Hi Priya
In Todays world recuritment is not selling in today's world recuritment is more of consultative needs analysis rather than transactional selling For the candidate, accepting an offer is a long-term strategic career decision based on opportunity, not a short-term tactical decision based on compensation। So don't rush it.
Recruiting and closing is not about compensation; it's about opportunity. If your job is no different than the competition, then all you have left is the money. So, if you want to hire more top people, make the job bigger, not the compensation.
You need to create strong branding in the employee market give check your recuritment process - you had not mentioned how is your recuritment porcess.
Even i do face the same probelem waht you have and Hyderbbad S/W Engineers are competitive.
Rgrds
Vinay
9866254387(Hyd)
http://finance.groups.yahoo.com/grou...ResourceOnLine
From India, Hyderabad
24In Todays world recuritment is not selling in today's world recuritment is more of consultative needs analysis rather than transactional selling For the candidate, accepting an offer is a long-term strategic career decision based on opportunity, not a short-term tactical decision based on compensation। So don't rush it.
Recruiting and closing is not about compensation; it's about opportunity. If your job is no different than the competition, then all you have left is the money. So, if you want to hire more top people, make the job bigger, not the compensation.
You need to create strong branding in the employee market give check your recuritment process - you had not mentioned how is your recuritment porcess.
Even i do face the same probelem waht you have and Hyderbbad S/W Engineers are competitive.
Rgrds
Vinay
9866254387(Hyd)
http://finance.groups.yahoo.com/grou...ResourceOnLine
From India, Hyderabad
Hi Folks,
It's been a wonderful idea generation by all!
I may just add the following :
Experienced/skilled people join a smaller, often a non-descript Company for :
1. A higher take home pay/flexi-pay (not necessarily higher CTC)
2. Higher designation/role
3. Higher recognition and care
4. Faster promotion/growth,
5. Multi-tasking/broader exposure
6. Projects/function of choice/multi-functional exposure
7. Participation in ownership
8. Quick bucks in case of a business spin-off
8. Telecommuting/flexi-working
9. Brand building exposure
10.Global travel/deputation/placement (if possible)
Corporate culture binding a close, well-coordinated team, providing loads of appreciation and individual/group recognition, work well. The challenge is to keep them conforming to HR policies and guidelines and yet accord flexibility and speed in operations and decision making.
Provide these by innovative ways and they will be attracted and will stay on.
Rahul Kumar
09968270580
From India, New Delhi
It's been a wonderful idea generation by all!
I may just add the following :
Experienced/skilled people join a smaller, often a non-descript Company for :
1. A higher take home pay/flexi-pay (not necessarily higher CTC)
2. Higher designation/role
3. Higher recognition and care
4. Faster promotion/growth,
5. Multi-tasking/broader exposure
6. Projects/function of choice/multi-functional exposure
7. Participation in ownership
8. Quick bucks in case of a business spin-off
8. Telecommuting/flexi-working
9. Brand building exposure
10.Global travel/deputation/placement (if possible)
Corporate culture binding a close, well-coordinated team, providing loads of appreciation and individual/group recognition, work well. The challenge is to keep them conforming to HR policies and guidelines and yet accord flexibility and speed in operations and decision making.
Provide these by innovative ways and they will be attracted and will stay on.
Rahul Kumar
09968270580
From India, New Delhi
Dear All,
Those were really wonderful and well framed thoughts....sorry for the late response as i was completely tiedup not an excuse but i apologize. :)
The process that we follow is as follows:
1. Receiving an RRF i.e. Resource Request From from the concerned head of the dept. that clearly mentions the position, desired skill set, JD, no.s required and the date by which the candidate has to be on board.
2. Approval from the MD has to be taken to proceed further.
3. once approved sourcing begins....most of these happen simultaneously
3.1) Searching from the internal Database
3.2) Soliciting Employee Referrals
3.3) Posting on Groups, Blogs, Networking Websites.
3.4) Sourcing from the existing job portal [we always have access to only one portal at a time]
if nothing falls in place in two days time, i post an ad on existing job portal. My mgmt never approved for a paper ad so option closed.
4. from the received responses/sourced profiles will screen the candidates against the requirements mentioned in RRF
5. if the screened prospects meet our requirements [skill/cost/time] then cordinate with the dept heads for technical interviewing.
[This is the most time consuming process apart from joining]
6. after selecting the right fit it will be sent to our Manager-Hr for final HR round
7. offer if selected or steps 3-6 continues......
8. prospects acceptance of the offer follwed by joining
90% of them decline the offer and the problem has never been adressed except working on one position for long...........
hmmmmm.......so that is our process.
Expert sugestions please????????
Regards
Priya.
From India, Hyderabad
Those were really wonderful and well framed thoughts....sorry for the late response as i was completely tiedup not an excuse but i apologize. :)
The process that we follow is as follows:
1. Receiving an RRF i.e. Resource Request From from the concerned head of the dept. that clearly mentions the position, desired skill set, JD, no.s required and the date by which the candidate has to be on board.
2. Approval from the MD has to be taken to proceed further.
3. once approved sourcing begins....most of these happen simultaneously
3.1) Searching from the internal Database
3.2) Soliciting Employee Referrals
3.3) Posting on Groups, Blogs, Networking Websites.
3.4) Sourcing from the existing job portal [we always have access to only one portal at a time]
if nothing falls in place in two days time, i post an ad on existing job portal. My mgmt never approved for a paper ad so option closed.
4. from the received responses/sourced profiles will screen the candidates against the requirements mentioned in RRF
5. if the screened prospects meet our requirements [skill/cost/time] then cordinate with the dept heads for technical interviewing.
[This is the most time consuming process apart from joining]
6. after selecting the right fit it will be sent to our Manager-Hr for final HR round
7. offer if selected or steps 3-6 continues......
8. prospects acceptance of the offer follwed by joining
90% of them decline the offer and the problem has never been adressed except working on one position for long...........
hmmmmm.......so that is our process.
Expert sugestions please????????
Regards
Priya.
From India, Hyderabad
Hi Priya,
I am also working in a smaller setup and i understand wat you are facing as iam also facing the same problem.
The suggestions given by other members are really helpful but utilise them according to the requirement and situation. As each and every requirement has different roles and responsibility exp level etc. So you have to think accordingly and work it out.
Regards,
Ajitha
From India, Delhi
I am also working in a smaller setup and i understand wat you are facing as iam also facing the same problem.
The suggestions given by other members are really helpful but utilise them according to the requirement and situation. As each and every requirement has different roles and responsibility exp level etc. So you have to think accordingly and work it out.
Regards,
Ajitha
From India, Delhi
Campus recruitment can be the best way to start the process of having the right kind of talent for you, if you are able to invest in time and training. The best factor being that you also brand yourself in the long run. Campus recruitment YOY ensures that you have a steady flow of talent and your are in a position to manage your talent crunch. But ensure that proper planning is done keeping in mind the business development scope, market and current scenario.
Asst Manager, Campus Reach
From India, Bangalore
Asst Manager, Campus Reach
From India, Bangalore
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