I am working as HR Executive in a mid size software firm.Now am facing very difficulty in onboarding the candidates.We were able to offer many candidates but they are not joining.How i can resolve this issue?We are offering good salary for every candidates but we are not a CMM level company. Please help.
From India, Kochi
From India, Kochi
If you think that not being a CMM company is the problem go for CMM level certification. Varghese Mathew
From India, Thiruvananthapuram
910From India, Thiruvananthapuram
I would be curious to know what you mean as good salary. What type of candidates are you looking for ? Where are you sourcing them ?
From India, Mumbai
From India, Mumbai
Hi Deepa,
Such issues do occur with small and mid size companies. Probably you need to make sure that the candidates get to know your organization well enough, before a formal offer is rolled out. For prospective job seekers who would really like to make a difference, a small to mid size organization is any day a better bet than a tier 1 company. CMMi certifications may not really matter, perhaps these are sheer excuses given by candidates who back out. Nevertheless the organization needs to be process driven. My suggestion would be -position your organization well, build on the reputation and streamline your recruitment process.
Thanks
Robin Thomas
HR Manager
Cabot Technology Solutions
From India, Kochi
Such issues do occur with small and mid size companies. Probably you need to make sure that the candidates get to know your organization well enough, before a formal offer is rolled out. For prospective job seekers who would really like to make a difference, a small to mid size organization is any day a better bet than a tier 1 company. CMMi certifications may not really matter, perhaps these are sheer excuses given by candidates who back out. Nevertheless the organization needs to be process driven. My suggestion would be -position your organization well, build on the reputation and streamline your recruitment process.
Thanks
Robin Thomas
HR Manager
Cabot Technology Solutions
From India, Kochi
Saswatabanerjee,
We are offering a salary what they expect, if the candidate is exceptionally good.We are sourcing through jobportals, consultancies and employee referrals.
But they are not getting onboarded.
Regards,
Deepa
From India, Kochi
We are offering a salary what they expect, if the candidate is exceptionally good.We are sourcing through jobportals, consultancies and employee referrals.
But they are not getting onboarded.
Regards,
Deepa
From India, Kochi
Thanks for a vague statement that you are offering what they want if he is exceptionally good. It will really help us understand your problem.
Have you at least spoken to the consultant and to the employees who referred candidates as to why they are not joining ? You will generally get a good idea of what the problem is
From India, Mumbai
Have you at least spoken to the consultant and to the employees who referred candidates as to why they are not joining ? You will generally get a good idea of what the problem is
From India, Mumbai
Hi,
Deepa if you are offering a salary what they expect Then why Candidates are not joining\on boarding. Keep in touch with the employee and confirm 2 days before onboarding.. need to make sure that the candidates get to know your organization well enough, before offer letter is rolled from your end.But CMMI certification is not Reason ...
From India, Hyderabad
Deepa if you are offering a salary what they expect Then why Candidates are not joining\on boarding. Keep in touch with the employee and confirm 2 days before onboarding.. need to make sure that the candidates get to know your organization well enough, before offer letter is rolled from your end.But CMMI certification is not Reason ...
From India, Hyderabad
Hi All,
Thanks for a very interesting discussion. I do face the same issue in my company(a BPO,domestic). I can tell this is part of recuitment process and many companies rrespective of reputation face same problem. You need to keep in touch with candidates and as rightly pointed out by Mr Saswata you need to at least ask for reason for not joining.
Are you short selling your compnay? Are you discussing their career prospects with them that your company is able to offer ? you discuss your company's growth/achievements with them?
May be these inputs will help.I asked myself same questions.
All the best!
Pavan.
From India, Mumbai
Thanks for a very interesting discussion. I do face the same issue in my company(a BPO,domestic). I can tell this is part of recuitment process and many companies rrespective of reputation face same problem. You need to keep in touch with candidates and as rightly pointed out by Mr Saswata you need to at least ask for reason for not joining.
Are you short selling your compnay? Are you discussing their career prospects with them that your company is able to offer ? you discuss your company's growth/achievements with them?
May be these inputs will help.I asked myself same questions.
All the best!
Pavan.
From India, Mumbai
I fully agree with what other members have suggested you. I need to ask you , are the candidates not joining after receiving the offer from you? If yes, then (my quick thoughts, though not number wise)
** You need to have a quick look at your interview process, right from the moment they enter the office till they leave your premises,most important is to make them feel welcome. - Are you noting and taking full job history like past records etc or are you offering jobs to those who frequently jump from one to another- job hoppers.
** Did you highlight all positives like the post - career graph from there on? benefits of working with particular company? in particular profile? Are there any particular benefits that could boast about like group mediclaim etc? Same thoughts as Mr. Pavan has pointed out.
** Compensation part: I might offer you a very high CTC but when you see actually your take home would be too less, since you have provided vague information on this I will leave the judgement on you only. Whether you present a lucrative offer or not?Is it on par with what your competitors are offering.
** are you asking them to submit copy of their resignation letter within stipulated time period (which starts from the day when you release an offer)
**Stay connected with the candidate. they might be dabbling with two or more offers. or could be fishing for offer to negotiate at the current place.Like when our employee had to joing us from one reputed MNC, we were in touch with him knowing about his exit interview, last formalities like handing over,his shifting ( as he was working in Mumbai and we are in Gujarat)
Though once when the candidate refuses to join you, you cannot expect them to tell you the true reason but still you could take a chance and ask them very gently about the reason. Do not probe much.
I am sure your consultant will be having pool of eligible candidates. And let us know what reason has s/he offered you.
Best Wishes
From India, Vadodara
** You need to have a quick look at your interview process, right from the moment they enter the office till they leave your premises,most important is to make them feel welcome. - Are you noting and taking full job history like past records etc or are you offering jobs to those who frequently jump from one to another- job hoppers.
** Did you highlight all positives like the post - career graph from there on? benefits of working with particular company? in particular profile? Are there any particular benefits that could boast about like group mediclaim etc? Same thoughts as Mr. Pavan has pointed out.
** Compensation part: I might offer you a very high CTC but when you see actually your take home would be too less, since you have provided vague information on this I will leave the judgement on you only. Whether you present a lucrative offer or not?Is it on par with what your competitors are offering.
** are you asking them to submit copy of their resignation letter within stipulated time period (which starts from the day when you release an offer)
**Stay connected with the candidate. they might be dabbling with two or more offers. or could be fishing for offer to negotiate at the current place.Like when our employee had to joing us from one reputed MNC, we were in touch with him knowing about his exit interview, last formalities like handing over,his shifting ( as he was working in Mumbai and we are in Gujarat)
Though once when the candidate refuses to join you, you cannot expect them to tell you the true reason but still you could take a chance and ask them very gently about the reason. Do not probe much.
I am sure your consultant will be having pool of eligible candidates. And let us know what reason has s/he offered you.
Best Wishes
From India, Vadodara
Dear Deepajose,
It is happening most of the mid and small size organization... but we can tackle the situation in the name of branding your company and market your company... compare your company norms and welfares with other organization.. followup properly and even you can analyze some candidates by the way of speaking and behavior ...
make a joining tracker and keep follow up and move closely... so we can turn up as well as we can get good reference from them also
From India, Chennai
It is happening most of the mid and small size organization... but we can tackle the situation in the name of branding your company and market your company... compare your company norms and welfares with other organization.. followup properly and even you can analyze some candidates by the way of speaking and behavior ...
make a joining tracker and keep follow up and move closely... so we can turn up as well as we can get good reference from them also
From India, Chennai
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