Asked by : srirang gollerkeri, Senior Recruitment Specialist with AimPlus Staffing Solutions
Activity: Question posted: 05 26 2011 04:55:55 +0000, 27 answers, 4378 views, last activity 03 04 2013 17:16:52 +0000
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
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.
Research informs the top issues plaguing recruitment team in corporate HR are
- poor interview schedules, unfamiliarity with job
- delays in recruitment process
- unavailability of right skills available at right time
- increasing pressure from the management
- personal biases leading to selection of inappropriate candidates
- increasing recruitment costs
- premature decision,
- absence of flexibility in recruiting process
- distribution of recruitment team across different locations and poor co-ordination among recruiters
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yes, it surely does. u cannot depend upon portals entirely cos everyone has access to them
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