Hi, Hiring On-time formula=No of people joined with in stipulated time/ No of people should hve been recruited within stipulated time Pls give your way of hiring on-time Rgds, Siva
From India, Madras
From India, Madras
Just-in-time (JIT) hiring
is a common phenomenon in most IT and BPO organisations as a result of the nature of their business which requires meeting sudden manpower demands.
It is an inevitability that these companies have to live with, despite the obvious disadvantages of the quick hiring process.
The only solution lies in adopting ways and means for making the hiring process as effective as possible and avoiding common pitfalls.
This of course requires a lot of planning in advance.
The success of JIT hiring is a significant strength of the Indian IT industry—for meeting instant manpower demands and keeping the costs low.
“As organisations strive to improve the time-to-market of their solutions, hiring talent in time towards effective delivery within cost and time commitments will be imperative.
In order to meet aggressive timelines all factors involving the work process will be optimised, so also hiring.
Hence, efficient hiring is inevitable. However, it is not to be confused with reckless hiring,” says Harish Bhattiprolu, Director Sales, Kenexa Technologies, India.
Companies engage recrui-ting agencies and work in close co-ordination with them for procuring manpower.
“Big organisations like Infosys carry out JIT hiring using in-house resources.
You must be aware that Infosys has over 100 recruiters fulltime.
The tier 2 companies do not have this luxury.
They generally use outside recruiting agencies like ours,” says Kris Lakshmikanth, Founder & Managing Director, The Head Hunters India.
The company has been into JIT recruitment for the last three years and has made 3,000 offers across India on behalf of both Indian and MNC organisations.
Why JIT hiring happens
•In both software and BPO sectors, companies suddenly receive projects for which they have to ramp up almost overnight.
Quite often, they find that they do not have the resources internally 100 percent and that they have to go for “lateral hiring.”
•When a company is opening a new development centre in a new location it goes in for lateral hiring to fill at least 25 percent to 55 percent of the vacancies. The rest are generally filled by ‘trainees’ if the company has a sound training programme like TCS and Infosys.
•When a company enters a new country, for instance when Verizon, the US telecom services provider, opened centres in Chennai and Hyderabad.
•Most software/BPO companies are opening centres in new locations, more as a ‘risk reduction strategy.’
The recent floods in Mumbai and Chennai created jitters in companies’ overseas clients.
By having centres in more than one location, they are able to show their ‘risk management strategy.’
Here again, companies are forced to recruit almost overnight for the new centre in the new location.
Source: The Head Hunters India
From India, Bangalore
3is a common phenomenon in most IT and BPO organisations as a result of the nature of their business which requires meeting sudden manpower demands.
It is an inevitability that these companies have to live with, despite the obvious disadvantages of the quick hiring process.
The only solution lies in adopting ways and means for making the hiring process as effective as possible and avoiding common pitfalls.
This of course requires a lot of planning in advance.
The success of JIT hiring is a significant strength of the Indian IT industry—for meeting instant manpower demands and keeping the costs low.
“As organisations strive to improve the time-to-market of their solutions, hiring talent in time towards effective delivery within cost and time commitments will be imperative.
In order to meet aggressive timelines all factors involving the work process will be optimised, so also hiring.
Hence, efficient hiring is inevitable. However, it is not to be confused with reckless hiring,” says Harish Bhattiprolu, Director Sales, Kenexa Technologies, India.
Companies engage recrui-ting agencies and work in close co-ordination with them for procuring manpower.
“Big organisations like Infosys carry out JIT hiring using in-house resources.
You must be aware that Infosys has over 100 recruiters fulltime.
The tier 2 companies do not have this luxury.
They generally use outside recruiting agencies like ours,” says Kris Lakshmikanth, Founder & Managing Director, The Head Hunters India.
The company has been into JIT recruitment for the last three years and has made 3,000 offers across India on behalf of both Indian and MNC organisations.
Why JIT hiring happens
•In both software and BPO sectors, companies suddenly receive projects for which they have to ramp up almost overnight.
Quite often, they find that they do not have the resources internally 100 percent and that they have to go for “lateral hiring.”
•When a company is opening a new development centre in a new location it goes in for lateral hiring to fill at least 25 percent to 55 percent of the vacancies. The rest are generally filled by ‘trainees’ if the company has a sound training programme like TCS and Infosys.
•When a company enters a new country, for instance when Verizon, the US telecom services provider, opened centres in Chennai and Hyderabad.
•Most software/BPO companies are opening centres in new locations, more as a ‘risk reduction strategy.’
The recent floods in Mumbai and Chennai created jitters in companies’ overseas clients.
By having centres in more than one location, they are able to show their ‘risk management strategy.’
Here again, companies are forced to recruit almost overnight for the new centre in the new location.
Source: The Head Hunters India
From India, Bangalore
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