Gopinath Varahamurthi
Mindhour Partner, Ass.professor/adm. Officer,
Recruitment/talent Acquisition, Career Counselling
Hr Executive
Ram Chandran
Senior Admin Executive
+6 Others

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Hello Seniors,
This is Sneha.I have recently joined an IT company which is in Faridabad(Delhi NCR).I am facing a difficulty in recruitment of Sr.Profiles .I lined up candidates for interview,after that I take mail confirmation even give them reminder before one day of interview but candidates do not turn up not even attend calls.and those who turn up are not technically sound.Another constraint is that my company is not located in IT hub.Please Suggest some ways to overcome this problem.

From India, Calcutta
Schedule the interview in weekend and go with the canditates who are really looking for a job.. are else there might be a constraint for them to accept your packages
make the vacancy notification in social network are else find the canditates from your friends refernces

From India, Chennai
With regards to your query i would suggest you to be staight away with candidates if they really looking for job or job change it can save you time and you no need to follow up with such candidates again and try to judge if they are really serious for the postion otherwise dont entertain such candidates put your efforts for others. And this is very common thing in recruting for any profile. I would suggest you to line up more candidatesi am sure few of them will definatley attend the face to face interview. Good luck for your assignments.

From India, Mumbai
It seems you have lined up candidates, are they really eligible and fall within your criteria? first understand whom you want? Purpose, why you want the candidate? What is your requirement and the candidate wants?.. and then select them for queue, you will and you can..

From India, Arcot
Thank you for your valuable suggestions.I had lined up those candidates who are active within 7 days in respective job portals or serving their notice period.
From India, Calcutta
I would suggest that you need to look at your Recruitment and Selection process. If I understand the underlying message in your posting, you do not appear to have a robust recruitment process in place.

That is not recruitment. I have posted here many times on this subject. Here again is Aussiejohn's 6 Easy Steps to Recruitment and Selection.

If you want the right candidate for the job, you only need 6 things:

1. A proper position description which sets out the requirements of the job

2. A person specification setting out what the successful candidate needs to perform the job

3. A rigorous selection process based on the PD and PS, to choose the top 4 candidates to interview

4. A targeted interview questionnaire based on the PD and PS, to ensure the candidates can do the job and can integrate into the company - no stupid, irrelevant questions that have nothing to do with the job

5. Well trained interviewer/s

6. A rigorous reference checking process

Place well worded advertisements or work with a trusted employment agency who will source the RIGHT type of candidates for interview.

That's all there is to it. No need to complicate the process. Remember the KISS principle.

From Australia, Melbourne
I understand your concerns. I myself work with Capgemini and this is a very common issue faced in the IT industry in the HR department.

I would suggest rather conducting a Face 2 Face interview, try to conduct telephonic interviews for senior candidates(as you mentioned Sr.Profiles). Many a times Senior ones will never come for a scheduled interviews as they are quiet busy with their work plus they have additional responsibility of handling a team.

To get the positive response from candidates, first round should always be telephonic where you get a better idea about the resource basic knowledge about technologies. This will help you to filter the resources and invite only those candidates whom you feel are best for your requirement. This will save your time, the time of the senior resource as well as the time of the one who is taking interviews.

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From India, Mumbai
I am Nidhi , i am a part of HR department in an advertising company. I am facing difficulty in recruitment for EA profiles.
We have a specific requirement as we are looking for an EA for one of the top management ..a female candidate , minimum 15 years of relevant experience and has to be a South Indian lady..could be Malyali or Tamil. Please suggest how to look people for this Job Description. I have tried through job portals but have not worked. Kindly suggest.

From India, Gurgaon
Dear Nidhi,
I think you want to recruit EA (Executive Assistant) for a top management probably a lady from Malayali or Tamil, please do gather information what your top executive want is it a PR related or office related or managerial drafting or executing orders or paper related otherwise, you can find a suitable candidate for these works it is not necessary for 15 years of experience better find out a bright candidate who can absolve or keen in her work rather than going around. The taste and kind of work they want or by the top management should be the criteria and not the experience in these cases. Because for an executive assistant what is the nature of work you are going to assign should be clear otherwise the selection process will be a futile experience.
best of luck..

From India, Arcot
Nidhi, Y only mallu people you need? A very bad practise at an organization level. You should be biased.
From India, Mumbai

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