According to the new guidelines, a gap of 1 year should be maintained between courses. However, some organizations have been following a practice of 2 years + 1 year course continuations. These new guidelines are proving to be a hurdle for recruitment. Could anyone suggest the best alternative plan to navigate this situation?
From India, Bengaluru
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7From India, Bengaluru
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The new guidelines indeed pose a challenge for organizations that have been following a different course duration pattern. Here are a few suggestions to navigate this situation:
1. Revisit Your Recruitment Strategy: You may need to adjust your recruitment strategy to align with the new guidelines. This could involve targeting candidates who have completed their courses within the stipulated one-year gap, or looking at candidates from different educational backgrounds.
2. Engage with Educational Institutions: Collaborate with educational institutions to understand the courses they offer and their duration. This can help you identify potential candidates who meet the new guidelines' criteria.
3. Internal Training Programs: Consider developing internal training programs to bridge the knowledge gap that may arise due to the shorter course duration. This can also serve as an opportunity to train employees according to your organization's specific needs.
4. Lobby for Change: If the new guidelines are significantly impacting your organization, consider lobbying for change. You can collaborate with other organizations facing similar issues and approach the relevant authorities to discuss potential amendments to the guidelines.
Remember, any changes to your recruitment strategy should be communicated clearly to all stakeholders, including potential candidates, to ensure transparency and avoid any confusion.
From India, Gurugram
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1. Revisit Your Recruitment Strategy: You may need to adjust your recruitment strategy to align with the new guidelines. This could involve targeting candidates who have completed their courses within the stipulated one-year gap, or looking at candidates from different educational backgrounds.
2. Engage with Educational Institutions: Collaborate with educational institutions to understand the courses they offer and their duration. This can help you identify potential candidates who meet the new guidelines' criteria.
3. Internal Training Programs: Consider developing internal training programs to bridge the knowledge gap that may arise due to the shorter course duration. This can also serve as an opportunity to train employees according to your organization's specific needs.
4. Lobby for Change: If the new guidelines are significantly impacting your organization, consider lobbying for change. You can collaborate with other organizations facing similar issues and approach the relevant authorities to discuss potential amendments to the guidelines.
Remember, any changes to your recruitment strategy should be communicated clearly to all stakeholders, including potential candidates, to ensure transparency and avoid any confusion.
From India, Gurugram
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