Hie, Do not use the designation as receptionist, or front office. Use a designation Like"First Impression Manager" . You will find how it works. Status play a vital role these days.
From India, Patna
2From India, Patna
Amita,
I would suggest that you need to look at your Recruitment and Selection process. If I understand the underlying message in the above posting, you are just interviewing random people off the street as it were. You have no process in place.
That is not recruitment. I have posted here many times on this subject. Here again is John in Oz's 6 Easy Steps to Recruitment and Selection.
If you want the right candidate for the job, you only need 6 things:
1. A proper position description which sets out the requirements of the job
2. A person specification setting out what the successful candidate needs to perform the job
3. A rigorous selection process based on the PD and PS, to choose the top 4 candidates to interview
4. A targeted interview questionnaire based on the PD and PS, to ensure the candidates can do the job and can integrate into the company - no stupid, irrelevant questions that have nothing to do with the job
5. Well trained interviewer/s
6. A rigorous reference checking process
Place well worded advertisements or work with a trusted employment agency who will source the RIGHT type of candidates for interview.
That's all there is to it. No need to complicate the process. Remember the KISS principle.
From Australia, Melbourne
I would suggest that you need to look at your Recruitment and Selection process. If I understand the underlying message in the above posting, you are just interviewing random people off the street as it were. You have no process in place.
That is not recruitment. I have posted here many times on this subject. Here again is John in Oz's 6 Easy Steps to Recruitment and Selection.
If you want the right candidate for the job, you only need 6 things:
1. A proper position description which sets out the requirements of the job
2. A person specification setting out what the successful candidate needs to perform the job
3. A rigorous selection process based on the PD and PS, to choose the top 4 candidates to interview
4. A targeted interview questionnaire based on the PD and PS, to ensure the candidates can do the job and can integrate into the company - no stupid, irrelevant questions that have nothing to do with the job
5. Well trained interviewer/s
6. A rigorous reference checking process
Place well worded advertisements or work with a trusted employment agency who will source the RIGHT type of candidates for interview.
That's all there is to it. No need to complicate the process. Remember the KISS principle.
From Australia, Melbourne
Dear Friend,
If same has been repeated many times in recent past, please check if there are adverse comments about your company on net or may be some old staff had complaints against your company and may be if you search google you can see those comments. Otherwise the various points mentioned by various members are also important. On lighter side may be you are offering letters to the best in market and they may have better offers from other companies. I hope this time you wont have this problem.
Wish you all the best.
From India, Delhi
If same has been repeated many times in recent past, please check if there are adverse comments about your company on net or may be some old staff had complaints against your company and may be if you search google you can see those comments. Otherwise the various points mentioned by various members are also important. On lighter side may be you are offering letters to the best in market and they may have better offers from other companies. I hope this time you wont have this problem.
Wish you all the best.
From India, Delhi
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