Hi, I am running a placement consultancy in Bangalore for the past year. I had a staff strength of 21; however, suddenly, one by one started absconding. Later, I came to know there was a problem with the mid-level manager. Consequently, I terminated him, and now the staff strength is down to 5. Despite my staff scheduling candidates for interviews, there is a lack of interest from potential employees in working for my company. Some individuals work for 2 days and then do not show up. The primary issue they mention is the insufficient number of staff currently employed. Do you have any suggestions on how to overcome this?
Thank you.
From India, Bangalore
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Thank you.
From India, Bangalore
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The good news is, you are out of the woods. You have identified the problem and acted on it. Now, what lies ahead is to build the culture from the ground up. Let's take one step at a time and solve your talent situation first. How many recruiters do you need to hire to meet the target of your projects? Identify the minimum number or the key roles and fill them fast.
Are your ex-employees aware of you firing the mid-level manager? Have you considered re-hiring them? They have already worked in the system and hence know the processes. Communicate with them about the changes you have implemented, as it had affected them and the organization. Do your best to win their confidence. Even if you have to pay them a little more, hire them. You would be saving on the cost of hiring new talents and training them, not to mention the time you would save in the process!
If they are not willing to join you, consider calling them for a meeting and seek referrals from them. Any amount of brand building with them will go a long way for you.
Your next option is to hire part-time employees. Since you are in the placement sector, consider hiring experienced mothers who are on sabbatical to take care of their child. Offer them target-oriented projects with a Work-From-Home facility. This would bring you the best talent who would be more than keen to work with you. They would offer you stability as they are least likely to job hop. I speak from experience; they are a lot more focused as they have a defined timeline for work and family. They can even offer you the early joining option. Design the project on a task and target basis so that it remains fair for both them and you.
Stay focused on creating a work environment that brings every employee closest to the Organizational Vision. Suppose you want to be the top placement firm in the IT Sector offering the best of the league of Android Developers. Hire the recruiters who want to become an ace in hiring Android Developers. Talk to the candidates in-depth about why they want to become so. Understand what drives them to their goals.
Building a team takes time. Invest in it. Your business may need volume, but it's the number of capable employees who will actually deliver the work. Aim to hire one capable talent a month, but make sure you are hiring the right fit. Even if they leave for better brands, roles, or pay, you will still build a strong team until they stay. Offer them a respectful exit when they leave. Any employer can offer money and work, but not everyone will offer respect. Create your own talent experience.
Wish you all the best!
From India, Mumbai
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1872Are your ex-employees aware of you firing the mid-level manager? Have you considered re-hiring them? They have already worked in the system and hence know the processes. Communicate with them about the changes you have implemented, as it had affected them and the organization. Do your best to win their confidence. Even if you have to pay them a little more, hire them. You would be saving on the cost of hiring new talents and training them, not to mention the time you would save in the process!
If they are not willing to join you, consider calling them for a meeting and seek referrals from them. Any amount of brand building with them will go a long way for you.
Your next option is to hire part-time employees. Since you are in the placement sector, consider hiring experienced mothers who are on sabbatical to take care of their child. Offer them target-oriented projects with a Work-From-Home facility. This would bring you the best talent who would be more than keen to work with you. They would offer you stability as they are least likely to job hop. I speak from experience; they are a lot more focused as they have a defined timeline for work and family. They can even offer you the early joining option. Design the project on a task and target basis so that it remains fair for both them and you.
Stay focused on creating a work environment that brings every employee closest to the Organizational Vision. Suppose you want to be the top placement firm in the IT Sector offering the best of the league of Android Developers. Hire the recruiters who want to become an ace in hiring Android Developers. Talk to the candidates in-depth about why they want to become so. Understand what drives them to their goals.
Building a team takes time. Invest in it. Your business may need volume, but it's the number of capable employees who will actually deliver the work. Aim to hire one capable talent a month, but make sure you are hiring the right fit. Even if they leave for better brands, roles, or pay, you will still build a strong team until they stay. Offer them a respectful exit when they leave. Any employer can offer money and work, but not everyone will offer respect. Create your own talent experience.
Wish you all the best!
From India, Mumbai
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