide good appraisals based on their performance. This can be an attractive point for them to consider joining. To implement this, you will need to discuss with your management the possibility of providing good appraisals for exceptional performance.
Thank you,
Meenu
From India, Delhi
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We are also into software and have a bond criteria for 2 years for employees. However, it is not so tough to recruit people. You need to be very smart in how you represent your company and its work culture. Always emphasize the positive and strong points of the company's work culture in comparison to other companies. You can persuade candidates by discussing appraisals for good performance. If you are not offering the highest salaries, you can still provide good appraisals based on their performance. This can be an attractive point for them to consider joining. To implement this, you will need to discuss with your management the possibility of providing good appraisals for exceptional performance.
Thank you,
Meenu
From India, Delhi
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Dear Sheela,
Please let me know the vacancies that are available in your company. I will help you with the recruitment. There are some people who are solely looking for experience, so I can assist you with this issue to the best of my ability.
Regards,
Abhi
From India
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Please let me know the vacancies that are available in your company. I will help you with the recruitment. There are some people who are solely looking for experience, so I can assist you with this issue to the best of my ability.
Regards,
Abhi
From India
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Dear Sheela,
Would you pledge your invaluable certificates, even if you are out of a job? Asking for Rs 50K if they leave is illegal. Consider yourself lucky that no one has taken you to court of law for this.
Shrikant
From India, Mumbai
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Would you pledge your invaluable certificates, even if you are out of a job? Asking for Rs 50K if they leave is illegal. Consider yourself lucky that no one has taken you to court of law for this.
Shrikant
From India, Mumbai
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We have helped companies facing similar situations by offering back-office support, where we monitor sales activities and are responsible for sales targets. Once a bond is developed between the employer and employee after a period of 1-2 years, such questions will not arise.
Regards and best wishes,
M. V. Ramakrishnan
Right Brain Power
From India, Madras
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Regards and best wishes,
M. V. Ramakrishnan
Right Brain Power
From India, Madras
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