Can you put the requirement on CiteHR, LinkedIn and Facebook? The chances are that you will find someone, either through referral or even direct application. Both ways you will only speak to the active job seeker, who are almost a right fit for the role.
Put up the ads on the notice board to the vocational/professional training institutes. NIIT and other language training instates precisely. Connect with the coordinators to send you the profiles.
Look for the job fairs. Often companies arranging them offer a deal with the companies for absolutely low or even no monetary benefit , if the requirement is too low.
Identify the bare minimum for the role and stick to that. Looking for more , will only lengthen the process.
Ask the hard questions , to both the management and candidate. What are the conditions which you management team just wont agree to and same for the candidate?
As you streamline what does n't work for you, you will find it easy to settle for the right candidate. Wish you all the best !
14th April 2013 From India, Mumbai
I second the thought process of Ms. (Cite Contribution). Exclusively, the point instigated by your Employer on [real good in communication i.e. fluent english, but the attitude has to be humble] is of no consequence. I site my point thereby, an employer may expect 100% from a candidate but what alienates is their aver for the ATTITUDE.
HOW CAN YOU JUDGE A CANDIDATES ATTITUDE?
May be of no tactic any attitude is judged, that changes with TIME per se. You can find candidates at ease from Portals, Employee Refferals, Job Postings in Social Networkings and get the best by a long shot.
Suggestions:-- You may recommend to take the personality assessments to determine the personality characteristics for the job criterion.
The candidate can also be asked to match their values to the position they are interviewed for by handing 'em a set of questions set by your HR according to the JD (Ask situational questions in the interview that will help you identify whether the candidate is a good fit for the position)
Small things mind sweep huge inconsistency caused. Therefore, ensure candidate need is vital to the job role. Hope you find my ideas linked to your state of affairs.
15th April 2013 From India, Visakhapatnam
Thank you for your valuable advice.
W.r.t Linkedin, Citehr, Facebook - have uploaded on all 3, From facebook I did get many resumes but somehow it attracted candidates outside India, even though I had mentioned that the vacancy was for Pune.
Will try putting up the job notice with the educational institutes, maybe spoken english classes should be able to help.
Will even find out about the Job Fairs.
Besides I agree, we cant really judge the attitude that easily, but my issue is first of all of attracting candidates, coz I feel a little restricted i.e. Salary being only 15kpm, good-fluent english, bond for 1 year(however in that increment after 6 months), besides out of the 12 recruited by me, only 6 are working with us, out of which 1 is serving his Notice Period, the rest have either absconded or been asked to leave.
Thats why getting a little discouraged, coz with call centers paying that well, mostly candidates with good communication mostly get attracted to that.
Will surely try out the options you'l have given, can even have the test included, if I have some good candidates lined up.
Thank you so much, and will surely update if anything fruitful works out.
15th April 2013 From India, Pune
22nd April 2013 From South Africa, Roodepoort