Dear Friends,
Ours is a small firm, When it comes to sourcing a competent candidate(techskills+softskills+exp), we always end up compromising on softskills, like comms skills, the one who is aggressive, confident.etc or on experience, just becoz the who has all these is already placed in big companies, incase of poaching him he would demand not less than 50% on his current salary, which is not feasible from our side.( more than market standards)
Do you think compromise is the only solution for small companies, though small companies are more secured , as they try to retain the competent unlike big companies who fire them any moment because of more resources available to replace them.
Kindly pour in your inputs..as iam yet to close PL-IT.
From India, Hyderabad
42Ours is a small firm, When it comes to sourcing a competent candidate(techskills+softskills+exp), we always end up compromising on softskills, like comms skills, the one who is aggressive, confident.etc or on experience, just becoz the who has all these is already placed in big companies, incase of poaching him he would demand not less than 50% on his current salary, which is not feasible from our side.( more than market standards)
Do you think compromise is the only solution for small companies, though small companies are more secured , as they try to retain the competent unlike big companies who fire them any moment because of more resources available to replace them.
Kindly pour in your inputs..as iam yet to close PL-IT.
From India, Hyderabad
Hi Sari,
I think this is a common problem of most of the small firm. And as our friend as mentioned it is always better to go with the policy of "Retain existing employees rather than recruiting new employees". This will ensure to have knowledgable person to stay back with you who is familiar to your companies policies and also with staff instead of getting a new employee on board who will be either paid high for his experience or will be a new comer.
Hope adopting this policy will solve your problem to a greater extent. All the best and keep sharing such things because even i work in a small unit.
Regards
Amith R.
From India, Bangalore
I think this is a common problem of most of the small firm. And as our friend as mentioned it is always better to go with the policy of "Retain existing employees rather than recruiting new employees". This will ensure to have knowledgable person to stay back with you who is familiar to your companies policies and also with staff instead of getting a new employee on board who will be either paid high for his experience or will be a new comer.
Hope adopting this policy will solve your problem to a greater extent. All the best and keep sharing such things because even i work in a small unit.
Regards
Amith R.
From India, Bangalore
Dear Sari,
Currently i am working in an small IT firm in Nasik. And looking at our current scenario, i feel that compromise depends on the situation. i do agree with you that small companies are more safe to work with but once an employee gets one to two years of experience they shift to bigger names.
Thats the main concern. and there small companies have a problem in bringing more experienced people.
So at times we have to compromise in these issue like exp, communication skills, and at also street smartness.
Regards,
Tulsi
From India, Nasik
Currently i am working in an small IT firm in Nasik. And looking at our current scenario, i feel that compromise depends on the situation. i do agree with you that small companies are more safe to work with but once an employee gets one to two years of experience they shift to bigger names.
Thats the main concern. and there small companies have a problem in bringing more experienced people.
So at times we have to compromise in these issue like exp, communication skills, and at also street smartness.
Regards,
Tulsi
From India, Nasik
Thanks Amit, Tulsi for your inputs.
Amit, Tulsi.. as mentioned earlier the trained existing staff are not competent to take up a senior position, the requirement is new because of new big porjects, at this point of time i dont want to compromise on the softskills , they will have to interact with the clients, needs to be assertive, aggressive, optimistic, leadership skills, after all he influences his team but i see many demading more than the market standards.( i have surveyed few companies salary stubs including big companies)..
From India, Hyderabad
Amit, Tulsi.. as mentioned earlier the trained existing staff are not competent to take up a senior position, the requirement is new because of new big porjects, at this point of time i dont want to compromise on the softskills , they will have to interact with the clients, needs to be assertive, aggressive, optimistic, leadership skills, after all he influences his team but i see many demading more than the market standards.( i have surveyed few companies salary stubs including big companies)..
From India, Hyderabad
Dear Friend Sari,
You will need to wait, and you would need to have patience until you get such candidate who is ready to join your company, just because for some reason other than money.
Hope you got my point, If I am X candidate, working in a company which is 2Hrs travelling from my home, so if you offer me same package and if ur company is only 5Mins away from my home, I may choose to join ur company.
So in short, you need to wait till the bell rings.
:roll:
From India, Pune
You will need to wait, and you would need to have patience until you get such candidate who is ready to join your company, just because for some reason other than money.
Hope you got my point, If I am X candidate, working in a company which is 2Hrs travelling from my home, so if you offer me same package and if ur company is only 5Mins away from my home, I may choose to join ur company.
So in short, you need to wait till the bell rings.
:roll:
From India, Pune
Hi Sari,
There is plenty of resources available in the market. The major problem is everyone sticking into brand name companies and into small MNC Companies.
You target to get a good candidate from small, medium MNC companies which is very similar to your organisation. If you can get one good source automatically you can pull out entire team from him / her.
So try. Trial cost nothing.
Don't Compromise in communication skill. But you can provide some flexibility in technical skills.
Regards
Saravanan
From India, Hyderabad
There is plenty of resources available in the market. The major problem is everyone sticking into brand name companies and into small MNC Companies.
You target to get a good candidate from small, medium MNC companies which is very similar to your organisation. If you can get one good source automatically you can pull out entire team from him / her.
So try. Trial cost nothing.
Don't Compromise in communication skill. But you can provide some flexibility in technical skills.
Regards
Saravanan
From India, Hyderabad
Thanks dear friend Love bird :) , now that project is on the verge i will have to close this position immediately..i donot have any option to wait :roll:
Saravanan, thank you for your reply :) initially i only targeted small companies, i get tech skills but most of the time comms skills are poor which i dont want to compromise, specially mine is a GIS firm, it is a combination of IT +GIS(geospatial), i found many but are already placed in brand companies....but the salaries they are asking are touching the skies (more than 50% from their current salary, even after luring them with designation, US visit to clients place..etc etc...
From India, Hyderabad
Saravanan, thank you for your reply :) initially i only targeted small companies, i get tech skills but most of the time comms skills are poor which i dont want to compromise, specially mine is a GIS firm, it is a combination of IT +GIS(geospatial), i found many but are already placed in brand companies....but the salaries they are asking are touching the skies (more than 50% from their current salary, even after luring them with designation, US visit to clients place..etc etc...
From India, Hyderabad
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