Hello Everyone, Question asked in the interview by the HR Manager:-
There is this scenario in which the HR executive has to hire 10 Java Developers in a week’s time as per the requirements laid down by the functional head and the company has exhausted all the resources(Job posting on the leading job portals, References, Print media, Former employees, previous applicants, Consultants, Headhunting). It’s an urgent requirement and the offer needs to be closed ASAP. I need 3-4 ways to get the positions filled in 7 days?
The only way I could tell him was :- Internal moments via IJP’s (Internal Job postings)
My questions is “What could be the other ways to get the positions filled in 7 days?”
Regards
Kamal
From India, Delhi
8There is this scenario in which the HR executive has to hire 10 Java Developers in a week’s time as per the requirements laid down by the functional head and the company has exhausted all the resources(Job posting on the leading job portals, References, Print media, Former employees, previous applicants, Consultants, Headhunting). It’s an urgent requirement and the offer needs to be closed ASAP. I need 3-4 ways to get the positions filled in 7 days?
The only way I could tell him was :- Internal moments via IJP’s (Internal Job postings)
My questions is “What could be the other ways to get the positions filled in 7 days?”
Regards
Kamal
From India, Delhi
Greetings,
The only option that works for mass hiring in a short span of time is Recruitment drive. You make a plan for active advertisment through print and consultant for a walk in during the weekend. The success of such a drive would depend entirely on how well the word has gone around.
Another cost effective method in case the budget doesnt allow consultant or print advertisement is drive at an institute such as NIIT. Generally , they are good at spreading the word amongst their students and send the close fits to your interview location with a brief view to the resume suggested for the drive.
But then ultimately the effectiveness to manage the foot fall, and the rounds will decide on the number of closure.
Regards,
(Cite Contribution)
From India, Mumbai
The only option that works for mass hiring in a short span of time is Recruitment drive. You make a plan for active advertisment through print and consultant for a walk in during the weekend. The success of such a drive would depend entirely on how well the word has gone around.
Another cost effective method in case the budget doesnt allow consultant or print advertisement is drive at an institute such as NIIT. Generally , they are good at spreading the word amongst their students and send the close fits to your interview location with a brief view to the resume suggested for the drive.
But then ultimately the effectiveness to manage the foot fall, and the rounds will decide on the number of closure.
Regards,
(Cite Contribution)
From India, Mumbai
-Approach Colleges (Engineering/MCA Colleges)
-Arrange a Job Fair over the weekend
-Make a plan of incentive who ever in the org or outside give relevent ref will get this much of incentive.This outside ref part is really happening in US,Canada,UK etc.
-Make a good offer to the Alumni (like Amdocs does).
-Do Bulk messanging,it really helps.
Regards
Pankajj Adhikaari
Recruiting Manager
5ive Consultancy
From India, Ahmadabad
-Arrange a Job Fair over the weekend
-Make a plan of incentive who ever in the org or outside give relevent ref will get this much of incentive.This outside ref part is really happening in US,Canada,UK etc.
-Make a good offer to the Alumni (like Amdocs does).
-Do Bulk messanging,it really helps.
Regards
Pankajj Adhikaari
Recruiting Manager
5ive Consultancy
From India, Ahmadabad
"10 Java Developers in a week’s time as per the requirements laid down by the functional head and the company"
And
Exhausted all the resources (Job posting on the leading job portals, References, Print media, Former employees, previous applicants, Consultants, Headhunting).
Please provide the following information:
*Java Developer is a very generic profile,
Please provide more details of requirement. e.g. Java Developer for Web Development, Desktop App Development, Mobile App Development with experience or knowledge in Swing,struts,Spring,Android,Flex
*Experience Level of Java Developers Required:
This is required for propose a good solution as e.g. a Generic Campus interview solution is not suggested if the requirement is for Experience candidates.
*Proposed Salary Structure
*Type and Brand of Your Company
Any other management restrictions in recruitment.
A good solution can only be provided after thorough analysis, and you may need to provide additional information as required.
Regards
Saivettam Consultants
From United States, Miamisburg
And
Exhausted all the resources (Job posting on the leading job portals, References, Print media, Former employees, previous applicants, Consultants, Headhunting).
Please provide the following information:
*Java Developer is a very generic profile,
Please provide more details of requirement. e.g. Java Developer for Web Development, Desktop App Development, Mobile App Development with experience or knowledge in Swing,struts,Spring,Android,Flex
*Experience Level of Java Developers Required:
This is required for propose a good solution as e.g. a Generic Campus interview solution is not suggested if the requirement is for Experience candidates.
*Proposed Salary Structure
*Type and Brand of Your Company
Any other management restrictions in recruitment.
A good solution can only be provided after thorough analysis, and you may need to provide additional information as required.
Regards
Saivettam Consultants
From United States, Miamisburg
Greetings,
Good questions asked . True the entire hiring pattern would change on the basis of the experience level. Since we brainstorming on this , Please do suggest options with and without budget. Lets imagine a situation, where there is a resource crunch in the hiring team.
Regards,
(Cite Contribution)
From India, Mumbai
Good questions asked . True the entire hiring pattern would change on the basis of the experience level. Since we brainstorming on this , Please do suggest options with and without budget. Lets imagine a situation, where there is a resource crunch in the hiring team.
Regards,
(Cite Contribution)
From India, Mumbai
Hello Kamal,
After going thru Saivettam's comments, looks like THAT'S WHAT THE HR MANAGER wanted from you--NOT the 3-4 ways to hire the Java guys.
Maybe he wanted to checkout if you, if hired, would blindly run into the scene or prepare yourself BEFORE you get into action.
Rgds,
TS
From India, Hyderabad
After going thru Saivettam's comments, looks like THAT'S WHAT THE HR MANAGER wanted from you--NOT the 3-4 ways to hire the Java guys.
Maybe he wanted to checkout if you, if hired, would blindly run into the scene or prepare yourself BEFORE you get into action.
Rgds,
TS
From India, Hyderabad
To solve this problem, I need to first analyze the problem properly and find the Root Cause.
For Root Cause Determination you will have to provide all the requested details and you may need to provide additional information as required.
The Solution Design may also involve a meeting with Functional Head, Recruitment Team and Members from Management/Leadership Team.
Saivettam Consultants
From United States, Miamisburg
For Root Cause Determination you will have to provide all the requested details and you may need to provide additional information as required.
The Solution Design may also involve a meeting with Functional Head, Recruitment Team and Members from Management/Leadership Team.
Saivettam Consultants
From United States, Miamisburg
Dear All,
gud topic wich ones u both r discussed. wat my suggest s the way of approaching candidate via mail or advertise s more useful to them.but the time s not sufficient to hire those position.so do needful detailed recruit (about experience )wwe could catch them those who r all hav more exp on tat dept it s easy way of find out.may it takes more than 4 days s enough to fulfill our destination.
thanks& regards
Abuthahir.m
From India, Madras
gud topic wich ones u both r discussed. wat my suggest s the way of approaching candidate via mail or advertise s more useful to them.but the time s not sufficient to hire those position.so do needful detailed recruit (about experience )wwe could catch them those who r all hav more exp on tat dept it s easy way of find out.may it takes more than 4 days s enough to fulfill our destination.
thanks& regards
Abuthahir.m
From India, Madras
Hi Kamal,
You have raised a question that depicts a situation faced by many hiring executives. After going through all the answers, I find there is one big channel that has been left out by most.
I am referring to the use of social networks, professional networks, and groups. These have become powerful hiring media in the last couple of years. If you search on Yahoo, FB, LinkedIn, and similar sites, you will find tens of groups for every possible profile.
I suggest you post your profile on these. You will get fast responses and good ones too.
Regards,
Gaurang
From India, Ahmadabad
You have raised a question that depicts a situation faced by many hiring executives. After going through all the answers, I find there is one big channel that has been left out by most.
I am referring to the use of social networks, professional networks, and groups. These have become powerful hiring media in the last couple of years. If you search on Yahoo, FB, LinkedIn, and similar sites, you will find tens of groups for every possible profile.
I suggest you post your profile on these. You will get fast responses and good ones too.
Regards,
Gaurang
From India, Ahmadabad
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