Dear All,
I'm Working in a IT company and it is a small company too,where we are just 40 - 50 people and i;m the only HR person my main responsibility is recruitment.But i couldn't do my work easily experienced candidates are not interested to join in our company everybody is looking for big companies and they are not even interested to attend interview with us. My comapny is not allowing me to give the requirements to consuktants, they want me to do sourcing it is very difficult.So kindly give me some ideas how to attract the canidates.
Rekha
From India, Madras
1I'm Working in a IT company and it is a small company too,where we are just 40 - 50 people and i;m the only HR person my main responsibility is recruitment.But i couldn't do my work easily experienced candidates are not interested to join in our company everybody is looking for big companies and they are not even interested to attend interview with us. My comapny is not allowing me to give the requirements to consuktants, they want me to do sourcing it is very difficult.So kindly give me some ideas how to attract the canidates.
Rekha
From India, Madras
Hi Rekha,
I can very well understand your situation..as i faced it.
Make sure that the specifications given by your tech team are clear like age, exp, salary....etc. try to sit with them and understand the importance of the role, and his KRAs. Dont try to poach experience candidates from the branded companies..or else you can try for less exp with big companies, they would opt for exposure and position. (instead being a small fish in a big pond, would prefer as big fish in a small pond) Most importantly if the requirement is urgent, important,only thing that you can do is give the expected salary they would def demand more.....
In my case I got the best resource from a big company with a short exposure for a good position, he is doing extremely good.
Even if the company is small, branding would help you fetch good candidates. Like postings in the job portals, job fairs, paper ads (ofcourse if it is within the budget limits)
ALL THE BEST :)
From India, Hyderabad
I can very well understand your situation..as i faced it.
Make sure that the specifications given by your tech team are clear like age, exp, salary....etc. try to sit with them and understand the importance of the role, and his KRAs. Dont try to poach experience candidates from the branded companies..or else you can try for less exp with big companies, they would opt for exposure and position. (instead being a small fish in a big pond, would prefer as big fish in a small pond) Most importantly if the requirement is urgent, important,only thing that you can do is give the expected salary they would def demand more.....
In my case I got the best resource from a big company with a short exposure for a good position, he is doing extremely good.
Even if the company is small, branding would help you fetch good candidates. Like postings in the job portals, job fairs, paper ads (ofcourse if it is within the budget limits)
ALL THE BEST :)
From India, Hyderabad
hai remi,
people with more than 5 years of exp probablably doesnt see for hikes coz there were already with high packages and they wud b on look out for a safe & secure future. hence they would be preferring big companies rather than small and medium sized ones.
So, i suggest u an idea that may help u.
" Employees with 2-4 yrs of exp wud b vying for challenging works & also looking for hikes in their salaries. so, hiring a person with 6 yrs of exp, hire 2 emps with 2 yrs of exp. I agree that experience surely counts, however with motivation & deligation u can always build managers from good employees.
So go for people who r semi experienced
regards
From India, Vijayawada
people with more than 5 years of exp probablably doesnt see for hikes coz there were already with high packages and they wud b on look out for a safe & secure future. hence they would be preferring big companies rather than small and medium sized ones.
So, i suggest u an idea that may help u.
" Employees with 2-4 yrs of exp wud b vying for challenging works & also looking for hikes in their salaries. so, hiring a person with 6 yrs of exp, hire 2 emps with 2 yrs of exp. I agree that experience surely counts, however with motivation & deligation u can always build managers from good employees.
So go for people who r semi experienced
regards
From India, Vijayawada
Hello,
Thanks for your reply, we went for jobfair twice but still we din't get any candidates.No one accepted the offer.Two job fair was really a waste.It was jusr a brand buiding.
Regards
Rekha
From India, Madras
Thanks for your reply, we went for jobfair twice but still we din't get any candidates.No one accepted the offer.Two job fair was really a waste.It was jusr a brand buiding.
Regards
Rekha
From India, Madras
Hi Rekha
U conduct a market research and find out the CTC's offered to the employees in big companies with relevant exp & suggest ur management to provide a decent hike. This will help u fetch more candidates & at the same time u can also ask ur existing employees to help u in referring some potential candidates.
U can also suggest the idea of some referral scheme for such candidates who bring in or refer prospective candidates...
Hopes this idea works with ur company..
All the best
Cheers
Sowmya
From India, Madras
U conduct a market research and find out the CTC's offered to the employees in big companies with relevant exp & suggest ur management to provide a decent hike. This will help u fetch more candidates & at the same time u can also ask ur existing employees to help u in referring some potential candidates.
U can also suggest the idea of some referral scheme for such candidates who bring in or refer prospective candidates...
Hopes this idea works with ur company..
All the best
Cheers
Sowmya
From India, Madras
offer them liberty to take decisions, independent decision making ability, and do give them the privilage.
As mostly in small organisations almost everyone has multiple responsibilities.
That you can potray that you allow your employee to take his independent decision.
Even we 40-42 employeez are der...
From India, Pune
As mostly in small organisations almost everyone has multiple responsibilities.
That you can potray that you allow your employee to take his independent decision.
Even we 40-42 employeez are der...
From India, Pune
Hi Rekha,
The best way to Approach the recruitment of senior or experienced technical people to your company is to first put yourself in their shoes and understand what one would be looking at for a change. Monetary benefit is definitely one of the top priorities.
But as an individual looking for change Salaries being on Par with the market the next things are the key factors which will determine why someone should join your company.
These factors are giving more responsibilities and or leadership roles,
Job security, market trends and the companys client's apart from the market trends.
Take the best examples of your company from the above factors and sell them to the candidates. You are more of a Sales person selling the position in your company rather just a mere recruiter.
You need to do selling in phases.
Like first emphasize on the company profile and then talk about the growth of the company and milestones achieved. Make a presentation on that and practice yourself and then start the recruitment process.
Next you need to sell the position. Highlight the responsibilities and role and the importance of the role in the current scenario and its future prospects. ( You might need to spice up the role to attract people to position).
Then start developing a relationship with the candidate such that he is true to you and gains confidence in you till the recruitment closes.
- I am assuming that you are able to source candidates but not able to bring them on board because of the size of your company.
Hope this helps you.
Vijay
From India, Hyderabad
The best way to Approach the recruitment of senior or experienced technical people to your company is to first put yourself in their shoes and understand what one would be looking at for a change. Monetary benefit is definitely one of the top priorities.
But as an individual looking for change Salaries being on Par with the market the next things are the key factors which will determine why someone should join your company.
These factors are giving more responsibilities and or leadership roles,
Job security, market trends and the companys client's apart from the market trends.
Take the best examples of your company from the above factors and sell them to the candidates. You are more of a Sales person selling the position in your company rather just a mere recruiter.
You need to do selling in phases.
Like first emphasize on the company profile and then talk about the growth of the company and milestones achieved. Make a presentation on that and practice yourself and then start the recruitment process.
Next you need to sell the position. Highlight the responsibilities and role and the importance of the role in the current scenario and its future prospects. ( You might need to spice up the role to attract people to position).
Then start developing a relationship with the candidate such that he is true to you and gains confidence in you till the recruitment closes.
- I am assuming that you are able to source candidates but not able to bring them on board because of the size of your company.
Hope this helps you.
Vijay
From India, Hyderabad
Hello everyone.
I m asking u ppl for a favour.
Since the topic under discussion has been recruitment, I thought u can help me out.
Well, I have recently joined (as a recruiter) a leading MNC(manufacturing Industry) of the world , based in Bangalore.
We have decided to participate in a jobfair, to be held coming month.
(As we r a manufacturing company, we r mostly lookig for mechanical engineers).
Can u kindly help me help me in preparing a checklist for participating in the jobfair.
I want to make it really big, as its my first assignment.
Kindly help.Budget assuch is no constrain.
Plz revert
thanks n regards
deeya
From India, Kochi
I m asking u ppl for a favour.
Since the topic under discussion has been recruitment, I thought u can help me out.
Well, I have recently joined (as a recruiter) a leading MNC(manufacturing Industry) of the world , based in Bangalore.
We have decided to participate in a jobfair, to be held coming month.
(As we r a manufacturing company, we r mostly lookig for mechanical engineers).
Can u kindly help me help me in preparing a checklist for participating in the jobfair.
I want to make it really big, as its my first assignment.
Kindly help.Budget assuch is no constrain.
Plz revert
thanks n regards
deeya
From India, Kochi
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Using Employer Brand to Attract Talent.ppt
Attract & Retain - SME.pdf