Soical Compliance Auditing
Shweta Swarnkar
Human Resourses
Hr Professional
Sr. Officer - Hrd
+3 Others

Dear Seniors! Hope all r doin' gr8.

Iím working in a Pre Engineered Buildings manufacturing company which is new to the P.E.B industry (which itself is lately developing concept in Indian market). As part of our expansion process we have started manpower recruitment of various profiles.

However, itís been a great difficulty in finding candidates of Sales Profile for our company. Atleast those who meet the selection criteria are reluctant even to attend a personal interview showing different excuses. Some say that they are comfortable with their present job; some say that they are not currently lookiní for a change, and some indirectly hinting lack of interest in our company!!

More worried thing is our management is particularly keen to close the selection of Sales Engineers at the earliest, since they consider the Sales Profile as a base for the companyís expansion and establishment in the market.

I brought to their notice about the problem, and proposed a couple of action points like, A) Hiring freshers in the industry and train them; B) Redesign and develop our website, so as to give a much professional look (since Iím not satisfied with our companyís website appearance), but in vain.

To more worsen my situation, I got a target date(which is almost nearing fast) to complete the selection of Sales Engineers, in turn!!! PlsssssÖ. suggest me an appropriate advice how to act and come successful out of this tough situation.

Thanking you and anticipating your reply at the earliest.


17th July 2009 From India, Hyderabad
If u are interested to Wind up your Recruitment U Can Call Our Recruitment firm we can source Best of Engineers. Regards Aniruddha 9370159745
17th July 2009 From India, Nagpur
Dear Aniruddha,
Not a welcome suggestion on a serious matter that I'm facing.
Plssss. Seniors, I sincerely appreciate your productive suggestion that would really help me out of this situation.
17th July 2009 From India, Hyderabad
Dear Ambar, You can try to source Engineers From Distributors or small Scale Industries whose job profiles are Matching with your Needs. Aniruddha
17th July 2009 From India, Nagpur
Dear, Please post your job vacancy with required skill set in different medias Will have results Regards Soja
18th July 2009 From India, Kochi
Dear Soja & Aniruddah,

Thanks for your suggestions!

Infact, I've posted about the job vacancies on different medias. Even on CiteHR as well. Unfotunately no frutiful result. Probably 'coz of the scarcity of similar profiles, I wonder so!

Nywys, for ur kind reference I'm posting our requirement below. Hope, if u cud refer some appropriate candidates for the same.

SALES ENGINEER: Any Graduate(Weightage to Mechanical Engineers) with min. 1-2 years experience in P.E.B. Sales(Pre Engineered Buildings). Job Locations: Hyderabad, Chennai & Bangalore regions. Experience in PEB Sales is a MUST. Attractive Salary offered. Salary won’t be a constraint for suitable candidates.

[b]ERECTION ENGINEERS: Mechanical Engineers with 1-2 years experience in P.E.B. Erection. Job Location: Will be based @ Hyderabad. However, shall be travelling to various erection sites as and when required. Experience in PEB Erection is mandatory.

List of Other Openings:

> Store Supervisor

> Store Keepers

> Purchase Supervisor

> Q.C, Engineers (Candidates having experience in PEB industry preferred)

> Customer Service Coordinator (MUST have experience in PEB industry)

> Accountant (MUST have experience in handling Excise Duty related tasks. Job Location: Kadapa)[b]

Appreciate if you could refer suitables candidates as per above details given.


18th July 2009 From India, Hyderabad
Dear Friend,
Visit some construction sites of your area, where you can directly intermingle with low-salary engineers with the high interest for a change.
Just try to visit the site under the banner of C/D grade contractors.
Happy hunting.
18th July 2009 From India, New Delhi
In this difficult financial climate, people are reluctant to change jobs and give up the sense of security they may feel in their current position.
Your company is new and not well established in the market place, so people will be nervous about applying for jobs with you. Somehow you need to reassure prospective employees that the company is well funded, has exciting prospects and will be around for the long haul.
Also your job profile fails the basic test - WIIFM - What's in it for me?? Why should someone come and work for your company? Money alone won't cut it.
If management are imposing arbitrary deadlines about hiring staff and not ensuring they get the RIGHT people for the job, then that rings alarm bells for me and straight away I would identify the company as one I would NOT want to work for.
John in Oz
19th July 2009 From Australia, Melbourne
Discuss with your seniors/Top management and take help of outsider for recruitment agency. Best Regards Sajid Ansari-Delhi
19th July 2009 From India, Delhi
dear amber, go for head hunting and in case u have already tried it then try head hunting along with hire a trainer as per your requirement who can train Freshers and go for Campus or freshers hiring.
19th July 2009 From India, New Delhi
Hi Saleem,
I suggest, you should capture the following details and present it to the management and then collectively find a solution:
No of applications received
No of candidates you have spoken to or approached for the position.
No of candidates who are not interested(if possible find out the reason for the same)
No of candidates who did not clear the interviews
No of candidates who were offered but rejected the offer( if the find out the reason why did rejected the offer,it would help your case)
Recruitment medias used(eg: jobsites, newspaper etc...)
I think if you put numbers in place, it will help the management uderstand the difficulty faced in hiring.
Meanwhile, you can also cross train existing employees in to sales.
19th July 2009 From India, Mumbai
At this point of time,
1. I think hiring consultant will be fine. just talk to your seniors.
2. Also if there are any particular training centre from where you have mechanical students.
3. Try taking references from the candidate who have declined or not ready to come for the interview. You can also implement referral bonus for the outsiders also.
4.Internal Employee referrals can be implemented.
5. Use varous networking sites ad try to get hold of candidates.
Please do let us know what approach you used and the results.
All the best
19th July 2009 From India
Thanks all for your valuable suggestions!!!
Well, inspired with ur replies. Wud proceed for the manpower hunt with a designed tactical plan. Infact shall agree with Mr. Mr. John about his comments that sounds evident to some extent.
Thanks a lot for all!!!
Best Regards
20th July 2009 From India, Hyderabad trying to help my friend. He is an mechanical engineer..4m VTU belguam. Presently in search of job. Can u help him wid ur recruitment plz.. Can u help him if he sends his CV. PLz do reply..thanking you.
20th July 2009 From India, Bangalore
I am pretty you must have not left any stone unturned for finding suitable candidate. There are many methods of recruitment as posting in some social websites, job portals as, walk ins, media, head hunt etc. What i feel the reason for you not getting appropriate candidate is that as mentioned by your company is new and that too a P.E.B. industry which is for sure must be a jargon to most of the candidate you have approached. My suggestion is to try to make them understand first what kind of indusrty you are in and preset yourself as a brand or a leader in new kind of industry.You may use some local and national newspaper n magazines to make your industry known to people, it will take few weeks to make your industry sound familiar as well as reliable in marktet and then start hunting again. I am sure then you wont be disheartened.
Happy hunting:-)
26th July 2009 From Germany, Duisburg
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