Hi first of all I would like to say thanks for advising all most all directions in HR.I would like to know about yearly hike pattern in small scale organisation. Suppose if an employee is getting 2lpa. So how much he can expect in completion of 1 year.Like wise are there any certain perameters set for hike. Like Min: Avg: Max: If yes please let me know.
Regards
Syamala
From India, Bangalore
Regards
Syamala
From India, Bangalore
Hello Sneha & Nidhi,
I should be able to help you both with our professional approach to tap the right candidates & also ensure they don't slip-out at the last moment..
We have had good success in sourcing candidates & closures @ middle & senior-level for even Start-ups & small IT Companies [with <10 employees] with our different approach towards them--WITHOUT bluffing anything.
Pl message me with details & we can move from there. I surely would need some inputs about your Companies before we make an effort.
Rgds,
TS
From India, Hyderabad
1637I should be able to help you both with our professional approach to tap the right candidates & also ensure they don't slip-out at the last moment..
We have had good success in sourcing candidates & closures @ middle & senior-level for even Start-ups & small IT Companies [with <10 employees] with our different approach towards them--WITHOUT bluffing anything.
Pl message me with details & we can move from there. I surely would need some inputs about your Companies before we make an effort.
Rgds,
TS
From India, Hyderabad
Hallo Nidhi, Please provide your mail id. I will send a suitable CV. Ramachandran
From India, Chennai
From India, Chennai
Hi Seniors,
My name is Anitha. I have almost 1.5 yrs exp in Recruitment. I worked in almost 2 consultancy and currently working in a small company with 150 employees. We used to recruit for BDE . The management expects to generate more number of walkins with quality profiles. Kindly suggest me how do we generate more walkins.....
Thanks and Regards
Anitha
From India, Coimbatore
My name is Anitha. I have almost 1.5 yrs exp in Recruitment. I worked in almost 2 consultancy and currently working in a small company with 150 employees. We used to recruit for BDE . The management expects to generate more number of walkins with quality profiles. Kindly suggest me how do we generate more walkins.....
Thanks and Regards
Anitha
From India, Coimbatore
Dear Anitha Sivakumaar,
You seems to want more walkins for the BDE (Business Development Executives) as interested by your management:
1) Put your requirement in the daily of your area ( a normal practice by the recruiters)
2) Fine a advertisement in one india/times job/job hunters/naukri.com/a separate page in the facebook with your want and exact requirement(in fact some times whom we expect may not found suitable whom me fail to select may be best suitable every thing is depend on the man whom we select, best select who is having hunger for the job that is good, hunger to development let you decide it)
3) If these are for freshers - please find out in the near by educational institutions and select for an appropriate candidates this will help you in the long lasting relations.
4) Advertise in the local channels if you want and time permits.
5) Better convey to your employees but did not accept recommendations for employment guaranteed.
This will kill the recruitment process.
6) Your friends circle and if you find deserving candidates better get him for walkin.
7) Find out in consultancy firms for prospective employment
8) Ad in local clubs with PROs.
First please know what you want and know whom you want know where you want to place them and How you want them to practice in your way or organisational way....Also, better for which organisation you want them is the most important..
best of luck..
From India, Arcot
You seems to want more walkins for the BDE (Business Development Executives) as interested by your management:
1) Put your requirement in the daily of your area ( a normal practice by the recruiters)
2) Fine a advertisement in one india/times job/job hunters/naukri.com/a separate page in the facebook with your want and exact requirement(in fact some times whom we expect may not found suitable whom me fail to select may be best suitable every thing is depend on the man whom we select, best select who is having hunger for the job that is good, hunger to development let you decide it)
3) If these are for freshers - please find out in the near by educational institutions and select for an appropriate candidates this will help you in the long lasting relations.
4) Advertise in the local channels if you want and time permits.
5) Better convey to your employees but did not accept recommendations for employment guaranteed.
This will kill the recruitment process.
6) Your friends circle and if you find deserving candidates better get him for walkin.
7) Find out in consultancy firms for prospective employment
8) Ad in local clubs with PROs.
First please know what you want and know whom you want know where you want to place them and How you want them to practice in your way or organisational way....Also, better for which organisation you want them is the most important..
best of luck..
From India, Arcot
Hi Sir,
Thank you for the information.. I will definitely follow this. Kindly also let me know as a recruiter what kind of attitude we should possess. What are the skills need to be developed. Is specialization of any part is important? for example Sales, IT requirements, Non IT requirements like engineering....Should I take a part of any field and get specialized? What need to be done for moving to Sr Recruiter?
Thank you
Regards
Anitha
From India, Coimbatore
Thank you for the information.. I will definitely follow this. Kindly also let me know as a recruiter what kind of attitude we should possess. What are the skills need to be developed. Is specialization of any part is important? for example Sales, IT requirements, Non IT requirements like engineering....Should I take a part of any field and get specialized? What need to be done for moving to Sr Recruiter?
Thank you
Regards
Anitha
From India, Coimbatore
1) Patience, hear fully and decide
2) Let them express themselves.. a sales man/women might be good in customer service, a office boy may be good in relationship building, a manager might be well and good planner making good things for development in the organisation, skills better developed and learned, relation ship with others, is he/she good in team development
3) expressing and exposures at critical points
4) Willing to take risks and undoubted attitude
5) Is he/she trustworthy this can be judged after joining yet, you have to put him for jobs like sensitive posts
Your approach is the most important..
Better always have one who is good in the filed of want rather than going and hunting without any formalities..
Best of Luck..
From India, Arcot
2) Let them express themselves.. a sales man/women might be good in customer service, a office boy may be good in relationship building, a manager might be well and good planner making good things for development in the organisation, skills better developed and learned, relation ship with others, is he/she good in team development
3) expressing and exposures at critical points
4) Willing to take risks and undoubted attitude
5) Is he/she trustworthy this can be judged after joining yet, you have to put him for jobs like sensitive posts
Your approach is the most important..
Better always have one who is good in the filed of want rather than going and hunting without any formalities..
Best of Luck..
From India, Arcot
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