Dear Seniors, I have been working in the HR generalist profile and am also responsible for recruitment. Since ours is a growing company, my seniors require candidates who are really good in communication, i.e., fluent in English, but the attitude has to be humble. Besides having a tie-up with Naukri, I have been searching for good English-speaking candidates, but couldn't find many up to the mark. The ones available are demanding much higher salaries than what we are offering.
I have suggested that we could put an ad in the newspaper to attract candidates; however, the management refuses to do so, and they also do not want to recruit from an agency. Can you please help me with some other ways to recruit? I have tried contacting colleges, but for campus placements, they are looking for better packages.
Please suggest what I should do.
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From India, Pune
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56I have suggested that we could put an ad in the newspaper to attract candidates; however, the management refuses to do so, and they also do not want to recruit from an agency. Can you please help me with some other ways to recruit? I have tried contacting colleges, but for campus placements, they are looking for better packages.
Please suggest what I should do.
Awaiting replies to this.
From India, Pune
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Suggestions for Recruiting Candidates
Can you post the requirement on CiteHR, LinkedIn, and Facebook? The chances are that you will find someone, either through referral or even direct application. In both ways, you will only speak to active job seekers who are almost a perfect fit for the role.
Put up the ads on the notice board at vocational/professional training institutes, particularly NIIT and other language training institutes. Connect with the coordinators to send you the profiles.
Look for job fairs. Often, companies arranging them offer a deal with the companies for very low or even no monetary benefit if the requirement is minimal.
Identify the bare minimum for the role and stick to it. Seeking more will only lengthen the process.
Ask the hard questions to both the management and the candidate. What are the conditions to which your management team just won't agree, and the same for the candidate?
As you streamline what doesn't work for you, you will find it easier to settle for the right candidate. Wish you all the best!
From India, Mumbai
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Can you post the requirement on CiteHR, LinkedIn, and Facebook? The chances are that you will find someone, either through referral or even direct application. In both ways, you will only speak to active job seekers who are almost a perfect fit for the role.
Put up the ads on the notice board at vocational/professional training institutes, particularly NIIT and other language training institutes. Connect with the coordinators to send you the profiles.
Look for job fairs. Often, companies arranging them offer a deal with the companies for very low or even no monetary benefit if the requirement is minimal.
Identify the bare minimum for the role and stick to it. Seeking more will only lengthen the process.
Ask the hard questions to both the management and the candidate. What are the conditions to which your management team just won't agree, and the same for the candidate?
As you streamline what doesn't work for you, you will find it easier to settle for the right candidate. Wish you all the best!
From India, Mumbai
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I second the thought process of Ms. (Cite Contribution). Specifically, the point instigated by your employer on [real good in communication i.e. fluent English, but the attitude has to be humble] is of no consequence. I support my point by stating that an employer may expect 100% from a candidate, but what truly matters is their attitude.
How Can You Judge a Candidate's Attitude?
Perhaps there is no foolproof tactic to judge any attitude as it evolves with time. Candidates can be sourced from portals, employee referrals, job postings on social networks, and by other means to find the best fit.
Suggestions: You may recommend conducting personality assessments to determine the required traits for the job. Additionally, candidates can be asked to align their values with the position by answering a set of questions prepared by your HR based on the job description. Asking situational questions during interviews can also help in assessing the candidate's suitability.
Small details can reveal significant inconsistencies. Therefore, ensuring that the candidate's needs align with the job role is essential. I hope you find my ideas relevant to your current situation.
From India, Visakhapatnam
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How Can You Judge a Candidate's Attitude?
Perhaps there is no foolproof tactic to judge any attitude as it evolves with time. Candidates can be sourced from portals, employee referrals, job postings on social networks, and by other means to find the best fit.
Suggestions: You may recommend conducting personality assessments to determine the required traits for the job. Additionally, candidates can be asked to align their values with the position by answering a set of questions prepared by your HR based on the job description. Asking situational questions during interviews can also help in assessing the candidate's suitability.
Small details can reveal significant inconsistencies. Therefore, ensuring that the candidate's needs align with the job role is essential. I hope you find my ideas relevant to your current situation.
From India, Visakhapatnam
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Thank you for your valuable advice. With regards to LinkedIn, CiteHR, and Facebook, I have uploaded on all three platforms. From Facebook, I did receive many resumes, but it seems to have attracted candidates from outside India, despite specifying that the vacancy is for Pune.
I will consider posting the job notice with educational institutes; perhaps spoken English classes could be beneficial. Additionally, I will explore the possibility of participating in job fairs.
I acknowledge that evaluating attitude can be challenging. My main concern lies in attracting candidates due to certain constraints. The salary offered is only 15k per month, requiring good fluency in English, a bond for one year (with a potential increment after six months). Out of the 12 individuals I recruited, only 6 are currently working with us. One is in the notice period, while the others have either absconded or been asked to leave.
This situation is somewhat disheartening as call centers tend to offer more attractive pay, drawing candidates with strong communication skills towards them.
I appreciate the suggestions you have provided and will explore them further. I will consider including a test if I come across promising candidates.
Thank you for your assistance, and I will definitely keep you updated on any positive developments.
From India, Pune
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I will consider posting the job notice with educational institutes; perhaps spoken English classes could be beneficial. Additionally, I will explore the possibility of participating in job fairs.
I acknowledge that evaluating attitude can be challenging. My main concern lies in attracting candidates due to certain constraints. The salary offered is only 15k per month, requiring good fluency in English, a bond for one year (with a potential increment after six months). Out of the 12 individuals I recruited, only 6 are currently working with us. One is in the notice period, while the others have either absconded or been asked to leave.
This situation is somewhat disheartening as call centers tend to offer more attractive pay, drawing candidates with strong communication skills towards them.
I appreciate the suggestions you have provided and will explore them further. I will consider including a test if I come across promising candidates.
Thank you for your assistance, and I will definitely keep you updated on any positive developments.
From India, Pune
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Advertising on LinkedIn for Job Opportunities
The best place to advertise is on LinkedIn. There are many professionals on the site always looking for positions. I am from South Africa and always look for positions in India. However, the biggest problem I find is that the salary I want is never offered, even though I have extensive skills for the position. Remember that the people who always talk the most in interviews are not always the best candidates. Happy hunting.
Regards,
Sadiya
From South Africa, Roodepoort
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The best place to advertise is on LinkedIn. There are many professionals on the site always looking for positions. I am from South Africa and always look for positions in India. However, the biggest problem I find is that the salary I want is never offered, even though I have extensive skills for the position. Remember that the people who always talk the most in interviews are not always the best candidates. Happy hunting.
Regards,
Sadiya
From South Africa, Roodepoort
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