Hi..!
i'm doing my SIP in a staffing co. its quite big. i have chosen recruitment.
i wanna relate effective recruitment methods.../selection process to employee productivity - retention strategies.
i feel, the entire recruitment process will b a big failure if the selected candidate is not retained in the org for at least 6 months - 1year.
can i relate recruitment methods, retention strategies and productivity??
my project guide in my co is very young. she says, i cant do that and its not that logical. she want me to do my project either on recruitment methods/process or retention strategies..
what shud i do now??
already i startd the project 20days ago. the best part of my SIP in this Co is that they are allowing me to spend 3days wid every department in the org. from next week on words, i'll b getting into direct recruitment....
plzzzzzzzzzzz!... someone help me.. do i really sound stupid to relate both?? give me some advice.
thanks in advance!
From India, Mumbai
i'm doing my SIP in a staffing co. its quite big. i have chosen recruitment.
i wanna relate effective recruitment methods.../selection process to employee productivity - retention strategies.
i feel, the entire recruitment process will b a big failure if the selected candidate is not retained in the org for at least 6 months - 1year.
can i relate recruitment methods, retention strategies and productivity??
my project guide in my co is very young. she says, i cant do that and its not that logical. she want me to do my project either on recruitment methods/process or retention strategies..
what shud i do now??
already i startd the project 20days ago. the best part of my SIP in this Co is that they are allowing me to spend 3days wid every department in the org. from next week on words, i'll b getting into direct recruitment....
plzzzzzzzzzzz!... someone help me.. do i really sound stupid to relate both?? give me some advice.
thanks in advance!
From India, Mumbai
Hi..
I agree to your point that the Recruitment process is failure if we wre not able to retained them in an org. That is the only reason we have to assess the candidate carefully. Retention policy's first point speaks about recruitment....
Regards,
Anushree
From India, Hyderabad
I agree to your point that the Recruitment process is failure if we wre not able to retained them in an org. That is the only reason we have to assess the candidate carefully. Retention policy's first point speaks about recruitment....
Regards,
Anushree
From India, Hyderabad
1
thanks! for ur reply but still i didnt get my ans! buddy!.
can i relate recruitment method/ process - retention strategies- employee satisfaction - productivity?
i'm i thinking in the right way??
From India, Mumbai
can i relate recruitment method/ process - retention strategies- employee satisfaction - productivity?
i'm i thinking in the right way??
From India, Mumbai
thanks!.. SVM
it wud b a great help not only to me but also to all others who are doin project on Recruitment if u can post recruitment methods..etc
can u post innovative recruitment methods or effective recruitment methods??
can u any1 help me regarding my topic of choice??
i wanna start my documentation frm nex months 1 week.. now am working on my questionnaire..
thankz!
GOUTHAM.
From India, Mumbai
it wud b a great help not only to me but also to all others who are doin project on Recruitment if u can post recruitment methods..etc
can u post innovative recruitment methods or effective recruitment methods??
can u any1 help me regarding my topic of choice??
i wanna start my documentation frm nex months 1 week.. now am working on my questionnaire..
thankz!
GOUTHAM.
From India, Mumbai
During the recruitment process the candidate must be well analyzed about his previous job and his interest with the recruiting company.
Also it must be well noted if the candidate is looking forward to change for both career prospects and better compensation(everyone needs this) or just for compensation.
If the candidate makes a shift only for compensation factor it is better to think twice or thrice before employing him also taking the criticality of the requirement.
In my view, these are the factors to be considered for better retention of an employee
1. Interest towards the company.
2. Interest towards his career.
3. Base location of the candidate.
4. Job market of the candidates skill in his base location.
5. Number of job hops.
From India, Madras
Also it must be well noted if the candidate is looking forward to change for both career prospects and better compensation(everyone needs this) or just for compensation.
If the candidate makes a shift only for compensation factor it is better to think twice or thrice before employing him also taking the criticality of the requirement.
In my view, these are the factors to be considered for better retention of an employee
1. Interest towards the company.
2. Interest towards his career.
3. Base location of the candidate.
4. Job market of the candidates skill in his base location.
5. Number of job hops.
From India, Madras
Hi Goutham,
Very good topic. Actually u can relate recruitment with retention. The HR person who selects the candidates should not be bias, and should understand the requirement of the job and judge whether that candidate will be suitable to perform the job. Most of the HR are focussed on completing the target , give preference to their kind of person diverging from what company needs. They just want to fill up the vacancy. If the HR person are trained well in analysing candidates retention can be achieved by 50 percent. The other 50 percent lies on the satisfaction which a candidate gets from his job. If i get any material on retention strategies will update u.
Regards,
ajithaa
From India, Madras
Very good topic. Actually u can relate recruitment with retention. The HR person who selects the candidates should not be bias, and should understand the requirement of the job and judge whether that candidate will be suitable to perform the job. Most of the HR are focussed on completing the target , give preference to their kind of person diverging from what company needs. They just want to fill up the vacancy. If the HR person are trained well in analysing candidates retention can be achieved by 50 percent. The other 50 percent lies on the satisfaction which a candidate gets from his job. If i get any material on retention strategies will update u.
Regards,
ajithaa
From India, Madras
Hi....though I am toooo late in responding to the particular thread, yet I felt the need to appreciate Dani's view point.
She is correct in what ever she has written ....and it seems she is a person specifically either from recriutment side in a company or may be she is a consultant herself.
I appreciate the points u have mentioned.....
She is correct in what ever she has written ....and it seems she is a person specifically either from recriutment side in a company or may be she is a consultant herself.
I appreciate the points u have mentioned.....
Hi Guatham,
Yes you can relate hiring to retention . HR will have to firstly understand the requirement well and then go ahead looking for candidates who fit best . HR will have to analyse the technical skills, career objectives , personality(depending on vacant position ) , reason for change in job in a canddiates . A proper analysis of above qualities will help in finding canddiates who are likely to spent some fruitful time with company in the longrun.
All the best for your project .
Thanks,
nazneen
From India, Bangalore
Yes you can relate hiring to retention . HR will have to firstly understand the requirement well and then go ahead looking for candidates who fit best . HR will have to analyse the technical skills, career objectives , personality(depending on vacant position ) , reason for change in job in a canddiates . A proper analysis of above qualities will help in finding canddiates who are likely to spent some fruitful time with company in the longrun.
All the best for your project .
Thanks,
nazneen
From India, Bangalore
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