We are a small-sized e-commerce company and are on a phenomenal growth curve. To maintain and continue this growth, we need to attract the best talent available in the market. Can someone give tips on how to attract the candidates we want for our company? It has become a great challenge to recruit candidates from Tier 1 & 2 colleges, which is our target. We have great opportunities in all departments but just need the right person to take them up. :(
From India, Mumbai
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From India, Mumbai
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Hi,
Have a proper career growth plan, decent incentives, and a good pay package. Students would join companies if they see growth. You can go for summer placements, campus drives, etc., at your targeted colleges.
Thank you.
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Have a proper career growth plan, decent incentives, and a good pay package. Students would join companies if they see growth. You can go for summer placements, campus drives, etc., at your targeted colleges.
Thank you.
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1) Make employee-friendly policies like flexible timing, maternity benefits, compensatory time off, etc.
2) Create a fun-filled culture.
3) Implement a good employee referral program where you reward the referrer.
4) Collaborate with colleges, sponsor events, and engage in activities to build brand image.
5) Encourage your employees to participate in corporate social responsibility initiatives, such as giving lectures at colleges. This will not only add value to your employees but also increase your company's visibility.
Things may take a little while to fall into place, but the rewards are guaranteed! 😄
From India
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2) Create a fun-filled culture.
3) Implement a good employee referral program where you reward the referrer.
4) Collaborate with colleges, sponsor events, and engage in activities to build brand image.
5) Encourage your employees to participate in corporate social responsibility initiatives, such as giving lectures at colleges. This will not only add value to your employees but also increase your company's visibility.
Things may take a little while to fall into place, but the rewards are guaranteed! 😄
From India
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Thank you for your reply, Sony. We have covered most of the suggestions made by you, but we have noticed that candidates from reputable campuses are eager to join companies with a "brand" name. Personally, I would like to take on a challenging job where my presence in the company can make a difference. However, most candidates are not inclined to take up such challenges. I am referring to the best talent, which includes candidates from either tier 1 or tier 2 universities.
From India, Mumbai
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From India, Mumbai
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We are from one of the well-known companies in India, yet we still face this problem. At any given point in time, people have good offers to choose from. Therefore, we have started looking for talent in very small cities. This year, we have conducted campus placements in cities such as Palakkad, Madurai, Hospet, and Visakhapatnam. You need to make a decision regarding this.
From India
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From India
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Hello Vishwas1968,
Regarding the best talent, I mean candidates from either tier 1 or tier 2 universities. What percentage of the workforce graduates from tier 1 and tier 2 universities? You do not necessarily need the "best talent available in the market," but you do need to hire competent people who possess adequate or superior talent for the job. Talent is not necessarily correlated with an applicant's alma mater.
Bob Gately
gately@csi.com
From United States, Chelsea
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45Regarding the best talent, I mean candidates from either tier 1 or tier 2 universities. What percentage of the workforce graduates from tier 1 and tier 2 universities? You do not necessarily need the "best talent available in the market," but you do need to hire competent people who possess adequate or superior talent for the job. Talent is not necessarily correlated with an applicant's alma mater.
Bob Gately
gately@csi.com
From United States, Chelsea
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Hi, my name is Vijay. I am currently pursuing my Masters in Engineering Management and MBA at Charles Darwin University in Australia. I would like to contribute something to your question.
All major companies typically prefer candidates who do not have any arrears in their academics up to the final semester. However, selecting such students does not necessarily mean they possess the top talent; often, they are perceived as bookworms. The companies' training programs play a crucial role in shaping these students into good employees.
Students in engineering colleges often engage in various co-curricular and extracurricular activities like symposiums, rather than focusing solely on studies. As a result, many students handle their subjects only when they find them easy to complete. It is advisable to select students who complete their degrees within the final year, irrespective of the grades they have achieved. By training and adapting them to your company's needs, they can become valuable assets.
These newly graduated individuals are willing to work for lower wages as they are in the early stages of their job search. Although they may not stay with your company for an extended period, you can secure your investment by offering them a three-year contract. It's essential not to extend the contract beyond three years, as they may become disheartened due to the salary package. If desired, you can retain them by providing incentives.
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All major companies typically prefer candidates who do not have any arrears in their academics up to the final semester. However, selecting such students does not necessarily mean they possess the top talent; often, they are perceived as bookworms. The companies' training programs play a crucial role in shaping these students into good employees.
Students in engineering colleges often engage in various co-curricular and extracurricular activities like symposiums, rather than focusing solely on studies. As a result, many students handle their subjects only when they find them easy to complete. It is advisable to select students who complete their degrees within the final year, irrespective of the grades they have achieved. By training and adapting them to your company's needs, they can become valuable assets.
These newly graduated individuals are willing to work for lower wages as they are in the early stages of their job search. Although they may not stay with your company for an extended period, you can secure your investment by offering them a three-year contract. It's essential not to extend the contract beyond three years, as they may become disheartened due to the salary package. If desired, you can retain them by providing incentives.
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thnx. for your contributions have got a lot of clarity on the path that should be taken by us.
From India, Mumbai
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From India, Mumbai
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Hi,
Nowadays, the retention function is very challenging in nature. There are some core factors that enhance employee morale and job satisfaction:
1. The first stepping stone is to design a proper and expertise job profile to boost employees' work assignments.
2. Secondly, there should be a proper system to execute each function easily and smoothly.
3. Providing basic and essential facilities to make employees feel comfortable and at ease.
4. A sports club in the company or organization where colleagues can assemble together and have fun to refresh themselves.
5. Quarterly cultural evening programs should be conducted to overcome day-to-day dynamics and stress.
Thank you.
Acknowledge(0)Amend(0)
Nowadays, the retention function is very challenging in nature. There are some core factors that enhance employee morale and job satisfaction:
1. The first stepping stone is to design a proper and expertise job profile to boost employees' work assignments.
2. Secondly, there should be a proper system to execute each function easily and smoothly.
3. Providing basic and essential facilities to make employees feel comfortable and at ease.
4. A sports club in the company or organization where colleagues can assemble together and have fun to refresh themselves.
5. Quarterly cultural evening programs should be conducted to overcome day-to-day dynamics and stress.
Thank you.
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