Hi!
I don't agreee on this, a lot many things are there which a candidate might think before joining an organisation, so i feel we as recruiters must not compel them to accept our choice, yeah we are doing our best, but we must leave the choice to the candidate. and we should not put their remarks on portals, it will have negative impact on their career profile. hence lets do our jobs and leave the rest on candidate, if he joins us ok, does not also ok. this is the policy adopted by many international agencies. i think indian's too has to be like this.
thanks and regards.
sadhana
From India, Delhi
3I don't agreee on this, a lot many things are there which a candidate might think before joining an organisation, so i feel we as recruiters must not compel them to accept our choice, yeah we are doing our best, but we must leave the choice to the candidate. and we should not put their remarks on portals, it will have negative impact on their career profile. hence lets do our jobs and leave the rest on candidate, if he joins us ok, does not also ok. this is the policy adopted by many international agencies. i think indian's too has to be like this.
thanks and regards.
sadhana
From India, Delhi
Hi,
I think its not good on our part to post our comments on candidates in job portals, if at all a candidate is not joining the organisation, there would be genuine reason behind it, or probably he must be headhunted by another recruiter, or have got better pay package and growth opportunity with other company, a lot goes into that. and we as recruiters need to understand all this and keep our options open.
see the international market, they are so open, have u ever seen international recruiters, they won't think like this as we are thinking now, they are so open in their approach that they dont' mind whether a candidates joins them or not, but they do keep their profiles for future use and again they contact them, with this they have built up a good amount of candidate profiles base.
hope u got it.
thanks and regards.
sadhana
From India, Delhi
I think its not good on our part to post our comments on candidates in job portals, if at all a candidate is not joining the organisation, there would be genuine reason behind it, or probably he must be headhunted by another recruiter, or have got better pay package and growth opportunity with other company, a lot goes into that. and we as recruiters need to understand all this and keep our options open.
see the international market, they are so open, have u ever seen international recruiters, they won't think like this as we are thinking now, they are so open in their approach that they dont' mind whether a candidates joins them or not, but they do keep their profiles for future use and again they contact them, with this they have built up a good amount of candidate profiles base.
hope u got it.
thanks and regards.
sadhana
From India, Delhi
Hi All!
I am associated with a start up firm. I have approx.4 years experience in core recruitment.However,in this firm I'm handling other aspects of HR activities also. I wish to seek your advice on certain leave related queries.
1) As per our company policy employees are not entitled to take any leave during the probation period i.e 3 months from DOJ. If an employee takes leave during this period should that be counted as LWP (leave without pay) or advance CL or EL?
2) What kind of leaves can be catagorized as Earned Leaves & Casual Leaves? Would be great if you can share a detailed leave policy with me.
3) In our company we have 12- EL ; 6-CL and 6-SL per annum. As per this every employee is entitled to take 1 EL and 0.5 CL per month. If an employee joins in the middle of a month for example on 18th of a month; in this case how should the EL & CL be calculated for that particular month.
I will be really obliged if I can get your help on this.
Regards,
Tanna
From India, New Delhi
I am associated with a start up firm. I have approx.4 years experience in core recruitment.However,in this firm I'm handling other aspects of HR activities also. I wish to seek your advice on certain leave related queries.
1) As per our company policy employees are not entitled to take any leave during the probation period i.e 3 months from DOJ. If an employee takes leave during this period should that be counted as LWP (leave without pay) or advance CL or EL?
2) What kind of leaves can be catagorized as Earned Leaves & Casual Leaves? Would be great if you can share a detailed leave policy with me.
3) In our company we have 12- EL ; 6-CL and 6-SL per annum. As per this every employee is entitled to take 1 EL and 0.5 CL per month. If an employee joins in the middle of a month for example on 18th of a month; in this case how should the EL & CL be calculated for that particular month.
I will be really obliged if I can get your help on this.
Regards,
Tanna
From India, New Delhi
it happens ,it happened and it will happen as long as competition exists. competition will never die..................?
From India, Mumbai
From India, Mumbai
I know how frustrating it would be when a candidate betrayes us after accepting the offer, I've experienced it may times.This is the biggest challenge that every recruiter is facing now.And as Sujeet says "taste of success gets increased by ten times when it comes after taste of failure". Lets relax after giving our best and leave the decision to the candidate,its after all his career.
I have worked as a recruiter and I have faced this as well - but blacklisting any candidate is a rather shrewd idea.
This is similar to: Credit card sellers [the people who call you to request you to take their credit card] say that people don't take our card after saying they will - we should be given the power to give people bad credit rating so they don't get any bank loans in the future.
It's upto the candidate to decide if he/she wants to join - and it's upto the company and the recruiters to make sure they do by showing them the benefits and treating them well.
From India, Gurgaon
This is similar to: Credit card sellers [the people who call you to request you to take their credit card] say that people don't take our card after saying they will - we should be given the power to give people bad credit rating so they don't get any bank loans in the future.
It's upto the candidate to decide if he/she wants to join - and it's upto the company and the recruiters to make sure they do by showing them the benefits and treating them well.
From India, Gurgaon
Hi Naveen
Its really true . I feel only 1 out 10 selcetd candidates joins . I feel these experience candidates just to take offer attends the interviews & they show it to other employers & get desired offer. Or there are people who feel they should keep on giving interviews to keep themselves updated .
But whatever you said is perfectly right that as jobportals have facility to comment on the profile which is visible to that loginids only , these portals should have facility like one more comment which will be visible to all the subscribers that will really give respect to recruiters efforts.
I completely agree with you.
Cheers
Ujwwala
From India, Pune
Its really true . I feel only 1 out 10 selcetd candidates joins . I feel these experience candidates just to take offer attends the interviews & they show it to other employers & get desired offer. Or there are people who feel they should keep on giving interviews to keep themselves updated .
But whatever you said is perfectly right that as jobportals have facility to comment on the profile which is visible to that loginids only , these portals should have facility like one more comment which will be visible to all the subscribers that will really give respect to recruiters efforts.
I completely agree with you.
Cheers
Ujwwala
From India, Pune
I agree that recruiters are under pressure, and because of this pressure we end up calling or convincing the candidates who really dont want to change their job.
Recruitment is not for the sake of lining up candidates, it is getting the best candidate out of the pool already in place.
Hence a proactive approach needs to be taken i.e everyday search for atleast 10-20 Cvs which are genuine (Good candidates looking out for the change at the CTC and profile discussed ) and add those to the pool. Constant churning (reviewing the database at regular intervals) of the database is must in this way we are in touch with the candidates, thereby helping us to increase the network as well.
From India, Mumbai
Recruitment is not for the sake of lining up candidates, it is getting the best candidate out of the pool already in place.
Hence a proactive approach needs to be taken i.e everyday search for atleast 10-20 Cvs which are genuine (Good candidates looking out for the change at the CTC and profile discussed ) and add those to the pool. Constant churning (reviewing the database at regular intervals) of the database is must in this way we are in touch with the candidates, thereby helping us to increase the network as well.
From India, Mumbai
Hi Naveen
in this case we should respect the candidate decision because it's his feature,
the candidate has right to take decision weather to join or not,its his feature,It happened to me , once i had a candidate shortlisted for one on our manufacturing client,i had scheduled the interview for him and after the interview he used to call twice a day for the feedback but we didn't get his feedback from our client, and after two weeks i had again scheduled him for the HR round and then after he used to call me even at 11.00 Pm and ask for the feed back, He really used to disturb me, and finally he got placed with a very good package, and he had an notice period of 2 months so i used to follow him regularly and even i had spoken to him on the day before his appointment. he said he was ready to join, but the day of his appointment
he has switched off his mobile, and replayed through a mail saying that his present organisation has given an hike in his salary and also promised for a promotion,
Hear i don't know whom to blame,
weather the Candidate
His present company (For giving hike)
Or Client (For giving his feed back Lately)
I finally tought that it's My Fate and took some references from him, Because it's an Monopoly Market
In International Job portal called Dice there is an option to rate the candidate,
and even the recruiter has option to Rate the candidate,and candidate has an option to send an rate of confirmation to the recruiter which avoids duplex
From India, Bangalore
in this case we should respect the candidate decision because it's his feature,
the candidate has right to take decision weather to join or not,its his feature,It happened to me , once i had a candidate shortlisted for one on our manufacturing client,i had scheduled the interview for him and after the interview he used to call twice a day for the feedback but we didn't get his feedback from our client, and after two weeks i had again scheduled him for the HR round and then after he used to call me even at 11.00 Pm and ask for the feed back, He really used to disturb me, and finally he got placed with a very good package, and he had an notice period of 2 months so i used to follow him regularly and even i had spoken to him on the day before his appointment. he said he was ready to join, but the day of his appointment
he has switched off his mobile, and replayed through a mail saying that his present organisation has given an hike in his salary and also promised for a promotion,
Hear i don't know whom to blame,
weather the Candidate
His present company (For giving hike)
Or Client (For giving his feed back Lately)
I finally tought that it's My Fate and took some references from him, Because it's an Monopoly Market
In International Job portal called Dice there is an option to rate the candidate,
and even the recruiter has option to Rate the candidate,and candidate has an option to send an rate of confirmation to the recruiter which avoids duplex
From India, Bangalore
Hi Naveen,
If I am not wrong, I have heard that something like Recriuters' Comments is already available with JOB STREET. The problem here like others have pointed out is that the genuineness of the comments and how can one ensure that the comment is not biased. Personally, I now do not want to be a part of JOB STREET, because of this feature.
Regards,
Muthukumar K
From India, Mumbai
If I am not wrong, I have heard that something like Recriuters' Comments is already available with JOB STREET. The problem here like others have pointed out is that the genuineness of the comments and how can one ensure that the comment is not biased. Personally, I now do not want to be a part of JOB STREET, because of this feature.
Regards,
Muthukumar K
From India, Mumbai
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