hi Friends,
i'am working with IT Software Company based at Jaipur, it's head office is in Dublin. We started our opertaion in Jaipur two years back. Now we want to increase the strength of our employees. i'am looking for senior positions,like Project Manager, Team Leader. i'am using job portals, consultants, and Employee References as well. But the biggest problem i'am facing is people are not ready to come to jaipur, they think Jaipur is a small city and their are no opputunities. Many candidates were selected, revecied the appointment letters and refused to join after that.
In short i can say that their are two problems
1. people are not ready to come to jaipur
2. they refuse to join after getting Letters.
It's a small company with strength of 12 people in Jaipur. What shall i do? Is their any problem with my communication to candidates as i'am calling the candiates or is thir something else.
please guide me......
i'm having lot of pressure for the same. Please help me
Regards
urvashi
From India, Pune
i'am working with IT Software Company based at Jaipur, it's head office is in Dublin. We started our opertaion in Jaipur two years back. Now we want to increase the strength of our employees. i'am looking for senior positions,like Project Manager, Team Leader. i'am using job portals, consultants, and Employee References as well. But the biggest problem i'am facing is people are not ready to come to jaipur, they think Jaipur is a small city and their are no opputunities. Many candidates were selected, revecied the appointment letters and refused to join after that.
In short i can say that their are two problems
1. people are not ready to come to jaipur
2. they refuse to join after getting Letters.
It's a small company with strength of 12 people in Jaipur. What shall i do? Is their any problem with my communication to candidates as i'am calling the candiates or is thir something else.
please guide me......
i'm having lot of pressure for the same. Please help me
Regards
urvashi
From India, Pune
hi,
well, i can understand your predicament. Will you plz send me the detail of your requirment. Can freshers apply too? I would like to know the salary range, qualification, years of experience.
regards,
DK
From India, Mangaluru
1well, i can understand your predicament. Will you plz send me the detail of your requirment. Can freshers apply too? I would like to know the salary range, qualification, years of experience.
regards,
DK
From India, Mangaluru
I may not know much about India and the procedures you follow. But all professionals do not like to join small scale organizations fearing they may not have career development and other opportunities provided by large organizations. While you call for applications and select the best candidates the candidates send their applications to many companies and select the most advantageous place for their career.
I think you might want to spend some time building up the image of your organization. Since the current staff strength is small design your advertisement telling the candidates that joining an organization at its infant stage may give them better roots and ample opportunities. Think out of the box and use different methods to enhance the image which in turn will attract possible candidates.
From Sri Lanka
I think you might want to spend some time building up the image of your organization. Since the current staff strength is small design your advertisement telling the candidates that joining an organization at its infant stage may give them better roots and ample opportunities. Think out of the box and use different methods to enhance the image which in turn will attract possible candidates.
From Sri Lanka
Hi Urvashi,
(urvashi.dahiyamonsoonconsulting.co)
I suggest the following for your problems :
1. Do try to assess through your own means why don't people join -
salary, location, career, lack of Co-brand, family facilities, etc.
2. Consult your senior management, if possible, to include an innovative
salary package for 'responsible' levels like a Project Manager such as a
reasonable sweat equity if they contribute substantially for 2-3 years,
innovative salary packaging to give them city comfort such as
commuting/staying, etc. It depends, where are these candidates
coming from.
3. Prepare a good profile of the Company, its history/background,
products/services, management team, business locations, expansion
plans, etc. to give candidates a good, sound picture of the Company
and their future. The presentation could be a ppt or brochure/handouts
in color print that selected candidates can carry.
4. Tell senior management to speak with the candidate just before/after
he accepts his Offer/Appointment letter and give him/her a pep talk on
the Company/career of the candidate. This will help motivate prospects
to join. Love, affection and openness help a lot in intrinsic motivation.
Many good candidates are open to startups, given their possibilities of according higher motivation, self esteem/actualization and recognition possibilities. You and the management team has to sell effectively.
The solution, basically lies in effective selling and projecting the Company and its business to prospective joinees.
Rahul Kumar
From India, New Delhi
(urvashi.dahiyamonsoonconsulting.co)
I suggest the following for your problems :
1. Do try to assess through your own means why don't people join -
salary, location, career, lack of Co-brand, family facilities, etc.
2. Consult your senior management, if possible, to include an innovative
salary package for 'responsible' levels like a Project Manager such as a
reasonable sweat equity if they contribute substantially for 2-3 years,
innovative salary packaging to give them city comfort such as
commuting/staying, etc. It depends, where are these candidates
coming from.
3. Prepare a good profile of the Company, its history/background,
products/services, management team, business locations, expansion
plans, etc. to give candidates a good, sound picture of the Company
and their future. The presentation could be a ppt or brochure/handouts
in color print that selected candidates can carry.
4. Tell senior management to speak with the candidate just before/after
he accepts his Offer/Appointment letter and give him/her a pep talk on
the Company/career of the candidate. This will help motivate prospects
to join. Love, affection and openness help a lot in intrinsic motivation.
Many good candidates are open to startups, given their possibilities of according higher motivation, self esteem/actualization and recognition possibilities. You and the management team has to sell effectively.
The solution, basically lies in effective selling and projecting the Company and its business to prospective joinees.
Rahul Kumar
From India, New Delhi
hi,
for freshers their is no requirement for now, i may need them once i finish up with senior positions. i need people with atleast three years of experience in java& j2ee.
you amy send me your resume, foe future refrence.
regards
urvashi
From India, Pune
for freshers their is no requirement for now, i may need them once i finish up with senior positions. i need people with atleast three years of experience in java& j2ee.
you amy send me your resume, foe future refrence.
regards
urvashi
From India, Pune
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