Hi to all my Seniors,
As I am budding profession kindly suggest me the following queries:
I am doing recruitment for my company, but wat i felt is sourcing the candidates with out the help of consultancies is like a big challenge,it feels me too bad.But i dont know how the consultancies would get the profiles of candidates instead of HR people. And i wish to get database from other companies,which the companies has put some profiles not matches for their requirement and it may suitable for our requirement.For such kind of strategy, i want a clear path and i dnt know ,how it will work out...please guide me or suggest some other strategies... and Guide me what are the topics need to cover in induction and strategies for employees to make an emotional bond with company while joining itself.
From India, Chennai
3As I am budding profession kindly suggest me the following queries:
I am doing recruitment for my company, but wat i felt is sourcing the candidates with out the help of consultancies is like a big challenge,it feels me too bad.But i dont know how the consultancies would get the profiles of candidates instead of HR people. And i wish to get database from other companies,which the companies has put some profiles not matches for their requirement and it may suitable for our requirement.For such kind of strategy, i want a clear path and i dnt know ,how it will work out...please guide me or suggest some other strategies... and Guide me what are the topics need to cover in induction and strategies for employees to make an emotional bond with company while joining itself.
From India, Chennai
Dear Sheerine,
You could have written your post in little better manner. You are member of this forum for more than two years and this time period is sufficient to understand how to write the posts clearly.
You have clubbed three issues viz. recruitment, induction and emotional bond with the company. Of the three, let me opt out of recruitment. There are experts in this field who will guide you.
As far as induction is concerned, lot of material is available in this forum. You may search it. Click the following two links in which I have given my replies:
https://www.citehr.com/221438-benefi...tml#post995364
https://www.citehr.com/291449-movie-...-training.html
As far as emotional bonding is concerned, it is more a job of HODs or Managers of your company. Emotional bonding depends on role clarity, updated job description, well defined measures of performance, treatment by the HOD to the employee, interpersonal environment in the company, availability of the necessary equipment, tools or infrastructure for the execution of the job etc. You may conduct Employee Satisfaction Survey and find out how far your employees are satisfied with the company. While employee satisfaction is not everything. But still it holds lot of water in organisational performance.
Ok...
Dinesh V Divekar
From India, Bangalore
You could have written your post in little better manner. You are member of this forum for more than two years and this time period is sufficient to understand how to write the posts clearly.
You have clubbed three issues viz. recruitment, induction and emotional bond with the company. Of the three, let me opt out of recruitment. There are experts in this field who will guide you.
As far as induction is concerned, lot of material is available in this forum. You may search it. Click the following two links in which I have given my replies:
https://www.citehr.com/221438-benefi...tml#post995364
https://www.citehr.com/291449-movie-...-training.html
As far as emotional bonding is concerned, it is more a job of HODs or Managers of your company. Emotional bonding depends on role clarity, updated job description, well defined measures of performance, treatment by the HOD to the employee, interpersonal environment in the company, availability of the necessary equipment, tools or infrastructure for the execution of the job etc. You may conduct Employee Satisfaction Survey and find out how far your employees are satisfied with the company. While employee satisfaction is not everything. But still it holds lot of water in organisational performance.
Ok...
Dinesh V Divekar
From India, Bangalore
Hello Sheerine,
While Dinesh V Divekar has addressed 2 of your concerns/queries, I will focus on TWO other points you made.
1] ".....dont know how the consultancies would get the profiles of candidates instead of HR people":
The logic is simple, yet missed-out by quite a few Company Recruiters.
One of the Primary & First point made by any recruiter [from HR or the consultant] is to 'sell the company' to the candidate. Now let's say there are 3 people--Company recruiter, the Candidate & a III person [in this case the Consultant]. IF YOU were the candidate & hear the Company Recruiter saying 'My/Our Company is great to work in' & at the same time hear a Consultant saying 'That Company is great to work with'--whose word would you give MORE preference? Most often, the III person's--that's human nature--whether it's in recruitment or any other area of human interaction, UNLESS there's something to disbelieve the III person's words. However, this also has it's own downside aspect too--like for any other situation.
This human thinking process is also @ the back of the Employee Referrals practice prevalent in many companies.
So, in practice, a Consultant is not just a Post Office forwarding resumes to the company/client, despite many HR professionals viewing it that way. There's a value-addition involved--in some cases @ a more deeper/wider level too.
Hope you get the point.
2] "......companies has put some profiles not matches for their requirement and it may suitable for our requirement".
That's what Job Portals are all about--IF you analyze deeper.
Rgds,
TS
From India, Hyderabad
While Dinesh V Divekar has addressed 2 of your concerns/queries, I will focus on TWO other points you made.
1] ".....dont know how the consultancies would get the profiles of candidates instead of HR people":
The logic is simple, yet missed-out by quite a few Company Recruiters.
One of the Primary & First point made by any recruiter [from HR or the consultant] is to 'sell the company' to the candidate. Now let's say there are 3 people--Company recruiter, the Candidate & a III person [in this case the Consultant]. IF YOU were the candidate & hear the Company Recruiter saying 'My/Our Company is great to work in' & at the same time hear a Consultant saying 'That Company is great to work with'--whose word would you give MORE preference? Most often, the III person's--that's human nature--whether it's in recruitment or any other area of human interaction, UNLESS there's something to disbelieve the III person's words. However, this also has it's own downside aspect too--like for any other situation.
This human thinking process is also @ the back of the Employee Referrals practice prevalent in many companies.
So, in practice, a Consultant is not just a Post Office forwarding resumes to the company/client, despite many HR professionals viewing it that way. There's a value-addition involved--in some cases @ a more deeper/wider level too.
Hope you get the point.
2] "......companies has put some profiles not matches for their requirement and it may suitable for our requirement".
That's what Job Portals are all about--IF you analyze deeper.
Rgds,
TS
From India, Hyderabad
Thank You for your response Seniors........
Hereby i am sharing another query,kindly suggest me...
Now i am working in new concern.Its a Growing Concern 7 years of old with 20 employees. I am the first HR in this concern. I have introduced the documentation work,induction,performance appraisal,HR procedures and policies( Covered all the aspects such as training & development, working culture, leave procedure, joining & relieving procedure etc. Other than this...
1. What are the criteria i should focus, introduce and improve in my concern.?
2. And my company is looking forward to get private limited and iso certification, as a HR what are the things i should maintain?
3.How can i manage my employees to adopt with new changes?
4.And in my company,daily each one taking leave,since i have introduced leave policy ,LOP, Warning etc but there is no improvement.I dont know what the alternative way to follow to handle my employees.
Please guide me.....
From India, Chennai
Hereby i am sharing another query,kindly suggest me...
Now i am working in new concern.Its a Growing Concern 7 years of old with 20 employees. I am the first HR in this concern. I have introduced the documentation work,induction,performance appraisal,HR procedures and policies( Covered all the aspects such as training & development, working culture, leave procedure, joining & relieving procedure etc. Other than this...
1. What are the criteria i should focus, introduce and improve in my concern.?
2. And my company is looking forward to get private limited and iso certification, as a HR what are the things i should maintain?
3.How can i manage my employees to adopt with new changes?
4.And in my company,daily each one taking leave,since i have introduced leave policy ,LOP, Warning etc but there is no improvement.I dont know what the alternative way to follow to handle my employees.
Please guide me.....
From India, Chennai
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