Dear HR,
I am working with a mid size IT company for last 1 year. From the beginning itself I am facing a problem of hiring people for the company.
Candidates are coming for the interview and getting selected also. But they are not joining.
We have in our policy that anyone who is going to join our company has to sign a Service Level Agreement for there service for minimum 18 months with our company and has to sign a bond for serving 2 months notice period.
Please suggest if there is any scope to modify hiring process, so that we can hire and retain quality candidates.
From India, Bhubaneswar
3I am working with a mid size IT company for last 1 year. From the beginning itself I am facing a problem of hiring people for the company.
Candidates are coming for the interview and getting selected also. But they are not joining.
We have in our policy that anyone who is going to join our company has to sign a Service Level Agreement for there service for minimum 18 months with our company and has to sign a bond for serving 2 months notice period.
Please suggest if there is any scope to modify hiring process, so that we can hire and retain quality candidates.
From India, Bhubaneswar
Dear Senthil, If your company is ready to pay charges take the help of recruitment consultannt also they are more specialised in selecting candidates. Regards Kadam-09892067462
From India, Mumbai
From India, Mumbai
Mid-sized companies have always found it difficult to hire talents. The expected skill set is more or less the same as that of giants, but the big companies command higher brand equity and also can afford more salary. I know the cost of hiring and training a resource. It won't be feasible for a company, if an employee joins a company, acquire training and then move out in 6 months. The attrition rate could be 25% to 30% in mid-sized / start up companies
At the same time, when you ask them to sign a bond for 18 months, it makes the employees to think twice. They always keep hoping that they would get offer from blue chip company and won't be able to move, if there is a bond.
Sit with your management and find out which would hurt you more. Working with minimal work force or attrition of 1/3rd employees every 6 months.
We all know the Carrot or Stick theory. Try a carrot method instead of stick (service agreement)
As a temporary measure you can do away with the service agreement. Announce accrual joining bonus of 10000 for those joining before 31st Aug, which would be paid after successful completion of 6 months in service. I do not know, if this would work. But, I am in your position and able to convince the management, I would do this.
Once people come in, I am sure, you can do your best to retain them for a longer period
Regards
Sivaramakrishnan
9381003750
From India, Madras
At the same time, when you ask them to sign a bond for 18 months, it makes the employees to think twice. They always keep hoping that they would get offer from blue chip company and won't be able to move, if there is a bond.
Sit with your management and find out which would hurt you more. Working with minimal work force or attrition of 1/3rd employees every 6 months.
We all know the Carrot or Stick theory. Try a carrot method instead of stick (service agreement)
As a temporary measure you can do away with the service agreement. Announce accrual joining bonus of 10000 for those joining before 31st Aug, which would be paid after successful completion of 6 months in service. I do not know, if this would work. But, I am in your position and able to convince the management, I would do this.
Once people come in, I am sure, you can do your best to retain them for a longer period
Regards
Sivaramakrishnan
9381003750
From India, Madras
Mr.Sivarama Krishnan has come out with a good suggestion of joining bonus in lieu of service agreement to attract candidates. Now try the carrot of retention bonus payable to those who stick to your company for one year to retain them.Hope this also may help.A service agreement with a midsized company may rope in a candidate desperate for a job but then the question whether such candidate will deliver the goods.
B.Saikumar
In-house R & IR Advisor
From India, Mumbai
B.Saikumar
In-house R & IR Advisor
From India, Mumbai
Remember the first funda that hiring is not everyones cup of tea. Interviewing is like conducting a relegious function wherein you have to connect with the candidate in 10 to 15 minutes.If this process is established, then you need not interview n number of candidates, as advised by one of our member and waste your valuable time.You need to analyse what went wrong and rectify these deficiencies in the existing process. There can be some gaps.Might be that you are not using the right tool to zero down on the right candidate.
Finally, everything boils down to money. Check if you are paying at par with other organizations.
Its a great thing that you have openly admitted your problems. Dont look at it as a problem. Look at it as some possibilities and you will end up with some nice solutions.
Best of Luck.
From India, Mumbai
Finally, everything boils down to money. Check if you are paying at par with other organizations.
Its a great thing that you have openly admitted your problems. Dont look at it as a problem. Look at it as some possibilities and you will end up with some nice solutions.
Best of Luck.
From India, Mumbai
Hi Alka
The points mentioned here are valid and adhering to them helps you to be in a better position.
Beyond them there are few factors.. as listed below
Is the 18 months agreement the real hindrance in joining. Though I am against the concept of service agreements or bonds, still I feel its only one point among others for the dropouts.
1. How much do you engage with the offered candidates?. We need to make them feel like a part of the company family even before they join. Don't just call them and confirm the joining, once in a while. Share some updates or recent developments to them, creating a feeling in the candidate that the company is considering him/her as their part already.
2. Why shud they join you?. How much are the candidates clear about the opportunity available and the career progression. What will they achieve if they spend the 18 months or more with you. This clarity and transparency plays an important role in having the candidates convinced.
3. How much do you read the candidates?. Not all candidates are job seekers. There are people who are just checking the opportunities and attend interviews to increase their market value, negotiate with the present company. (I am not saying that all candidates belong to this group, but a significant number does). Do a thorough level of screening and HR interview before the offer to understand the candidates in depth.
4. How much did you negotiate with the candidate?: Salary nego plays an important role. While the candidates expect the sky, how efficiently and convincingly we negotiate is the key.
5. How good is the process?: Interview process and delays in decision is a factor which few candidates consider while selecting the next company. If the updates/feedback are not on time; delay in response from HR/recruitment teams; delay in processing the offer etc create a negative picture of the company in the candidates mind. He/she feels the same will happen once they are inside, not an encouraging atmosphere
There are more to add,, do a good search on the topic and you can get good articles and case studies by industry experts.
Rgds
Bibin Kurian
From India, Bangalore
The points mentioned here are valid and adhering to them helps you to be in a better position.
Beyond them there are few factors.. as listed below
Is the 18 months agreement the real hindrance in joining. Though I am against the concept of service agreements or bonds, still I feel its only one point among others for the dropouts.
1. How much do you engage with the offered candidates?. We need to make them feel like a part of the company family even before they join. Don't just call them and confirm the joining, once in a while. Share some updates or recent developments to them, creating a feeling in the candidate that the company is considering him/her as their part already.
2. Why shud they join you?. How much are the candidates clear about the opportunity available and the career progression. What will they achieve if they spend the 18 months or more with you. This clarity and transparency plays an important role in having the candidates convinced.
3. How much do you read the candidates?. Not all candidates are job seekers. There are people who are just checking the opportunities and attend interviews to increase their market value, negotiate with the present company. (I am not saying that all candidates belong to this group, but a significant number does). Do a thorough level of screening and HR interview before the offer to understand the candidates in depth.
4. How much did you negotiate with the candidate?: Salary nego plays an important role. While the candidates expect the sky, how efficiently and convincingly we negotiate is the key.
5. How good is the process?: Interview process and delays in decision is a factor which few candidates consider while selecting the next company. If the updates/feedback are not on time; delay in response from HR/recruitment teams; delay in processing the offer etc create a negative picture of the company in the candidates mind. He/she feels the same will happen once they are inside, not an encouraging atmosphere
There are more to add,, do a good search on the topic and you can get good articles and case studies by industry experts.
Rgds
Bibin Kurian
From India, Bangalore
Hi Alka,
First of all I would like to introduce my firm Aim4Job, which has been into recruitment since 2007. During this period, apart from some brand companies, we have worked a few start up and mid size companies with similar service agreement. We have
successfully placed stable candidates with them.
Mr Senthil has given a good suggestion about hiring through recruitment consultants. They have a different way of approaching the candidates, where they will shortlist and send only interested candidates for the interview. It will save your time and hard work.
If your company is interested in hiring through consultants, you can mail me @
or call me at my contact no. 9910988233
Regards,
Rashmi Ghosh
From India, Delhi
First of all I would like to introduce my firm Aim4Job, which has been into recruitment since 2007. During this period, apart from some brand companies, we have worked a few start up and mid size companies with similar service agreement. We have
successfully placed stable candidates with them.
Mr Senthil has given a good suggestion about hiring through recruitment consultants. They have a different way of approaching the candidates, where they will shortlist and send only interested candidates for the interview. It will save your time and hard work.
If your company is interested in hiring through consultants, you can mail me @
Regards,
Rashmi Ghosh
From India, Delhi
Dear Alka ji,
This is an internal issue of your company and should take an in-house decision. Such posts
will "fetch" you many replies but no resolution , which is very evident. The issue raised by
you is much beyond the scope of an HR and needs to be decided by the directors of your
organisation . Hope , you are able to convince your seniors & continue to work peacefully.
Take care,
Sourav Mukherjee
From India, Bangalore
This is an internal issue of your company and should take an in-house decision. Such posts
will "fetch" you many replies but no resolution , which is very evident. The issue raised by
you is much beyond the scope of an HR and needs to be decided by the directors of your
organisation . Hope , you are able to convince your seniors & continue to work peacefully.
Take care,
Sourav Mukherjee
From India, Bangalore
Dear friend..
I don"t think there is any legal binding while you are framing rules.
. First
prepare a manifesto of ur company what is the goal of ur company.?. And what is the way your manifesto adopted to achieve the goal?
They should be very clear and honest and they should reach the applicant...
What for such rules framed ?
What is the ownership of employee to do that job. I mean to say.. The
employee should own the motto of the company to dicharge his duties..
And regarding ur tough task..... Very first ask ur applicants what is tough
part in ur agreement rules... And delit or modify accordig to ur applicants
suggestions only if u want to upgrade ur company"s status. Ok
all the best.
From India, Nellore
I don"t think there is any legal binding while you are framing rules.
. First
prepare a manifesto of ur company what is the goal of ur company.?. And what is the way your manifesto adopted to achieve the goal?
They should be very clear and honest and they should reach the applicant...
What for such rules framed ?
What is the ownership of employee to do that job. I mean to say.. The
employee should own the motto of the company to dicharge his duties..
And regarding ur tough task..... Very first ask ur applicants what is tough
part in ur agreement rules... And delit or modify accordig to ur applicants
suggestions only if u want to upgrade ur company"s status. Ok
all the best.
From India, Nellore
Following are my suggestions:
1. Hire more people. It increases the probability of joining new members.
2. Take the help of Naukri, Monster & other job portals to scrutinize the candidates.
3. If you are hiring freshers, best possible solution is campus recruitment. Visit one reputed college in your locality & conduct interviews.
4. Compare the salary package, timings & other benefits in your industry.
5. Decrease the bond period to one year.
6. Complete all rounds of interview in a single day & provide the joining date immediately.
Regards
Srinivas Tanku
From India, Vijayawada
1. Hire more people. It increases the probability of joining new members.
2. Take the help of Naukri, Monster & other job portals to scrutinize the candidates.
3. If you are hiring freshers, best possible solution is campus recruitment. Visit one reputed college in your locality & conduct interviews.
4. Compare the salary package, timings & other benefits in your industry.
5. Decrease the bond period to one year.
6. Complete all rounds of interview in a single day & provide the joining date immediately.
Regards
Srinivas Tanku
From India, Vijayawada
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