I'm a recruiter of an institute. But nowadays I have faced some problems with this. Too many students are good but their interview presentation is not perfect in a co. many students completed their course of Industrial accountant & this is a job grantee course of our institute. We have a responsibility to give them a job. But for a long time gape they forgot all things .but we have to give them a job. My head told me to give them a job, but he didn't understand my problem. If I send any wrong & rotten candidates my client'll not give me any requirement again for that. What'll I do? Please help
From India, Kolkata
I'm a requiter in an institution in kolkata. I've faced a problem of selecting the candidates for job in accounts.they doing an industrial accountant course.This is a job garantee course for them.But when I send them in any interview , they didn't select in their for their presentation.But my head is telling me to give them job . In my side think they are not perfect. what'll I do.please help.................
From India, Kolkata
Dear ,

Please do not open mulitiple thread posts in similiar section, you would get the desired replies to your query as the seniors go through your situation. BE PATIENT...!! you've opened 4 such threads out of which two of them have been removed and the rest two with different contents are clubbed together for our senoiors to refer.

Most effectively please do not refer any candidate to be "ROTTEN"; every candidate has some or other specific skills that they fit-in.

I appreciate your instinct towards the strategic sourcing as you are wedged in between your Head & the Client. You got to speak with your head vindicting the lose of your clientele effecting your business severly. The best way is to talk to the candidates and explain them what are the areas lacking for better improvement (clearly, serenly explain the in & out; once after you talk to your head), if still they insist you as your veracity comes to play then...much before things get worser reveal the client of the candidates evaluation sheet by marking 'em average. Delivering right candidates with integrity should bind the reasons of such performance. Let the client decide the next measure for you.

From India, Visakhapatnam
As a general rule, job guarantee comes with a rider that the candidates must pass the exam.
So start taking exam and see whether the students are ready for their jobs.
If they are forgetting what they have learned immediately on finishing the course, you first need to see if there is a problem with your teachers. May be they didn't teach the correct thighs or taught things that did nt match the reality or practical requirements of today's office requirements.
Adding a personality development and Interview skill session will be of help.
You also need to speak to the clients to know why they did not select the candidates and update your Center head accordingly

From India, Mumbai
It appears your institute is in the business of competency training promising jobs at the end of the training. Without meaning any offence to your efforts or your institute's business, I must frankly tell you that you cannot create an employable CAT out of a monkey through a crash course at a competitive fee. Unfortunately this is what most training and even academic institutes offering MBA and similar programs with free laptops, foreign study trips, assured employment etc. do. The unsuspecting candidates either out of own desperation, or their parents can afford an MBA for their wards from the quick money they have made through any source and means and their eagerness to have a MBA or similar brand for their children do. These quick fixes never work in reality as you understand employers look for individuals who they assess to be of value to them in their business and not their degrees or claims of competency displayed through a tutored presentation, and dressed up to present themselves appropriately. Employers are too smart to distinguish the chaff from the corn and they do it very fast and most of the time they are right.

Your institute and you must be focused with a long term goal and not run after quarterly profits from day one. You must dare to pick only those candidates after your own assessment who you believe you can mould to be respectably employable. This is no easy task nor that can be done overnight. You / institute should first of all be clear on your goals, how you will achieve that, have internal systems in recruitment of candidates and even faculty, have systems to monitor progress, network with employers and prepare candidates to meet market needs. The key here is your faculty quality, your practices and actions.

I am saying all this as we have seen all these over time and only deep rooted approaches will work with sustainable long term benefits. Candidatse will pay if they see results, Dont try to market your progarms with low fees and anyone is qualified to join ..... It just doesn't work

From India, Bangalore

My take on this is that, there are NO "rotten" candidates only the right candidate for a particular job.

My question is to what degree is your course in sync with the job being offered? Overall executive presentation is important and esp. If these jobs are in Global BPO it becomes even more important as they have to interact with Global clients.

Please remember the following remidies that could help you on your job:-

a) Accounting can be taught in two ways (a) Accounting as a funtion (this is very knowledge based and it is like it is taught in say BCom) and (b) accounting as a Process - this is very skilled based and takes up what your client would be wanting. So please find out does your course offer the second part also.

b) Secondly factor in the course what your clients want the candidate to do - the simpliest way is to look at some of their JD's and show it to teachers if they are covering those - or else the candidate would be taught the same thing he learned in school or college and is not industry ready

c) Thirdly accountants believe that communciation has no meaning in there job. This is believe with CA also- thats where they are wrong help them on communciation and presentation skills like someone else also pointed out.

Its true that there are no short cuts - but if you are promising a job beofre taking the money from the candidate are you all clear what exactly is the job being offered- is it at a CA's office or is it in a Factory or is it in a BPO etc. all would require different skill within accounting.

Hope that helps you


From India, Delhi
Dear member ,
If your candidate's spoken and written English is as good as your's ,
unfortunately selectors will not be very keen on selecting them ,
may be an improvement in their soft skills may give them little
advantage in addition to their hard skills . Kindly take care.
Best wishes ,

From India, Bangalore
Four key success factors in this business model :
1) Select right trainer
2 ) Identify skill set gap and design course module, lesson plan and teaching aid accordingly.
3) Select potential candidate
4) Do net working with prospective employer
To provide support we have Accounts and Tax Laboratory where your students can do the practice after completion of course and before getting employment.
Quicker Knowledge Solutions Pvt Ltd.

From India, Mumbai
Dear Sir,
I wanted to Pursue an Postgraduate Diploma in Transport Management or in PGD in Personnel Management and Industrial Relations through Distance Learning. Can you please anyone suggest me the suitable institutions within Karnataka.
Thanking you

From India, Bangalore
YOu have not mentioned what course you are offering but if it is a long term course you can take following steps.
1. Include English communication in the curriculum along with other subject.
2. Make Communication in English compulsory while the students are in campus.
3. Give them exposure to lot of presentation. Conduct lot of presentation classes.
Best of luck

From India, Thana

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