Dear All,
We have six branches all over south and one of our branches in Hyderabad has a problem of recruitment. There is a problem of getting new recruits. The employees who join leave the Company very soon. Ours is an advertising company in which I am the HR manager across the branches and I do not know how to attract and retain employees in this branch. We need Account executives and art directors.
Please help.
Jayashree
From India, Bangalore
We have six branches all over south and one of our branches in Hyderabad has a problem of recruitment. There is a problem of getting new recruits. The employees who join leave the Company very soon. Ours is an advertising company in which I am the HR manager across the branches and I do not know how to attract and retain employees in this branch. We need Account executives and art directors.
Please help.
Jayashree
From India, Bangalore
PROFESSIONALS AND BUSINESSES PARTICIPATING IN DISCUSSION
Dear friend,
THis is sai prasad HR from a consultany in hyderabad.if u can give me the Requirements and their details to this id
i am shore that i can help you.
Regards,
Sai Prasad.
From India, Hyderabad
15THis is sai prasad HR from a consultany in hyderabad.if u can give me the Requirements and their details to this id
i am shore that i can help you.
Regards,
Sai Prasad.
From India, Hyderabad
Hi Jayshree,
Attracting talent and retaining talent is one of the major challenges HR/Recruitment professionals face.
If the candidates you offer are joining and leaving in no time it's time to see your internal procedures and systems.
You may refer these links for more information:
http://www.workplace.ca/preview/mags...ticle3663.html
http://www.bmacewen.com/blog/pdf/Del....2005.June.pdf
http://blogs.ittoolbox.com/cio/marke...ng-talent-9338
Thanks
Kamaljit
From India, Pune
Attracting talent and retaining talent is one of the major challenges HR/Recruitment professionals face.
If the candidates you offer are joining and leaving in no time it's time to see your internal procedures and systems.
You may refer these links for more information:
http://www.workplace.ca/preview/mags...ticle3663.html
http://www.bmacewen.com/blog/pdf/Del....2005.June.pdf
http://blogs.ittoolbox.com/cio/marke...ng-talent-9338
Thanks
Kamaljit
From India, Pune
Here’s something that i found in the downloads section here on citehr!! check it out...
From India, Pune
From India, Pune
Dear JayaShree,
The problem that you have state is not of recruiting it is more of the Retention, try to get to the root cause of the problem.
Try to take the Telephonic Exit interview of the people who have recently left the Org.
Ask any HR Executive to do so, as this would help to reach to the root cause of the problem and focus more on interaction with employee and get to know the satisfaction level, This would help in retaining.
I hope this would be helpful.
Regards,
Ravi Dua
The problem that you have state is not of recruiting it is more of the Retention, try to get to the root cause of the problem.
Try to take the Telephonic Exit interview of the people who have recently left the Org.
Ask any HR Executive to do so, as this would help to reach to the root cause of the problem and focus more on interaction with employee and get to know the satisfaction level, This would help in retaining.
I hope this would be helpful.
Regards,
Ravi Dua
Dear Jayashree,
Ravi is right, retention is problem in your case, along with telephonic conversation with left employee also sit with their supervisor to know the exact reason of their leaving, find out which industry they join, if most of them joined same industry then also try to find out the other benefits they are providing to employees which are missing in your co.. take a feel of your industry and then compare your own org. with it.
Sometime small & extra benefits provided to employees are sufficient for them to get attracted so analysis is required to know the root cause, it will help you in restructuring your some policies for retaining your employees.
Best of Luck
Rgds,
Shilpi
From India, New Delhi
Ravi is right, retention is problem in your case, along with telephonic conversation with left employee also sit with their supervisor to know the exact reason of their leaving, find out which industry they join, if most of them joined same industry then also try to find out the other benefits they are providing to employees which are missing in your co.. take a feel of your industry and then compare your own org. with it.
Sometime small & extra benefits provided to employees are sufficient for them to get attracted so analysis is required to know the root cause, it will help you in restructuring your some policies for retaining your employees.
Best of Luck
Rgds,
Shilpi
From India, New Delhi
Hi ,Jayshree.
I am Robbin Alex.
First of all you are a manager - Stay on top of things,keep your ears to the ground.
We need to understand the priorites-is it Recruitment/ Retention/ Attratation Analysis/ Revenue?????- what amoung these will you put on high and progressive priorites.
Well you will need to :
*schedule a branch meeting where you get to speak to your people/preferibly a SKIP LEVEL MEETING.
*Make some analysis sheets ask the people to fill it.
*take the same mesures in all the branches (ask people to fill your test and submit to u.)
*try to analyse all their needs and wants.
*major issues like: salaries/faclities/leaves/space etc should be given preference.
*take the industry study: like salary survey in ad industry at various levels
*encourage people to speak ,give them space, open door policy,
Take them out .
*Show them that eh company is growing,show them their contribution,whay we are here today coz of you,tell them we need you.
*show them the ladder, the growth and revenue benifits if htey stick on to your company.
Speak to your management that you are about to so this .Trust me you are going to benifit from this.Coz i have done this a few months ago
8) If you need more clarifications you are free to ask.
*discuss with the management
*call for a get together or an ice breaking session.
*
From India
I am Robbin Alex.
First of all you are a manager - Stay on top of things,keep your ears to the ground.
We need to understand the priorites-is it Recruitment/ Retention/ Attratation Analysis/ Revenue?????- what amoung these will you put on high and progressive priorites.
Well you will need to :
*schedule a branch meeting where you get to speak to your people/preferibly a SKIP LEVEL MEETING.
*Make some analysis sheets ask the people to fill it.
*take the same mesures in all the branches (ask people to fill your test and submit to u.)
*try to analyse all their needs and wants.
*major issues like: salaries/faclities/leaves/space etc should be given preference.
*take the industry study: like salary survey in ad industry at various levels
*encourage people to speak ,give them space, open door policy,
Take them out .
*Show them that eh company is growing,show them their contribution,whay we are here today coz of you,tell them we need you.
*show them the ladder, the growth and revenue benifits if htey stick on to your company.
Speak to your management that you are about to so this .Trust me you are going to benifit from this.Coz i have done this a few months ago
8) If you need more clarifications you are free to ask.
*discuss with the management
*call for a get together or an ice breaking session.
*
From India
Startups Look for Right Fit, Rewrite CV of Recruitment.pdf
Flow Chart for Recruitment till retirement.xls
Recruitment Analysis of ABC Company.ppt