Hello Seniors, this is Sneha. I have recently joined an IT company located in Faridabad (Delhi NCR). I am facing difficulty in recruiting senior profiles. I line up candidates for interviews, take email confirmations, and even send reminders one day before the interview. However, candidates often do not show up or answer calls. Those who do attend are not technically sound. Another constraint is that my company is not located in an IT hub. Please suggest some ways to overcome this problem.
From India, Calcutta
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2From India, Calcutta
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Strategies for Effective Recruitment
Schedule the interview on the weekend and choose candidates who are genuinely looking for a job. Otherwise, they may have constraints in accepting your offer packages.
Post the job vacancy announcement on social networks or look for candidates through referrals from your friends.
Thank you.
From India, Chennai
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Schedule the interview on the weekend and choose candidates who are genuinely looking for a job. Otherwise, they may have constraints in accepting your offer packages.
Post the job vacancy announcement on social networks or look for candidates through referrals from your friends.
Thank you.
From India, Chennai
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With regards to your query, I would suggest being straightforward with candidates about whether they are truly looking for a job or a job change. This approach can save you time, as you won't need to follow up with such candidates again. Try to assess if they are genuinely serious about the position; otherwise, do not entertain such candidates and focus your efforts on others. This is a common practice in recruiting for any profile. I recommend lining up more candidates; I am confident that some of them will definitely attend the face-to-face interview. Good luck with your assignments.
Regards,
Supriya
From India, Mumbai
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Regards,
Supriya
From India, Mumbai
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Thank you for your valuable suggestions.I had lined up those candidates who are active within 7 days in respective job portals or serving their notice period.
From India, Calcutta
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From India, Calcutta
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I would suggest that you need to look at your Recruitment and Selection process. If I understand the underlying message in your posting, you do not appear to have a robust recruitment process in place. That is not recruitment. I have posted here many times on this subject. Here again is Aussiejohn's 6 Easy Steps to Recruitment and Selection.
Aussiejohn's 6 Easy Steps to Recruitment and Selection
If you want the right candidate for the job, you only need 6 things:
1. A proper position description which sets out the requirements of the job.
2. A person specification setting out what the successful candidate needs to perform the job.
3. A rigorous selection process based on the PD and PS, to choose the top 4 candidates to interview.
4. A targeted interview questionnaire based on the PD and PS, to ensure the candidates can do the job and can integrate into the company—no stupid, irrelevant questions that have nothing to do with the job.
5. Well-trained interviewer/s.
6. A rigorous reference checking process.
Place well-worded advertisements or work with a trusted employment agency who will source the RIGHT type of candidates for interview. That's all there is to it. No need to complicate the process. Remember the KISS principle.
From Australia, Melbourne
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Aussiejohn's 6 Easy Steps to Recruitment and Selection
If you want the right candidate for the job, you only need 6 things:
1. A proper position description which sets out the requirements of the job.
2. A person specification setting out what the successful candidate needs to perform the job.
3. A rigorous selection process based on the PD and PS, to choose the top 4 candidates to interview.
4. A targeted interview questionnaire based on the PD and PS, to ensure the candidates can do the job and can integrate into the company—no stupid, irrelevant questions that have nothing to do with the job.
5. Well-trained interviewer/s.
6. A rigorous reference checking process.
Place well-worded advertisements or work with a trusted employment agency who will source the RIGHT type of candidates for interview. That's all there is to it. No need to complicate the process. Remember the KISS principle.
From Australia, Melbourne
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I am Nidhi. I am a part of the HR department in an advertising company. I am facing difficulty in recruitment for EA profiles.
Specific Recruitment Requirements
We have a specific requirement as we are looking for an EA for one of the top management - a female candidate with a minimum of 15 years of relevant experience. The candidate has to be a South Indian lady, preferably Malayali or Tamil. Please suggest how to look for people for this job description. I have tried through job portals but have not had success. Kindly suggest.
Regards,
Nidhi
From India, Gurgaon
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Specific Recruitment Requirements
We have a specific requirement as we are looking for an EA for one of the top management - a female candidate with a minimum of 15 years of relevant experience. The candidate has to be a South Indian lady, preferably Malayali or Tamil. Please suggest how to look for people for this job description. I have tried through job portals but have not had success. Kindly suggest.
Regards,
Nidhi
From India, Gurgaon
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My name is Anitha. I have almost 1.5 years of experience in recruitment. I have worked in almost two consultancies and am currently working in a small company with 150 employees. We recruit for Business Development Executives (BDE). The management expects us to generate more walk-ins with quality profiles. Kindly suggest how we can generate more walk-ins.
Thanks and Regards,
Anitha
From India, Coimbatore
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Thanks and Regards,
Anitha
From India, Coimbatore
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