Thread Started by #a_friend

I work for a Fortune 500 company in Bangalore. Is it realistic to expect that the company will be able to find a senior Java/J2EE Tech. Lead (8-10 years of exp) in four weeks?
Most of the guys interviewed cannot even pass the phone interview.
What has been your experience?
28th August 2009 From India, Bangalore
I should mention that I forward about 50 resumes / week to the relevant department. Out of these, 5 are shortlisted and, so far, none of the candidates have cleared the phone interview.
Just looking for some statistics.
29th August 2009 From India, Bangalore
Dear,

Welcome to Cite HR!

It seems like you did not get a job description about the role. If you have one, you can obviously get good candidates through job sites, consultancies or even with internal referrals.

Before going with consultancies and job sites, please send an immediate requirement note as email along with the JD of the position to all your employees as an available referral position. Encourage your employees to respond effectively. Offer them a modest amount as monetary gift, where 50% of the pay packet can be paid if their referral completes one month of his service and the rest can be given after his probation period. A prospective candidate will prefer for such openings more seriously than any other mode of recruitment as they may be more interested to work with their friends or former colleagues or relatives.

Why sometimes senior opening is more difficult is lack of proper job analysis which leads to JD. In some organizations, people are required to collect database or send a set of resumes for such openings with a vogue picture of the roles and responsibilities of the Position in mind, which ultimately becomes a pain for the recruitment HR team.

Before sending any resumes, talk to the concerned department head to get you a 100% clear view of the requirements they need in this position. Once you get a picture, try to source candidates accordingly. First, Screen candidates yourself with telephonic round. Ask the candidate about his past work experience in detail-projects handled, implemented, customization, team size, trouble shooting, maintenance, alternate domains worked, and ask about his present roles and responsibilities. You can also use reference checks for getting more information about the authenticity of the claims made by the candidate. Compare the results with your requirement. Then shortlist better ones for a second round with a technical person from the concerned department. Since notice period may be different for different organizations, talk to the candidate about its importance before making an offer, failing which the candidate may not turn up on time or ask for an extension.

Take care in recruiting candidates to control attrition. Else you will be again in trouble.

Is anyone presently in that role? Did you talk to him? Why is he leaving? Is he leaving for better Pay? Have you made a counter offer? How about promoting a competent person from his team to perform this role? Try some alternatives as well.

Best of luck

Thank you
29th August 2009 From India, Thiruvananthapuram
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