Recruitment Strategy for Cost-Free Hiring
As an HR professional in an organization tasked with recruiting five or more people within 15 days, and with no expenses provided for this recruitment, what should be the procedure for recruitment? As an HR manager, what steps would you take to handle this situation? Please assist me in solving this case.
Regards
From India, Hyderabad
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As an HR professional in an organization tasked with recruiting five or more people within 15 days, and with no expenses provided for this recruitment, what should be the procedure for recruitment? As an HR manager, what steps would you take to handle this situation? Please assist me in solving this case.
Regards
From India, Hyderabad
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I do agree with Suresh. In addition, my suggestion is to visit some social networking sites to find the desired profiles. Nowadays, even consultants have started sourcing profiles from LinkedIn, Facebook, etc. Another way is to leverage your personal connections.
From India, New Delhi
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From India, New Delhi
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Based on my knowledge, you can employ the following methods to fill vacancies within your company:
- You can circulate the vacancies on your company notice board.
- You can receive applications from your databank.
- You could utilize the Employee Referral Scheme.
- You could refer to job portals.
- You could acquire potential candidates through some voluntary agencies.
- You could collect resumes from free recruitment services like Careesma, etc.
Thanks & Regards,
Jana
From India, Madras
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5- You can circulate the vacancies on your company notice board.
- You can receive applications from your databank.
- You could utilize the Employee Referral Scheme.
- You could refer to job portals.
- You could acquire potential candidates through some voluntary agencies.
- You could collect resumes from free recruitment services like Careesma, etc.
Thanks & Regards,
Jana
From India, Madras
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1) You can use LinkedIn, specifically LinkedIn groups, to post for some executive, senior, middle, or junior-level vacancies. Use some of the free job boards to post free recruitment ads.
2) Look through your email box; you'll have prior job applicants who might meet your requirements.
3) Take references from current applicants.
Best
From India, Mumbai
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2) Look through your email box; you'll have prior job applicants who might meet your requirements.
3) Take references from current applicants.
Best
From India, Mumbai
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I faced the same situation a few weeks ago, so I think I can suggest the following things from my experience:
1. Go through the resume bank of the company.
2. Ask your friends and family circle if they know a person interested.
3. Post jobs on free sites like careesma.com, gigajobs.in, careerage.com, etc., and give location preference to people from the city you are located in, so that you won't have to incur the cost of travel allowance.
4. You can also post on sites like quikr.com, olx.com, clickindia.com, etc., with location preference (again for the same reason).
These steps helped me, and I hope this will help you.
Regards,
Aakanksha
From India, Mumbai
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1. Go through the resume bank of the company.
2. Ask your friends and family circle if they know a person interested.
3. Post jobs on free sites like careesma.com, gigajobs.in, careerage.com, etc., and give location preference to people from the city you are located in, so that you won't have to incur the cost of travel allowance.
4. You can also post on sites like quikr.com, olx.com, clickindia.com, etc., with location preference (again for the same reason).
These steps helped me, and I hope this will help you.
Regards,
Aakanksha
From India, Mumbai
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If the selected candidate has not joined after receiving the offer letter by the specified date, what should we do? That's my question. The organization has provided a deadline of 15 days, so we need to fill the positions within this timeframe. The company does not cover any expenses for the recruitment process completed within these 15 days.
From India, Hyderabad
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From India, Hyderabad
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Manoj, your query is about 'no shows,' and in this case, I recommend the 'bench' model, which involves making 12 offers for 10 hires, assuming you are in the service industry. If you are from another industry, then I suggest you change the recruiting policy to ensure 3/4 candidates for every position, stack ranked from 1 (best) to 5 (no hire) after interviewing. Offer candidate 1 and engage with candidate 2 until candidate 1 joins or 'no shows.'
Hope this helps.
From India, Mumbai
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Hope this helps.
From India, Mumbai
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