Dear friends,
Mine is a medium-scale garment manufacturing company (focused on exports). The recruitment procedure is not streamlined; it happens quite haphazardly. Generally, the requirement is urgent - interview whoever is available and select the best. Time and resources are unavailable at short notice, which leads to a lot of compromises as far as the quality of manpower is concerned. Can I take the liberty of asking for help from my experienced friends?
1. Where can I find good professionals for the garment industry (aside from job sites like Naukri, considering tight budgets)?
2. How can I bring some semblance to the whole recruitment procedure?
3. Does anyone have any contacts? If yes, are you ready to share? (Please, please, please)
Eagerly awaiting replies.
Aye
From India, Bangalore
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Mine is a medium-scale garment manufacturing company (focused on exports). The recruitment procedure is not streamlined; it happens quite haphazardly. Generally, the requirement is urgent - interview whoever is available and select the best. Time and resources are unavailable at short notice, which leads to a lot of compromises as far as the quality of manpower is concerned. Can I take the liberty of asking for help from my experienced friends?
1. Where can I find good professionals for the garment industry (aside from job sites like Naukri, considering tight budgets)?
2. How can I bring some semblance to the whole recruitment procedure?
3. Does anyone have any contacts? If yes, are you ready to share? (Please, please, please)
Eagerly awaiting replies.
Aye
From India, Bangalore
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Hi,
You haven't mentioned which state you are in. Try to contact consultants and inquire about the employee referral scheme. Create a candidate profile and discuss with management that this person is responsible for conducting interviews.
From India, New Delhi
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1You haven't mentioned which state you are in. Try to contact consultants and inquire about the employee referral scheme. Create a candidate profile and discuss with management that this person is responsible for conducting interviews.
From India, New Delhi
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Hi,
I can suggest the following for point 2:
1) Create a format for job descriptions and ensure they are completed for all positions in the organization. Dedicate ample time to this task as it will save you more time in the future.
2) Understand the working hours in your organization. Identify your interviewers, especially the technical ones, and determine their preferred meeting times with candidates. Clearly explain that making a candidate wait for an extended period (more than 10 or 15 minutes) or canceling an interview last minute due to business needs can damage the company's reputation in the market. Unfortunately, these situations do occur.
3) Make sure candidates feel comfortable while waiting. In addition to offering refreshments, provide company materials such as brochures for them to read during their wait.
4) You must assertively communicate with your management about adhering to schedules, giving detailed feedback on both selections and rejections, clarifying roles and responsibilities, and most importantly, refraining from making offer commitments. This responsibility should fall under your, the CEO's, CFO's, or Finance Head's domain, without interference from others.
Let me know if you need further clarification.
All the best.
Regards,
Ryan
From India, Mumbai
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I can suggest the following for point 2:
1) Create a format for job descriptions and ensure they are completed for all positions in the organization. Dedicate ample time to this task as it will save you more time in the future.
2) Understand the working hours in your organization. Identify your interviewers, especially the technical ones, and determine their preferred meeting times with candidates. Clearly explain that making a candidate wait for an extended period (more than 10 or 15 minutes) or canceling an interview last minute due to business needs can damage the company's reputation in the market. Unfortunately, these situations do occur.
3) Make sure candidates feel comfortable while waiting. In addition to offering refreshments, provide company materials such as brochures for them to read during their wait.
4) You must assertively communicate with your management about adhering to schedules, giving detailed feedback on both selections and rejections, clarifying roles and responsibilities, and most importantly, refraining from making offer commitments. This responsibility should fall under your, the CEO's, CFO's, or Finance Head's domain, without interference from others.
Let me know if you need further clarification.
All the best.
Regards,
Ryan
From India, Mumbai
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Hi Suma, You can start referral system i.e asking your employees to refer his/her friends. Will this suit your recruitment system. Regards Amith R.
From India, Bangalore
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From India, Bangalore
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Hi, I m slightly better off than yesterday.thank you all for the tips.Would appreciate responses from friends in the garment industry also. I m based in b’lore ridz. thanx.
From India, Bangalore
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From India, Bangalore
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