Please Suggest What Modifications Can Be Done

Hello Seniors
I am new to this site. I am working in a upcoming Software development organization in Hyderabad from past 3 months with an employee of 50. As part of expansion we post our Job AD in differnent sites. I received the resumes. Our organization has some terms and conditions like two years agreement with the company and Ist 5 months is the training/probation period, and we not going to pay anything in the training period. If I send mail to 100 resumes with the terms and conditions 30% are accepting the terms and we schedule the interview date to them. But at the time of interview only few 5-10% are attending for interview. What may be the reason for not attending the interview. what are the steps should I take to present 100% at the interview.
Please suggest me in this matter..because I am new to this field.
Thanking You
Regards
Kavitha

Hello Seniors
18 Views..No replies..
Please suggest me what necessary steps can be taken to improve the candidates % who are attending for written

Hi
To have all 100% in F2F interview is a little tough job
Reasons may vary from person to person
But that 10% should be perfect match can be done
Thnaks
Nupur

Greetings from GroupHR!!!
The problem lies in the fact that you do not give a training stipend. Who will work for nothing that too as long as five months.
Even otherwise, your management is perhaps not aware about the legality of the bond.
While writing this post, i am assuming that you represent an IT company and not an institute.
Any work bond is legal only as long as you spend on the training. Since you do not give any stipend or salary,it compensates the cost and the bond itself becomes illegal and if a guy violates it, you can not do anything.
However, this doesn't answer your question of low turn out. I guess, its because people are not taking your comapny seriuosly. They may accept the terms online but when it comes to implementing that, they back off.
In my opinion, you can toss the idea of stipend to your management. This will tackle both of issues, legality and turnout.
Hope you find it useful.
Do respond.
Regards
Team GroupHR

RIGHT ON THE TARGET ! TEAM GROUP HR !! WELL SAID .

Dear Challa Satya

Dont mind my words but the terms and conditions don't speak well about your company's attitude towards your employees.

I mean are you hiring employees or some bonded labour??

-You expect a guy to go without any pay/stipend for five months, with uncertaininty hanging over his neck all the time.

- You have the choice to throw him out any time, but the poor fellow has to give you a bond of two years ??!!

I don't want to writer further lest you feel hurt but the bottom line is :

Your company wants everything from the employees, without giving anything.

You are lucky that at least 5-10% are turning up for the interview. These must be the people who are desperate for a job.

-- I don't know who has decided these policies but whoever it is required a major change in his attitude towards employees - Current as well as prospective. Else the future is bleak.

## You need to first put the bait and then catch the fish, your company has just put the hook.. ##

All the Best

Riyaz

[ PS. You can show these replies to your bosses. Maybe they will see the light]

Dear TeamgroupHR
Thanx for your suggestions. I already suggested to my management what you told. But they are not aggreeing to change the terms which I told to you before. They are not convincing, but they want the 100% attendance..I dont know what to do also. If you have any suggestions please help me in this matter.
Thanxs and regards
Challa Anitha

Warm Greetings!!!!
If attendance is the issue, you can do one thing, although , frankly speaking ,i would, at best, avoid to do so.
While sending mails to candidates , don't include your terms & conditions. Rather tell the candidates how a training stint with you guys can enhance candidate's overall career objective. To be preceise, make the mailer in such a manner that it highlights only the bighter part of the job. But don't froget to include "Terms & Conditions apply" clause towards the end of the mail.
Regards
Team GroupHR

Dear Chella Sathya,
Greetings!!
Rather i would suggest that you can implement the bonding structure once the probation period is over for the employee.
Regards,
Dev

Do agree not to enclose the TOC in mail.
This scheme is usually given to marketing function in our company.
Bambang