I am working in a domestic call centre in Gurgaon wherein its mainly recruitment i do than other supporting activities in hr I have come up with a unique issue for which i need your expert opinion. See it was a small set up of 15 people and the client is a market leader in international and domestic market. Earlier the client was not focused hence no HR was here in this centre. Then the client tightened its hand on us hence i was recruited and sent forefront to handle the situation in terms of recruiting and handling other things to stabilize the case. I felt the heat from the day one and did good recruitment to fill up the positions early without any help from the consultants or from my central hr in chennai. And i was appreciated from the top management after two years of hectic schedule. Now the centre is well settled with annual attrition well behind the industry rates. Now the problem is that earlier the recruitment was to fill up with good candidates for which we had technical test & verbal technical %& hr round was there to finalize. But feb 2009 we had an audit by the client for which we set all the standard documents with minimum eligibility and other things in place. After that i have started feeling the pressure on recruitment front and SLA is not met few times. in the mean time i got to know that the number of people i screen and the people i select has drastically gone down (the selection percentage has gone down, 25 selected from 590). To find the reason when i went back to my excel sheets i found the following reasons.
- The salary we offer is not up to the mark or according to the industry standard
- The quality of manpower we are looking for is not available in market
Its not a fault so be logical & try to make this a casestudy to learn.
happy recruiting !
Thanks for the replies.
The steps suggested are already in place except the agency for bench marking.I need to look out for a good consultant and then proceed.
Dear Mr. Vaibav,
I know there is always a work pressure and in recruitment the timelines are the most important. Here the condition is that 22 people selected from 600 hence the pool of candidates is shrinking very fast & the problem may be some or the other issue.
More from a strategic overview the selection rate is 3% against the annual attrition which is a great reason to worry.
I am looking for the reason if something could be done and looking for a better alternatives than bench marking where salary brackets has to be restructured.
Why don't you look for any options to manage the rejected candidates!! start a revenue generation program with them whr in you can show them the path of Paid training with a standerd amount of money and 100% job fecility in your company- if interested write to me ont his will let you know the proceedure.
this will work out n your managers will also be happy with your innovative idea as any company will appreciate revenue generation process.
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