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10 Replies
2293 Views 10 Replies
Type: HR, Report if not a HR topic
Hi All,
Please find the mentioned below ways to reduce time, and cost while calling the prospective OR recruiting the right candidate
1. Make job description after thorough research, use common key-words as it helps in getting good responses.
2. Go for mass-mailing, or mass sms
3. Instead of calling the eligible candidates, let the candidates call u.
4. Mail/sms them that their cvs are shortlisted and if they are interested they will call you. It will reduce your time, cost on calling prospective candidates.
5. This will also help in reducing the No-shows in interviews as only the interested candidates will contact you back.
6. Reduce the time of screening rounds, don't stretch the rounds for several days, give ontime feedback.
7. Be specific about what you need and what you can teach.
8. Try not to give the offer letter to people who will join after 3-4 weeks, as this will result in misuse of offer letter provided by your firm and many candidates negotiate the offer given by you with other companies and finally drop from joining till their joining date comes.
9. Ask the candidates to join ASAP or take copy of their resignation letter to check how soon they can join.
Regards
Pradeep
that was good, but it will applicable only when you are doing mass hiring and at very junior level. The process will not be applicable if you are doing middle and senior recruitment. where you have to get in touch with the candidates to understand their profile specifically and make them understand your requirement as well.
A good basics been posted by you. As Corretia said It would be more useful for mass recruitments and junior levels.
For senior levels we can have network from sites like HR link, Linkedin, and can even have few references from the targeted companies. Mapping would also reduce the cost as we would be focused to particular companies alone.
Regards
Aravind Kumar
As Diana has written the entire thing here but one more question I will raise here i.e. point no 3
How can a candidate call to recruiter first?
He doesn’t know, he is eligible for the post or not.
Before you expect a call from his side u must tell him that u r eligible for that post
Regards
Ashutosh
First of all thanks for the useful posts/attachments on HR related topics...good job! :)
But, I got to say, I do not agree to your points here, about the mass mailing...I agree with your 1st point only!!! yes, we need to be very clear about the requirements to get the right candidate applying!
We had a discussion sometime back..I think you would like to go through them... ::
http://hrlink.in/topics/what-are-core-skills-competencies-required-to-become-a-good-recruiter
Point No.8 >> Do not give the offer letter?!... How can you offer a job, without an offer letter!?...yes, I know that they misuse this to negotiate on a higher CTC from other companies & hence we face these "no show" candidates...
I rather do not recruit a person who is not stable & firm on his decision & tries to bargain on his career & jump to a company just because they pay him/her few thousands more... for sure, he/she is not a reliable person in the long run...you will face the same trouble when he/she gets his/her first appraisal, then starts hunting for a company who can pay more than his appraisal!... will you stop issuing his appraisal letter too!?
Do you like to recruit such unstable mentality!?.... I dont !
Point No 9. >> taking a copy of resignation letter...not such a good idea...printing a duplicate copy is the easiest ways of fraud now a days...
>> To ask them join ASAP !!! Not a good practice at all... the same way you have your policies & rules to relieve a person from your company, you should value & respect the policies of other companies too..
A candidate who can promise you to join without serving his/her notice period, can LEAVE you without prior notice too !!!
A suitable, reliable, useful candidate & one who has some corporate ethic, will surely ask for some time, to talk to his HR, resign, hand over his job to another person, discuss & negotiate about the relieving date....etc... not to just jump & abscond from duties...& leave the ex-Co. in mess!
Being an HR I would never suggest anyone to join ASAP...unless they have already resigned (which is very rare, no one resigns without having a job in hand...unless they are just trying the market for a better bargain!!!)
or they are laid off, specially in this recession time...
Thanks for the post anyway... I'm open to discuss...
Diana
First of all thanks for the useful posts/attachments on HR related topic... See Diana's complete reply
Diana, Kudos. You hit the nail on the head. Nothing left to comment. Great job buddy.
i would like to emphasize the fact the prospective employee who is joining our organizations should have an excellent experience during and in the process of recruitment.
also recruitment is not a cost instead its an investment for an organization to recruit best talent from the market. also we need to provide the best experience if you want the best persons to join your organization. organization is as good as the people you have and you would be a mediocre if you employ mediocres
my 2 paise...
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