HI;
I am working in an IT Product based company and we are looking for some skill sets like J2me, linux , I take the pain of scheduling the interviews, reminding the candidates and on the day of interview it is a poor show. This is affecting my work and even my boss has raised question on why the candidates are not turning up for interviews.
This saturday I have scheduled 25 interviews. I got confirmation from 16 and only 5 turned up.
I am in a very bad situation as I need to fill this position ASAP.
Please seniors help me find a solution for the same.
Regards;
Suma
From India, Mumbai
I am working in an IT Product based company and we are looking for some skill sets like J2me, linux , I take the pain of scheduling the interviews, reminding the candidates and on the day of interview it is a poor show. This is affecting my work and even my boss has raised question on why the candidates are not turning up for interviews.
This saturday I have scheduled 25 interviews. I got confirmation from 16 and only 5 turned up.
I am in a very bad situation as I need to fill this position ASAP.
Please seniors help me find a solution for the same.
Regards;
Suma
From India, Mumbai
when u short list the candidates, do u interact with ur technical heads and shortlist, if yes then when u call them up, don't give them one day to attend interview tell them that they can attend it as per their convenience, if at all the positions are for specialised projects. and when u call ur tone the way u are asking them to come for interview also counts and moreover few candidates does not like to be known that they are looking out for jobs hence be careful while calling them to interview. and then finally it happens that people wont' turn up, so i think u need to call more candidates say 80 or 100 then may be 25 will turn up. all the best for u. and anymore queries u can ask me, one more thing u can go on employee references thats a good thing i mean u get really what u are looking out for at times.
regards
sadhana
From India, Delhi
3regards
sadhana
From India, Delhi
Thanks sadhana;
When i call up the candidates I give them a specified range in dates and also a flexible time also , even i ask them their convenient time and date even i schedule interviews on sundays also. They also give a confirmation saying yes they would be present on time and when i call up the next day they dont even pick up the call.
The skill set m looking out for am not finding right candidates.
Thanx once again for the suggestion.
Regards;
Suma.
From India, Mumbai
When i call up the candidates I give them a specified range in dates and also a flexible time also , even i ask them their convenient time and date even i schedule interviews on sundays also. They also give a confirmation saying yes they would be present on time and when i call up the next day they dont even pick up the call.
The skill set m looking out for am not finding right candidates.
Thanx once again for the suggestion.
Regards;
Suma.
From India, Mumbai
hey read this by one of our HR site freinds it may help u
I am sharing the way how I am able to source and recruit the candidates on time, the same is explained below :
1. When the Position is identified, you sit along with the hiring Manager or the line Manager, try to understand the job profile which includes, education, domain experience, specific skills then if possible try to know the Industry domain which you are looking at. Thus by doing this as a recruiter you understand the profile and requirement to the extent of 65%.
2. Next if you are working with consultant explain them the same or if you are sourcing from job portals, try to use the advanced search by feeding the job profile, industry domain. or else if possible take some time of the hiring manager or line manager make him sit before the portal and ask him to search the profiles, this will reduce the time for pre-screening.
3. Once you shortlist the resumes according to the profile you are looking for, please schedule a telephonic discussion before calling the candidate for interview, this will make you understand the candidates profile preliminarily, because some resumes are goody and fancy but does not have any stuff in it. This telephonic discussion will wipe out these discrepancies and you can avoid wasting your time and candidates time in calling for personal interview. Because is time is money.
4. After the telephonic discussion shortlist the candidates, then arrange for the personal round of interview with the candidate, please try to finish of the interview if you have two or more rounds thus not trouble the candidate to take more leaves. again time is precious.
5. Once the interview is over, please inform the candidate that if he is shortlisted he will be called and informed about the offer or if he does not receive any call within 3 days or 4 or 6 days of interview he presume that he has not been selected. This will give candidate the option of searching other jobs or companies.
6. As far as possible try to use the communication advancement for discussing with the candidate who have been selected viz salary negotiation ( by telephone), exchanging of documents and sharing of information ( by email), this will really help the candidate and you to concentrate other important work.
7. Last but not the least, once offer is issued please talk to the candidate once in a week before he is on board, this keeps the candidate feel very important and you can also know the pulse of the Candidate, i.e if he is not joining your company he will avoid talking to you, this will enable you to source or find the second in line for that post instead of 3 months notice.
Hi it is lengthy and boring to read................... but the fact is by following these simple ways I am able to select and bring the candidate on board within the stipulated time of business.
Hi request all my professional members to share their strategies / methodologies, if they undergone any in HR process.
With regards
K.S.Yoganth Murthy
From India, Delhi
I am sharing the way how I am able to source and recruit the candidates on time, the same is explained below :
1. When the Position is identified, you sit along with the hiring Manager or the line Manager, try to understand the job profile which includes, education, domain experience, specific skills then if possible try to know the Industry domain which you are looking at. Thus by doing this as a recruiter you understand the profile and requirement to the extent of 65%.
2. Next if you are working with consultant explain them the same or if you are sourcing from job portals, try to use the advanced search by feeding the job profile, industry domain. or else if possible take some time of the hiring manager or line manager make him sit before the portal and ask him to search the profiles, this will reduce the time for pre-screening.
3. Once you shortlist the resumes according to the profile you are looking for, please schedule a telephonic discussion before calling the candidate for interview, this will make you understand the candidates profile preliminarily, because some resumes are goody and fancy but does not have any stuff in it. This telephonic discussion will wipe out these discrepancies and you can avoid wasting your time and candidates time in calling for personal interview. Because is time is money.
4. After the telephonic discussion shortlist the candidates, then arrange for the personal round of interview with the candidate, please try to finish of the interview if you have two or more rounds thus not trouble the candidate to take more leaves. again time is precious.
5. Once the interview is over, please inform the candidate that if he is shortlisted he will be called and informed about the offer or if he does not receive any call within 3 days or 4 or 6 days of interview he presume that he has not been selected. This will give candidate the option of searching other jobs or companies.
6. As far as possible try to use the communication advancement for discussing with the candidate who have been selected viz salary negotiation ( by telephone), exchanging of documents and sharing of information ( by email), this will really help the candidate and you to concentrate other important work.
7. Last but not the least, once offer is issued please talk to the candidate once in a week before he is on board, this keeps the candidate feel very important and you can also know the pulse of the Candidate, i.e if he is not joining your company he will avoid talking to you, this will enable you to source or find the second in line for that post instead of 3 months notice.
Hi it is lengthy and boring to read................... but the fact is by following these simple ways I am able to select and bring the candidate on board within the stipulated time of business.
Hi request all my professional members to share their strategies / methodologies, if they undergone any in HR process.
With regards
K.S.Yoganth Murthy
From India, Delhi
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