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 you hiring cost and time with higher hit ratio. As the talents clear the first written and introductory round, you can keep the Operation-round panel back at 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 thier 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 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
1859As 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 you hiring cost and time with higher hit ratio. As the talents clear the first written and introductory round, you can keep the Operation-round panel back at 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 thier 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 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
Dear Sheela,
the situation u have wrote the same i hv faced coz the terms you have specified for recruiting a employee, exactly same conditions are in our company and as a Hr Executive this is my responsibility to recruit the employees. initially i hv faced lots of problems coz nobody wants to sign the bond and submit his/her original certificate... but latter on i hv learn hw to convince the candidate by little bit marketing or you can say awaring them for their career.
From India, New Delhi
the situation u have wrote the same i hv faced coz the terms you have specified for recruiting a employee, exactly same conditions are in our company and as a Hr Executive this is my responsibility to recruit the employees. initially i hv faced lots of problems coz nobody wants to sign the bond and submit his/her original certificate... but latter on i hv learn hw to convince the candidate by little bit marketing or you can say awaring them for their career.
From India, New Delhi
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 dubious practice of forced "employee retention" ??
Apart from the bond; you agree that "the pay structure is also less compared to other co's". 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
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 dubious practice of forced "employee retention" ??
Apart from the bond; you agree that "the pay structure is also less compared to other co's". 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
Bonded labour - physical or mental - does not work any more... unless employees and employers bond voluntarily things do not work in modern times. Retaining original degree certificates is like holding someones 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 can not force it to drink...
From India, Calcutta
From India, Calcutta
Dear Ms
There is another angle to overcome such obligations.
You try to recruit the manpower on "Contractual Employment Services"which will be for a period depending on your requirement or 3 to 6 months minimum. Either side can end the contract agreement by giving notice for"14-26 working days" . Further, under this agreement, the contract employee need not to sign any bond other than the Contract with a cheque duly signed for an amount equaling to 24 working days pay, towards collateral security.
Secondly the employee doesn't comes under the EPF, ESI, P.Tax or any other Statutory obligation. The employer need to deduct TDS @20% from the pay earnings / as applicable only. The best way is to fix the rate "per hour" and pay accordingly (ie., to get the hourly rate use formula ((Amount planned/30)8))
With Best Regards
Manager (Admin)
From India, Hyderabad
There is another angle to overcome such obligations.
You try to recruit the manpower on "Contractual Employment Services"which will be for a period depending on your requirement or 3 to 6 months minimum. Either side can end the contract agreement by giving notice for"14-26 working days" . Further, under this agreement, the contract employee need not to sign any bond other than the Contract with a cheque duly signed for an amount equaling to 24 working days pay, towards collateral security.
Secondly the employee doesn't comes under the EPF, ESI, P.Tax or any other Statutory obligation. The employer need to deduct TDS @20% from the pay earnings / as applicable only. The best way is to fix the rate "per hour" and pay accordingly (ie., to get the hourly rate use formula ((Amount planned/30)8))
With Best Regards
Manager (Admin)
From India, Hyderabad
Dear Sheela,
I read all the answers and believe that your company's management is from 1980's time and does not want to look anything for employees. In the current scenario, only mostly needed people will join your company, and they could not provide you appropriate output. So, if your management does not change their policies, then no one could help them and this also effect their business as well.
Thanks
Amit Singhal
From India, Delhi
I read all the answers and believe that your company's management is from 1980's time and does not want to look anything for employees. In the current scenario, only mostly needed people will join your company, and they could not provide you appropriate output. So, if your management does not change their policies, then no one could help them and this also effect their business as well.
Thanks
Amit Singhal
From India, Delhi
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
From India, Bangalore
Dear Sheela,
You can contact various colleges they are always trying to get there students placed, talk to them get a walk in interview arranged.
And as you have mentioned that, the management is ready to train but they dont want to spend money in placing the candidates.
It is very clear they are ready to develop the talent and are most concerned about attrition rate.
Giving a chance to freshers would serve the best in this situation and 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
You can contact various colleges they are always trying to get there students placed, talk to them get a walk in interview arranged.
And as you have mentioned that, the management is ready to train but they dont want to spend money in placing the candidates.
It is very clear they are ready to develop the talent and are most concerned about attrition rate.
Giving a chance to freshers would serve the best in this situation and 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
Hi,
First of all do specify your industry type. Again the only reason your management is asking for a bond is nothing but of attrition rate, again that is only because of the less payment given to employees.
There are certain ways to recruit people. There are lots of people in the market who are still hunting for job. In this case you have to stream line your recruitment methods. Make use of portals, nowadays there are lots of methods which can give you resumes. Even a social community would help. I have recruited people for 6k/month with a bond of 2 years. It is all the way you put it on. You can give suggesssion to your management to deduct 2 months Salary as the bond amount partly in the monthly salary. So it will prove useful tool to tackle with the problem of bond amount.
From India, Pune
First of all do specify your industry type. Again the only reason your management is asking for a bond is nothing but of attrition rate, again that is only because of the less payment given to employees.
There are certain ways to recruit people. There are lots of people in the market who are still hunting for job. In this case you have to stream line your recruitment methods. Make use of portals, nowadays there are lots of methods which can give you resumes. Even a social community would help. I have recruited people for 6k/month with a bond of 2 years. It is all the way you put it on. You can give suggesssion to your management to deduct 2 months Salary as the bond amount partly in the monthly salary. So it will prove useful tool to tackle with the problem of bond amount.
From India, Pune
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
How to handle.doc