Harsh Shukla
Ceo And Md Of 3 Uk Based Mnc's
Reeti Verma
Currently Not Working. Looking For Job Opportunities

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Anonymous
Good evening HR people... I am really not getting my situation.. I am working in a HR profile in Recruitment with a small co. which works in a field of Brand promotion line. and we are looking a Marketing & communication profile in B2B corporate communication.. but i have tried a lot regarding this. and not getting this profile person for my co. few interviews happened. sometimes. communication is the issue from. our side sometime they ask for high salary.
Please guide me the way how can i hire just 1-2 person for this profile who can communicate in a very well manner. in english language and shud be a gud presentable. Salary we can offer upto 2.0 CTC. Its not a target based job. not any kind of sale profile. Completely a corporate communication in B2B. So. pleas help me or if you have any data of BD profile in Gurgaon location. then plz forward it to me.

From India, Gurgaon
Hi Atul,

I assume you are advertising this position, in which case are you marking the advert as "Marketing and Communication"?

If so you will get a poor response because Marketing and Communication are two very different profiles.

Your advert should be for a Business Development Officer/Manager. This profile targets a person who will have the qualities you are looking for.

As you require communication skills, in your advert ask the candidates to telephone you first to establish oral communication skills. If you then want to hold a second interview you should ask them to bring examples of their written work, so that you can establish written skills.

When a candidate asks for a higher salary, there is nothing wrong with that. It is purely a reflection of what the candidate thinks they are worth.

Therefore, you should ask why they think they are worth more than the market rate. Listen to their answer very carefully.... it might just be valid.

If the sticking point is the salary then consider offering to increase the rate after they have proved themselves over a period of time.

With due respect to you, Atul, I would like to make a constructive criticism:

Please review your own post; you will notice that it is very poor, if a candidate sees that then what will the candidate think of your required standards?

I hope the above helps.

With Warm Regards.

Harsh

From United Kingdom, Barrow
Hi,
I agree with Harsh, clarity on the profile is a must to start recruitment. Hence be clear on the designation, JD, the key skills/competencies you are looking at
I assume you must have contacted some recruitment consultancy or posted on portals. Have a thorough telephonic round, keep a set of standard Qs handy, when the shortlisted candidates come for interview - ask them to prepare a write up, this will help in checking their writing skills. (I prefer this to asking them to carry their write ups).
You may look at fresh graduates from college as they will possess good communication skills and can be molded (if prior experience is not essential).
Share it with your employees and ask for referrals.
Review after a week - relook at CTC aspect also. Is 2 lacs less for such profiles in Gurgaon? Just check ...
Thanks!

From India, Hyderabad
Hi Atul / Reeti, I stand corrected. It is much better to have the candidates write something at the interview, rather than bringing it with them. Regards, Harsh
From United Kingdom, Barrow
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