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Topic : Recruitment for organization
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HR Professionals

 
Activity: Question posted: 05 26 2011 04:55:55 +0000, 25 answers, 1101 views, last activity 08 08 2011 21:48:19 +0000
 
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a) No shows - taking offers and not joining

b) Hiring as per the org's pay structure

c) Faking of experience / qualifications

d) Make Candidate join within a month (SLA)

e) Very high expectations of candidates

 
 Top Answer :
Rating : +4 

Being HR professional in Recruitment industry, the one of the biggest challenges I face here is the commitment of the candidates, the words they give to the recruiter as they do not give the value to their own words.

For placement consultancy, though both the candidates and the clients hold the same place, but we rather more depend on the candidates than the clients as the candidates play a vital role to maintain the relationship with he clients.

To fulfill one position, we need to go through lots of phases and the recruitment cycle ends up as soon as the candidates join.

But while the time comes to attend the interviews with the client, most of the time problems start from the candidates’ end.

While following up the candidates for the day of interview in terms of reminding them or guiding them how to reach the client place, then we get some unexpected responses from those professionals whom do we think the future employees of our clients.

Some of the examples are:

a)      Number switched off, unable to reach them for the interview day.0

b)      They will not be feeling well; some relatives will be in hospital, meet an accident on the way to interview.

c)       Got an urgent call from their BOSS before going for the interview.

d)      Last but not the least, they do not even care to kill their relatives (Grand Mother, Grand Father) to escape them from the interview.

In case, the candidates are not interested to apply for such position with the client, let not allow the recruiter to process their profile which reduce their images in terms of their commitment, later the same client may not accept them for any kind of positions.

It’s still not understandable, what is the need of doing all those drama to escape from the recruiters. They are always welcome to share their problems if they are unable to attend the interview in the specific times so that we have an open door to request the client to reschedule their interviews or can refer somebody else without ruining our relationship with the client. Even it cost

Another biggest issue in terms of the commitment of the candidates is the shopping around their one offer for a better offer from the better companies due to the long notice period duration.

Despite of the hurdles, we still can close the positions with the client and assist them to fulfill our clients’ requirements; we are thankful to them as they give value their own words and differ from the other candidates.

Now the time has come not to entertain such candidates who do not give the value of their own words so that we will not be running out of the trustworthy, committed professionals to strengthen our organizations.



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by   Masto Fujikawa, CEO/MD/Director, VM  | 05 26 2011 05:43:38 +0000
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Should I say something or not?

Please help me out of this Hamlet kind of situation.

  Answered by     VEERINDER SINGH(B-P.VIHAR), Associate/Senior Associate, BHART CAPITAL SERVICES  | 08 08 2011 19:36:08 +0000
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Well said jagdeep because you recruit professionals are the first to deal with them or their commitments to employers on your behalf because your cradibility is also on stake.

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mr murthy, i too feel tat the reason given by d candidate for not staying in d company is a gimmick. he was not intersted in joining in d first place and this was just an excuse to quit.

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thanks all for participating :)

  Answered by     Mohammad Bakhsh, Project Leader/Managing Consultant, Freelancer  | 05 30 2011 04:22:16 +0000
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Thanks,Virag, I think it is commitment. This has become a rare quality and must be seen or spotted while taking final decision for recruitment. 

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Mr. Murthy ,

I wish that man had any other reason than a bad dream ...how can a dream decide if u should not continue in a place?

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Whatever is the challenge, client satisfaction should be the ultimate for recruiters.

  Answered by     Jagdeep Kaur (vp@hrglobeconsulting.com), Vice President, HR Globe Consulting  | 05 27 2011 08:19:19 +0000
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Finding the right person for the right job.A perfect fit, that matches the job description.

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Rashmi, I have a story to tell you. Of my own. I joined a company with a good salary. On the second day when I am about to leave for the office, I received a call from my sister-in-law that my elder brother who has gone for a morning walk is missing. I rushed to their house and joined the search operations. In the meanwhile calls from HO at Bombay, SMS from HR.. I was tense looking for my brother and could not answer their questions properly. I just switched off my phone and continued the opeartions. We searched hospitals, emergency wards, mortuaries accident sites, police stations and what not. Finally we traced him the next day. The truma and turmoil is unbearable. I could call my HO only after 4-5 days and explained everything in detail. They asked me to come back and rejoined on the 7th day again. 

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To select a genuine candidate is overall a problem...

 
 
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