Dinesh Divekar
Business Mentor, Consultant And Trainer
Tajsateesh
Recruitment/talent Acquisition, Career Counselling
NK SUNDARAM
Soft Skill Trainer / Hr Consultant - India
+2 Others

Thread Started by #nehaasingh

Hi All,
I need an urgent help. My senior management wants that i should display HR activities on Facebook, linkedin etc... and also on company's website, for the purpose of promotion and attracting good employees. But i have no idea that what should be done for the same.
They are asking to do this, because despite of taking services of 6-7 consultants at a time, and posting job on a leading job portal, we are having tough time in filling up vacancy for a technical position.
Please give your valuable advice.
6th June 2015 From India, Delhi
The company needs to be seen as a progressive place to work and grow.
Probably you can post news about the employee engagement activtties being practised in your organisation.
Pictures of fun times,pictures/write up on awards.achievements(duly vetted for accuracy)
These kind of input can give a proper image of your organisation.
6th June 2015 From India, Pune
Hi Neha,
Prasha Solutions can provide you the desired candidates. However, in connection to your post I'd suggest the following points.
1) Click the events (photographs) and share them
2) Explain your Incentive and bonus schemes
3) Ask your Happy Employees to write good testimonials
4) Share weekend social event pictures and videos.
5) Explain your work culture through stories and case studies.
There are many ways you can do the said thing.
Thanks & Regards,
Sameer Sinha
Manager- Business Development
Global Resourcing Division,
An Innovative Service Consulting by Ex-IITians
Prasha Solutions Private Limited,
New Delhi, INDIA.
Contact:+91-9654354983(M)
Landline Number: +91-111-45523453
“A rendezvous for job seekers and employers…”
6th June 2015 From India, Delhi
If there is a will, then there is a way. At the age of 62, I am doing digital marketing of my skills through Linkedin and Facebook. Instead of thinking that it is yet another undesirable office task, do it as a fun way of using modern tools and technology for the benefit f your organisation and also developing your own skills as well. Just visit these two platforms, see what and how others are using and try to improve upon the same for your organisation. Take the help of your system administrator or IT head in this direction. In 1987, when I got my first Desktop, there was nobody to teach or guide. I learnt everything by myself. Now, so many opportunities are there but people are not willing to experiment and learn ! This is the sign of the times, perhaps..
8th June 2015 From India
You dont necessarily need to have a HR page in your website . You can rename it as Careers or Life @.... etc. etc. I have tried to give it a simple attention grabbing link as "careers" . Only job seekers go thru your Career site. So make it attractive for your job seekers or potential employees.
Make a simple page that contains everything. None is interested to click click and click on so many links go places and get lost. So make it simple and available at one place. That will make things easy.
http://brdcarworld.com/careers
8th June 2015 From India, Thrissur
Dear Nehaa Singh,

Giving incomplete information and asking for suggestions is bane of this forum. By giving your incomplete post, you made it little more baneful.

What is the nature of your industry? What is your financial turnover? Are you private limited or public limited company? What is your designation? What employee friendly practices do you have? What kind of candidates you are unable to attract?

Part of your post says, "despite of taking services of 6-7 consultants at a time, and posting job on a leading job portal, we are having tough time in filling up vacancy for a technical position." Root cause of your problem lies in this statement. However, to tide over this problem, it remains to be seen, how far social media will be helpful to you. All that you can do is to create a page on Facebook and LinkedIn. However, how many job aspirants will follow this page?

If you are unable to attract candidates then it is nothing but reflection of the brand image your company in the job market. "Why should I join you?" When candidate asks this question, you should have valid and reasonable reply. Going further, "What differentiation employees enjoy by working in our company?". You need to have reply ready for this question also.

What about your existing employees on board? Are they satisfied with the company? Do they act as positive spokespersons in the job market or do they prohibit others from joining? Leadership at the top, always have disconnect from the ground reality on these questions. They live in ivory tower and feel that by throwing the money, they should be able to attract good job candidates. But then the challenge of 21st century is that, employees have become choosy and what economic benefits worked in 20th century do not work any longer. HR in many companies, know the truth but they pretend everything is goody-goody and echo the leadership.

You may hire some ad agency to create a page on FB or LinkedIn but then they can only create a page and beyond that nothing. What kind of posts you upload, much depends on that. Will these posts help in promoting brand image in the job market?

What your HR Head needs to do is to conduct brainstorming session on how to create brand pull in the job market. Your employees are the ones who will give best ideas. In case, if your house is not in order, you will not be able to attract the job candidates come what may.

By creating pages on FB or LinkedIn or somewhere, you may be able to create your existence on social media. But then mere existence on social media is not sufficient to create a brand pull. It is far more comprehensive and you have to work in tandem with marketing department. Whatever your designation is, your seniors have delegated this job to you. Is the delegation of this assignment reflection of their mindset?

All the best

Dinesh Divekar


8th June 2015 From India, Bangalore
Hello Nehaa Singh,

I agree to a large extent with what Dinesh Divekar mentioned.

Displaying HR activities in Social Media portals & your Company's home page serves a TOTALLY DIFFERENT purpose than what is being intended here--to fill-in a particular position. All the displays do is to project an impressive image of the Company--BUT they have to be BACKED by ACTUAL ground realities.

And also, pl note that even if you post the slickest display, everyone--notably techies--only read it for the preliminary inputs. They AREN'T taken as the gospel truth--let's be realistic: no Company ever says it's a lousy company to work for.......right?

You haven't also mentioned the level [seniority] of the position that you have tried to fill-in--except that it's a technical position. Usually mid & senior-level persons really DON'T CARE what the Companies write about themselves in their websites--except for the prelim data. They have their own ways of sifting out the facts from fiction.

Being in the field of recruiting for quite a few tough-to-get skills in a wide range of domains/sectors, I can say that you MAY need to focus on analyzing the reason(s) for not being able to fill this position. It may NOT really have anything to do with the Company's image. It COULD have to do with the Job Role & Responsibilities OR the CTC OR, possibly, some sort of adverse comments over the internet OR the JD COULD have been improperly done to put-off, rather than attract, the right talent. For the 'adverse comments' part, suggest go thru sites like mouthshut.com, etc to checkout IF your Company figures in any of the Postings by some disgruntled ex-employees.

And IF you are in a field/sector that's very niche [meaning not many Companies in that sector]--like Dinesh mentioned, you haven't mentioned this aspect too--you can be sure that word spreads-out very fast among the limited number of people working in that field. And any amount of rosy postings/displays in the social media WON'T neutralize the effect of the word-of-mouth.

If you are interested, pl mail me the Job details in a PM--I can see IF there's anything we can do to handle this better.

Rgds,

TS
8th June 2015 From India, Hyderabad
@Dinesh Divakar ji
Hi,
I am working as HR Executive. Our company is a small IT company, having 18-20 employee.
The position which we are trying to fill is of executive level (asking for 1+year of experience).
We are having a good number of candidates coming in for interview, but none of them is succeeding. Whereas the candidates are lined up on the basis of our criteria only, but still the interviews says that they lack in basic knowledge.
I am doing my efforts for bringing the candidates based strictly on the criteria, but still the senior management is putting the blame on me.

8th June 2015 From India, Delhi
Hello Nehaa Singh,
As I guessed it, looks like there's a serious mismatch between the JD given to you & what the Interviewers are looking for.
I have seen this happen quite often in small IT Companies--more so when the the company culture is MORE OF 'finding the scapegoat' than to resolve the problem.
I am not sure whose brainwave in your Company was it to display about the Company in Social Media for this issue--looks more like a diversionary tactic than a resolving step.
Pl post the JD that you are using to find the candidates here & suggestions can be given to be better focus & results in your efforts.
Rgds,
TS
8th June 2015 From India, Hyderabad
JD for PHP Developer
1+ years of software development experience in Core PHP
Understanding of open source projects like Joomla, Drupal, Wikis, osCommerce, etc
Demonstrable knowledge of web technologies including HTML, CSS, Javascript, AJAX etc
Good knowledge of relational databases, version control tools and of developing web services
Experience in common third-party social APIs (google, facebook, ebay etc)
Experience in common third-party payment gatway APIs (paypal, payza, authorise.net, Ipayout,STP etc)
Experience in phone gap technologies.
Passion for best design and coding practices and a desire to develop new bold ideas
BE,Btech,BCA,MCA degree in Computer Science, Engineering or a related subject.
Out of these, 1st line is the most imp criteria for shortlisting candidates.
Also please let me know that I am the only HR person here, so is it my work to improve or edit JD, as it is a technical profile and i am from a non technical.

8th June 2015 From India, Delhi
""I am doing my efforts for bringing the candidates based strictly on the criteria, but still the senior management is putting the blame on me.""

Blaming HR person for candidates not coming for interview or joining the job is ridiculous.

HR facilitates recruitment of suitable candidates based upon QRs spelt out by specialist section.As HR person you may not be able to frame JD of a technical person.

A person looks for growth,good pay,atmosphere when joining a company.

If the company has these characteristics,there will be large number of people looking for jobs.

Blaming HR is the easiest way out.

As HR person give your professional suggestions about job description,industry standard pay/perks and be a proper HR person.

Do the arrangements for interview,document verification,tying up with candidates for date and time of interview.

Whether a person wishes to join or is found suitable is not in your hands.

Do your HR portion of job properly and company will realise their shortcomings as compared to the competitor companies and make changes or lower QRs.
8th June 2015 From India, Pune
This is the problem sir, they are not trying to see that there could be other things responsible for this thing. For every recruitment related thing they are accusing me.
When i say i have posted the opening on a leading job portal, but still not much applications are coming, may be because the posting is there from last 3 months. This reduces the efficiency. They say " what do you think now people are not going for ".....com"(job portal).
When i say that we are dealing with 5 consultancies at a time, and getting good line up (as i have mentioned that approx 80+ people came in last 20 days for interview), they say consultancies have become our weakness, they just waste our time.
And the worst part is the HR activities which they are asking me to display on social media is actually not at all happening in the office. They say most of the companies post fake HR activities, its not a issue.

8th June 2015 From India, Delhi
@nathrao
They are not open for any change sir, they think they are absolutely fine, its just i am less capable in hiring.
If i go to them with any concern regarding non support of any colleague in hiring process (Once the team lead simply rejected the candidate without taking his interview, when that candidate cleared all rounds of interview, Once i asked him to approve a written test for candidates, for which he never replied), they simply bend the things at me saying " what to be done with 1 candidate, there should be at least 3-4 to make a choice."
There are a bunch of employees who are working here from last 3-4 years (team lead is one of them), senior management never says anything on there mistake.
I am fed up with the things, and every evening i have to go the senior management with the day's status of line up & turn up candidates, then they try to show me that how incapable i am in my work.
8th June 2015 From India, Delhi
Hello Nehaa Singh,
When you get such JDs from the tech guys/team, suggest INSIST on CLEAR & MEASURABLE parameters.
And DON'T go to the techies with problems. Maybe you can't offer solutions too [strictly peaking, the Team Lead ought to be doing that], but you can surely ask for more streamlined info/inputs.
Here are the points that your Tech guys are generalizing vis-a-vis the JD.
1] 1+ years exp: What's the upper limit? 1+ yrs can mean 2 OR 3 OR 10 yrs....right? Insist on an upper limit. That will help you focus on the best possible fit candidates.....to some extent.
And a 1 yr exp guy is as good as a Fresher--just a bit better.
2] Understanding of open source projects like Joomla, Drupal, Wikis........:: What does 'understanding' mean? Theoretical knowledge? Will any questions be asked in the I/V? If Yes, then the Tech team is NOT looking for just theoretical knowledge..........they are looking for hands-on exp--which SURELY IS NOT RIGHT. Most people with just 1-2 yrs exp MAY NOT get an opportunity to work on realtime projects in these areas in the First place. And those with real exp in these areas will be expensive than most startups can afford.
What you can do? Ask the Tech team to segregate these skills into 'Must Have', 'Desirable/Nice-to-have' AND the upper CTC range that you can afford. That will give you an idea on which skills to REALLY focus.
3] HTML, CSS, Javascript, AJAX etc: The First 3 skills are understandable...most guys in PHP area ought to have them. But Ajax isn't used by all--it's not needed for all development applications. Check IF this is falls into 'Must Have' category OR 'Desirable/Nice-to-have'.
4] All the Specs w.r.t. APIs, PhoneGap are surely not for anyone with 1 yr exp--more likely is 3+ yrs exp range. And guys with PhoneGap & APIs--especially with exp in Payment gateway APIs--are expensive.
5] 1st line is the most imp criteria for shortlisting candidates: Frankly, I am not so sure that this is what the Tech team is thinking too. In all probability, they may be asking queries in the other areas/skills in the I/Vs & this is where the candidate may be flunking.
This looks like a typical case of asking for the moon.
In general, suggest the following PoA.
AA] List out the skills you mentioned in the JD & sit with whoever in the technical team makes the decisions. Then ask for CLEAR categorization of 'Must Have' AND 'Desirable/Nice-to-have' for EACH of the skills.
BB] And further, ask HOW MUCH exp in each of the skills they are looking for--2 yrs in Core PHP, 1 yr in APIs, etc, etc. Hope you get the point.
CC] And when you talk to the candidates, take their SELF-RATINGS against each of the Must-Have skills for sure & also for Nice-to-Have skills IF they say have exp in any of them. AND check clearly if they have done any live projects in the Must-Have skills while perusing the resumes. This way you get to know whether the exp is for real.
DD] And FINALLY get clear guidelines of the Min & Max CTC range you work with.
Also, suggest DON'T go for job postings at this point of time. You are bound to end-up wasting time--a major chunk of the responses MAY NOT REALLY suit your specs. Go for Advanced Searches with focused criteria & contact only those who YOU think meet the criteria/parameters mentioned above.
And what's the Selection process you follow--from sourcing of the resume to the I/V? There COULD be loopholes there too.
AND FINALLY, IF none of these work [or allowed to work], you can be sure that the time has come for you to move from there.
All the Best.
Rgds,
TS
8th June 2015 From India, Hyderabad
@tajsateesh

Sir,

The salary range is always kept vague or as per industry norms, initially they were not disclosing it to me also. When i asked repeatedly they said 15k to 25k... and try to keep it under 30k. They have rejected candidates who asks for approx more than 27-28k...saying that the money they are asking is not worth their knowledge.

The selection process followed is:

The same JD is given to the Consultants, they shortlist & line up candidates according to that.

When they come for interview they give a small written test of 10 questions, those who score more than 5 are taken for F2F interview, after clearing F2F they have to appear for a system test, for approx 1-2 hour.

Qualifying candidates are interviewed by Team lead (which is rarely happening these days, coz candidates are not reaching till that phase).

There are 2-3 interviewer, the reason for rejection of the candidates, by 1 particular interviewer is the same in almost 98% cases. For example, 1 interviewer always rejects candidates saying that there knowledge in Database is poor. So, I think that there is need to check the interviewers also, so as to know what they are asking and what system task they are assigning.
8th June 2015 From India, Delhi
Time to consider looking for change at own convenience.
Hurried and unplanned exit will create problems.
Keep eyes and ears open for other opportunities while working sincerely with present organisation.
8th June 2015 From India, Pune
Hello Nehaa Singh,

Suggest talk to the Team Lead & change the I/V Process.

Step-1: small written test of 10 questions

Step-2: System Test

Step-3: F2F

Step-4: F2F by Team Lead

Right now you have absolutely NO way to point-out at the capability of the Interviewer. Quite often, in small Companies, most I/Vers check whether the candidate knows 'WHAT THE INTERVIEWER KNOWS' and NOT what the candidate knows or doesn't know. This emanates from the limited interviewing exp of the Interviewer himself/herself. And obviously, no one would admit 'I don't know this or that'. Hope you got the point.

Now when you put the F2F AFTER the System test, you have a benchmark rating [NOT by you but by the Test results] to talk against any random/vague rejections.

And now to 'sell' the idea to the Team Lead or whoever is involved in the F2Fs--you want to save them THEIR time [you are doing a favor to them....right :-)]. Hence putting the System Test BEFORE he/she spends time with the candidate in a F2F. Basic human nature--irrespective of the level or qualifications.........an apt example of what Narendra Modi mentioned on 15 Aug, 2014 ["Mera kya, mujhe kya" syndrome]--except that here you are 'using' it for the good of the Organization [and also make your life much simpler]. Hope you get the point.

As far your line "The same JD is given to the Consultants........" is concerned, they may be responding so as to not to offend you as a client OR maybe they weren't able to see what's coming after they send the resumes. But IF it were me, I would rather 'LOOSE' such a client than accept Requirements where there is no clarity & full of hazy inputs.....since situations like you mentioned and are experiencing are BOUND TO FOLLOW. When a client can't give the Reqmt with clarity, the logical consequence is a vague interviewing process.

All the Best.

Rgds,

TS
8th June 2015 From India, Hyderabad
This JD says the person should have knowledge of E-commerce Website/Mobile-site development with experience in Payment gateways. very simple JD. I believe CTC offered to the candidates is the main issue here. Such candidates demand higher CTC. However, you can try to get such candidates on 'elance'. Talk to your Hiring Manager/CTO and ask him to segregate the required skills into mandatory skills and 'nice to have' skills for this job. and that will make your job easy.
14th July 2015 From India, Delhi
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