Yes i agree with u they might be facing same problem than wt u want me to do , should i go for research in this area ,which will be time consuming , nad i hope u know that this is , span were companies go for head hunting , walk in intereviews, in bulk and we have to line up more than 30 candidates each day that too of different designation. now tell me the solution.
From India, Ahmadabad
1From India, Ahmadabad
Hello Veena,
I understand your eagerness for a solution.
But unless one knows what's happening [which you mentioned in this thread] & more importantly WHY it's happening, how would he/she be able to arrive at a logical & workable solution--whether it's me, you or anyone else?
You mentioned-'they might be facing same problem than wt u want me to do'. Pl DON'T ASSUME in such situations. PL ASK THEM. For all you know they MAY NOT be facing the problem at all--which could mean that you will need to change the way YOU are handling things @ your end. Or they may be facing the same problems for totally different reasons.
And if they are also facing the same problem [now or earlier] for similar reasons like you do now, then they could tell you how they handled the problem(s)--being near to the scene themselves, their feedback could have a better hit-rate than mine.
And every problem would have it's own unique solution--meaning what can work for me need not necessarily work for you, especially in recruitment. The reason for this is everyone has a style of talking, expressing, presentation, etc. And such attributes definitely have effect on the results.
Also, pl don't get weighed-down by your targets ['we have to line up more than 30 candidates each day that too of different designation']--if you allow that to happen, your focus on finding the reasons for your current problem will get effected & mislead the whole effort--you have to learn to handle such pressure. And you also have to find a solution to your current problem--or you performance would get effected--you already are facing it. That's what is experience all about I guess.
I suggest you talk to your colleagues & let me know the clear picture @ your end.
Rgds,
TS
From India, Hyderabad
I understand your eagerness for a solution.
But unless one knows what's happening [which you mentioned in this thread] & more importantly WHY it's happening, how would he/she be able to arrive at a logical & workable solution--whether it's me, you or anyone else?
You mentioned-'they might be facing same problem than wt u want me to do'. Pl DON'T ASSUME in such situations. PL ASK THEM. For all you know they MAY NOT be facing the problem at all--which could mean that you will need to change the way YOU are handling things @ your end. Or they may be facing the same problems for totally different reasons.
And if they are also facing the same problem [now or earlier] for similar reasons like you do now, then they could tell you how they handled the problem(s)--being near to the scene themselves, their feedback could have a better hit-rate than mine.
And every problem would have it's own unique solution--meaning what can work for me need not necessarily work for you, especially in recruitment. The reason for this is everyone has a style of talking, expressing, presentation, etc. And such attributes definitely have effect on the results.
Also, pl don't get weighed-down by your targets ['we have to line up more than 30 candidates each day that too of different designation']--if you allow that to happen, your focus on finding the reasons for your current problem will get effected & mislead the whole effort--you have to learn to handle such pressure. And you also have to find a solution to your current problem--or you performance would get effected--you already are facing it. That's what is experience all about I guess.
I suggest you talk to your colleagues & let me know the clear picture @ your end.
Rgds,
TS
From India, Hyderabad
In addition to above seniors post, my point of view is that, you should mail them systematically with your introduction, then glimpse of client company, location of work etc etc and then let the sinterested candidates resumes come to you. (this ensures that they are interested for a change).
1st conduct telephonic interview and than final interview with client - this will save time and money of employer as well as employee.
Some times what happens is when employees get a job call they get interested but do not give importance unless and untill too give them some details about job profile and work location and client information like company name and website.
employee changing a job may consider payment hike, convinience, designation, job profile, status of the company, existance of the company etc etc which should stabilise him or her for future.
FYI - Even I get interview email, out of which one was very impressive and I was very much interested int hat interview, it was all systematic communication from 15th jan onwards for 31st jan interview.
I hope my view point is not wrong and it is helpful to you.
From India, Mumbai
1st conduct telephonic interview and than final interview with client - this will save time and money of employer as well as employee.
Some times what happens is when employees get a job call they get interested but do not give importance unless and untill too give them some details about job profile and work location and client information like company name and website.
employee changing a job may consider payment hike, convinience, designation, job profile, status of the company, existance of the company etc etc which should stabilise him or her for future.
FYI - Even I get interview email, out of which one was very impressive and I was very much interested int hat interview, it was all systematic communication from 15th jan onwards for 31st jan interview.
I hope my view point is not wrong and it is helpful to you.
From India, Mumbai
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