Hello Everyone, Question asked in the interview by the HR Manager:-
There is this scenario in which the HR executive has to hire 10 Java Developers in a week's time as per the requirements laid down by the functional head and the company has exhausted all the resources(Job posting on the leading job portals, References, Print media, Former employees, previous applicants, Consultants, Headhunting). It's an urgent requirement and the offer needs to be closed ASAP. I need 3-4 ways to get the positions filled in 7 days?
The only way I could tell him was :- Internal moments via IJP's (Internal Job postings)
My questions is “What could be the other ways to get the positions filled in 7 days?”
Regards
Kamal
From India, Delhi
Acknowledge(0)
Amend(0)
8There is this scenario in which the HR executive has to hire 10 Java Developers in a week's time as per the requirements laid down by the functional head and the company has exhausted all the resources(Job posting on the leading job portals, References, Print media, Former employees, previous applicants, Consultants, Headhunting). It's an urgent requirement and the offer needs to be closed ASAP. I need 3-4 ways to get the positions filled in 7 days?
The only way I could tell him was :- Internal moments via IJP's (Internal Job postings)
My questions is “What could be the other ways to get the positions filled in 7 days?”
Regards
Kamal
From India, Delhi
Acknowledge(0)Amend(0)
Greetings,
The only option that works for mass hiring in a short span of time is Recruitment drive. You make a plan for active advertisment through print and consultant for a walk in during the weekend. The success of such a drive would depend entirely on how well the word has gone around.
Another cost effective method in case the budget doesnt allow consultant or print advertisement is drive at an institute such as NIIT. Generally , they are good at spreading the word amongst their students and send the close fits to your interview location with a brief view to the resume suggested for the drive.
But then ultimately the effectiveness to manage the foot fall, and the rounds will decide on the number of closure.
Regards,
(Cite Contribution)
From India, Mumbai
Acknowledge(0)Amend(0)
The only option that works for mass hiring in a short span of time is Recruitment drive. You make a plan for active advertisment through print and consultant for a walk in during the weekend. The success of such a drive would depend entirely on how well the word has gone around.
Another cost effective method in case the budget doesnt allow consultant or print advertisement is drive at an institute such as NIIT. Generally , they are good at spreading the word amongst their students and send the close fits to your interview location with a brief view to the resume suggested for the drive.
But then ultimately the effectiveness to manage the foot fall, and the rounds will decide on the number of closure.
Regards,
(Cite Contribution)
From India, Mumbai
Acknowledge(0)Amend(0)
- Approach colleges (Engineering/MCA colleges).
- Arrange a job fair over the weekend.
- Make a plan to offer incentives to anyone, whether internal or external, who provides relevant referrals. This practice of external referrals is common in the US, Canada, UK, etc.
- Offer alumni a competitive package (similar to what Amdocs does).
- Utilize bulk messaging as it can be very effective.
Regards,
Pankajj Adhikaari
Recruiting Manager
5ive Consultancy
From India, Ahmadabad
Acknowledge(0)Amend(0)
- Arrange a job fair over the weekend.
- Make a plan to offer incentives to anyone, whether internal or external, who provides relevant referrals. This practice of external referrals is common in the US, Canada, UK, etc.
- Offer alumni a competitive package (similar to what Amdocs does).
- Utilize bulk messaging as it can be very effective.
Regards,
Pankajj Adhikaari
Recruiting Manager
5ive Consultancy
From India, Ahmadabad
Acknowledge(0)Amend(0)
"10 Java Developers in a week's time as per the requirements laid down by the functional head and the company"
And
Exhausted all the resources (Job posting on the leading job portals, References, Print media, Former employees, previous applicants, Consultants, Headhunting).
Please provide the following information:
*Java Developer is a very generic profile,
Please provide more details of requirement. e.g. Java Developer for Web Development, Desktop App Development, Mobile App Development with experience or knowledge in Swing,struts,Spring,Android,Flex
*Experience Level of Java Developers Required:
This is required for propose a good solution as e.g. a Generic Campus interview solution is not suggested if the requirement is for Experience candidates.
*Proposed Salary Structure
*Type and Brand of Your Company
Any other management restrictions in recruitment.
A good solution can only be provided after thorough analysis, and you may need to provide additional information as required.
Regards
Saivettam Consultants
From United States, Miamisburg
Acknowledge(0)Amend(0)
And
Exhausted all the resources (Job posting on the leading job portals, References, Print media, Former employees, previous applicants, Consultants, Headhunting).
Please provide the following information:
*Java Developer is a very generic profile,
Please provide more details of requirement. e.g. Java Developer for Web Development, Desktop App Development, Mobile App Development with experience or knowledge in Swing,struts,Spring,Android,Flex
*Experience Level of Java Developers Required:
This is required for propose a good solution as e.g. a Generic Campus interview solution is not suggested if the requirement is for Experience candidates.
*Proposed Salary Structure
*Type and Brand of Your Company
Any other management restrictions in recruitment.
A good solution can only be provided after thorough analysis, and you may need to provide additional information as required.
Regards
Saivettam Consultants
From United States, Miamisburg
Acknowledge(0)Amend(0)
Greetings,
Good questions asked . True the entire hiring pattern would change on the basis of the experience level. Since we brainstorming on this , Please do suggest options with and without budget. Lets imagine a situation, where there is a resource crunch in the hiring team.
Regards,
(Cite Contribution)
From India, Mumbai
Acknowledge(0)Amend(0)
Good questions asked . True the entire hiring pattern would change on the basis of the experience level. Since we brainstorming on this , Please do suggest options with and without budget. Lets imagine a situation, where there is a resource crunch in the hiring team.
Regards,
(Cite Contribution)
From India, Mumbai
Acknowledge(0)Amend(0)
Hello Kamal,
After going through Saivettam's comments, it looks like that's what the HR manager wanted from you - not the 3-4 ways to hire Java guys. Maybe he wanted to check out if you, if hired, would blindly run into the scene or prepare yourself before you get into action.
Regards,
TS
From India, Hyderabad
Acknowledge(0)Amend(0)
After going through Saivettam's comments, it looks like that's what the HR manager wanted from you - not the 3-4 ways to hire Java guys. Maybe he wanted to check out if you, if hired, would blindly run into the scene or prepare yourself before you get into action.
Regards,
TS
From India, Hyderabad
Acknowledge(0)Amend(0)
To solve this problem, I need to first analyze the problem properly and find the root cause.
For root cause determination, you will have to provide all the requested details and you may need to provide additional information as required.
The solution design may also involve a meeting with the Functional Head, Recruitment Team, and members from the Management/Leadership Team.
Saivettam Consultants
From United States, Miamisburg
Acknowledge(0)Amend(0)
For root cause determination, you will have to provide all the requested details and you may need to provide additional information as required.
The solution design may also involve a meeting with the Functional Head, Recruitment Team, and members from the Management/Leadership Team.
Saivettam Consultants
From United States, Miamisburg
Acknowledge(0)Amend(0)
Dear All,
Good topic which ones you both discussed. What I suggest is the way of approaching candidates via email or advertising is more useful to them. However, the time is not sufficient to hire for those positions. So, we need detailed recruitment (about experience) where we could target those who have more experience in that department. It's an easy way to find out. Maybe it takes more than 4 days to fulfill our destination.
Thanks & regards,
Abuthahir.m
From India, Madras
Acknowledge(0)Amend(0)
Good topic which ones you both discussed. What I suggest is the way of approaching candidates via email or advertising is more useful to them. However, the time is not sufficient to hire for those positions. So, we need detailed recruitment (about experience) where we could target those who have more experience in that department. It's an easy way to find out. Maybe it takes more than 4 days to fulfill our destination.
Thanks & regards,
Abuthahir.m
From India, Madras
Acknowledge(0)Amend(0)
Hi Kamal,
You have raised a question that depicts a situation faced by many hiring executives. After going through all the answers, I find there is one big channel that has been left out by most. I am referring to the use of social networks, professional networks, and groups. These have become powerful hiring media in the last couple of years. If you search on Yahoo, Facebook, LinkedIn, and similar sites, you will find tens of groups for every possible profile. I suggest you post your profile on these. You will get fast responses and good ones too.
Regards,
Gaurang
From India, Ahmadabad
Acknowledge(0)Amend(0)
You have raised a question that depicts a situation faced by many hiring executives. After going through all the answers, I find there is one big channel that has been left out by most. I am referring to the use of social networks, professional networks, and groups. These have become powerful hiring media in the last couple of years. If you search on Yahoo, Facebook, LinkedIn, and similar sites, you will find tens of groups for every possible profile. I suggest you post your profile on these. You will get fast responses and good ones too.
Regards,
Gaurang
From India, Ahmadabad
Acknowledge(0)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
Checklist for Hiring Employees.doc
Hiring and Keeping the Best People - Richard Luecke.pdf