Hi all,
I am Saravanan working as a HR recruiter in leading software firm after completion of MBA(HR) graduation.For every saturday i am conducting drive in my company for placement.Each time candidates promising that they will arrive for the interview but at the interview scheduled date i can get only few heads for interview..last saturday i lined up 70 candidates for the interview ,but at the interview date,only 10 candidates turned up for the interview..since i am new to the recruitment i cant able to predict candidates behavior..i found little unsatisfactory for not getting handful candidates for selection..really i am working hard, kindly suggest what improvements i have to make over the recruitment process & how can i get 100% results .
Regards,
Saravanan.A
From India, Madras
I am Saravanan working as a HR recruiter in leading software firm after completion of MBA(HR) graduation.For every saturday i am conducting drive in my company for placement.Each time candidates promising that they will arrive for the interview but at the interview scheduled date i can get only few heads for interview..last saturday i lined up 70 candidates for the interview ,but at the interview date,only 10 candidates turned up for the interview..since i am new to the recruitment i cant able to predict candidates behavior..i found little unsatisfactory for not getting handful candidates for selection..really i am working hard, kindly suggest what improvements i have to make over the recruitment process & how can i get 100% results .
Regards,
Saravanan.A
From India, Madras
Respected Sir,
As it is been found that many candidates go missing on the date of interview, there are many reasons behind.They are as follows:-
1) The candidates lined up @ first session, many of them don't know how to face an interview. So such candidates should be given some brief instructions such as Do & don't.
2) A short training session of presentation skills, body language, & other such information should be provided.
3) motivational proverbs & quotes should be provided which will increase there confidence level.
I think these are the some points which might lead you to Success.
Regards
Ajinkya. G
From India, Mumbai
As it is been found that many candidates go missing on the date of interview, there are many reasons behind.They are as follows:-
1) The candidates lined up @ first session, many of them don't know how to face an interview. So such candidates should be given some brief instructions such as Do & don't.
2) A short training session of presentation skills, body language, & other such information should be provided.
3) motivational proverbs & quotes should be provided which will increase there confidence level.
I think these are the some points which might lead you to Success.
Regards
Ajinkya. G
From India, Mumbai
While you contact people, do the following
1. Ask them which is their weekly-off. Try to hold interviews on the day most of the candidates are available, being weeklyoff day.
2. If your placement day is something different, then ask them which time will suit them well. i.e Such poeple are in shift, then keep interviews of most of them during particular time slot.
3. On the day of interview you must contact each and every chap, telephonically to ensure how many of them are really coming for interview.
In fact, it is not the behavioral part of the candidaes. It is the convenience part. So try no adjust our time with their. Bec ause atleast at this time, You are at priority end and not they.
From India, Nagpur
151. Ask them which is their weekly-off. Try to hold interviews on the day most of the candidates are available, being weeklyoff day.
2. If your placement day is something different, then ask them which time will suit them well. i.e Such poeple are in shift, then keep interviews of most of them during particular time slot.
3. On the day of interview you must contact each and every chap, telephonically to ensure how many of them are really coming for interview.
In fact, it is not the behavioral part of the candidaes. It is the convenience part. So try no adjust our time with their. Bec ause atleast at this time, You are at priority end and not they.
From India, Nagpur
Dear Saravanan,
I do agree with Sunil Sadar's suggestions. Please do follow his tips for your recruitment process. Also try methods like sending reminder SMS to the deserving candidates. Send greeting mails to their mail IDs. Make the JD more attractive and appealing to the candidates and mail them. And remember only by your mistakes you are going to learn lot of things which no one can teach you. Prepare a list of errors you make while calling them, as soon as you finish calling them and try to overcome those in the next call.
Practice many times what you want to say before calling the candidates. Let a word document be there in front of you filled with all details which you want to tell the candidate so that you are not going miss any.
Try these.. Lets hope for the good. And dont give up.. (also dont work hard.. do smart work)
Regards,
Shreekanth.P.R
From India, Mumbai
I do agree with Sunil Sadar's suggestions. Please do follow his tips for your recruitment process. Also try methods like sending reminder SMS to the deserving candidates. Send greeting mails to their mail IDs. Make the JD more attractive and appealing to the candidates and mail them. And remember only by your mistakes you are going to learn lot of things which no one can teach you. Prepare a list of errors you make while calling them, as soon as you finish calling them and try to overcome those in the next call.
Practice many times what you want to say before calling the candidates. Let a word document be there in front of you filled with all details which you want to tell the candidate so that you are not going miss any.
Try these.. Lets hope for the good. And dont give up.. (also dont work hard.. do smart work)
Regards,
Shreekanth.P.R
From India, Mumbai
Hi Saravana,
Thats a good topic to discuss..thanks for putting across the question.
Initally i faced this problem.
I believe we miss out candidates because we spend less time in conversation with them.
Try to followup as much as possible ..sending regular mails and SMS letting them acknowledge the mail. so that if there is any change you will be aware before they give you surprises.
Hope this would help you.
Cheers
Manju
From India, Bangalore
Thats a good topic to discuss..thanks for putting across the question.
Initally i faced this problem.
I believe we miss out candidates because we spend less time in conversation with them.
Try to followup as much as possible ..sending regular mails and SMS letting them acknowledge the mail. so that if there is any change you will be aware before they give you surprises.
Hope this would help you.
Cheers
Manju
From India, Bangalore
Dear Saravanan, For which post you are going to recruit? If you are looking for the post of Accounts, Finance, Secretarial or Like Internal Audit etc pl call 09820711082 Thanks & Regards Sudhir
Dear Saravanan, For which post you are going to recruit? If you are looking for the post of Accounts, Finance, Secretarial or Like Internal Audit etc pl call 09820711082 Thanks & Regards Sudhir
Hi Shravan,
Its important to firstly be clear about the purpose and format of interviews. Collect all the necessary info on the candidate and while you place the call, be clear about the job details and check with them if this is what they have been looking for.
If no, suggest an alternative position. Better still, ask them what exactly they are looking for and see if you could place them suitably.
If yes, describe them about the company, job details, and what is expected of them at the job. Suggest a date and time and check if it suits them. If it doesn't, let them suggest an alternative and if agreed upon, confirm it with a call, mail or sms a day before.
Shravan, its imp that u put the candidate at ease because its only ur voice he hears. Smile while u talk, be genuinely interested and look through their CV at least twice so that u can state their qualifications and experience while u speak... We all need to feel belonged and special.. Y not treat them so... :) M sure they would come.. Try it and let me know if it works...!
Good Luck...
Regards,
Priyanka
From India, Manipal
Its important to firstly be clear about the purpose and format of interviews. Collect all the necessary info on the candidate and while you place the call, be clear about the job details and check with them if this is what they have been looking for.
If no, suggest an alternative position. Better still, ask them what exactly they are looking for and see if you could place them suitably.
If yes, describe them about the company, job details, and what is expected of them at the job. Suggest a date and time and check if it suits them. If it doesn't, let them suggest an alternative and if agreed upon, confirm it with a call, mail or sms a day before.
Shravan, its imp that u put the candidate at ease because its only ur voice he hears. Smile while u talk, be genuinely interested and look through their CV at least twice so that u can state their qualifications and experience while u speak... We all need to feel belonged and special.. Y not treat them so... :) M sure they would come.. Try it and let me know if it works...!
Good Luck...
Regards,
Priyanka
From India, Manipal
Dear Saravanan,
It is your responsible to select a loyal and expertize employee for your organization, so be precise in your selection process.
1)You can prepare an attractive and fascinating speech about your organization.
2)Try understand about candidates whom you want and whom you don't want.
3)your words to the candidate need not necessarily be in terms of professionalism but its good when its friendly.
4)Give them the feel of ease about working environment and right compensation for right candidates.
"Emphasis on Quality rather than Quantity" so don't worry about number of candidates.
Since you are new, Have No worries... you will get on to the process very soon on meeting more number of candidate and how to handle them!(experience)...
From India, Mumbai
It is your responsible to select a loyal and expertize employee for your organization, so be precise in your selection process.
1)You can prepare an attractive and fascinating speech about your organization.
2)Try understand about candidates whom you want and whom you don't want.
3)your words to the candidate need not necessarily be in terms of professionalism but its good when its friendly.
4)Give them the feel of ease about working environment and right compensation for right candidates.
"Emphasis on Quality rather than Quantity" so don't worry about number of candidates.
Since you are new, Have No worries... you will get on to the process very soon on meeting more number of candidate and how to handle them!(experience)...
From India, Mumbai
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