Hi,We have urgent requirements going on in our company. We are scheduling lots of interviews but due to less availability of the interviewers or interview panel, we are cancelling few interviews or rescheduling it. Is there any way where we can offer them to take the interviews. They are avoiding interviews to take, due to work load. But we want to close those positions ASAP, so we need help from the panel. Please suggest any way or options where we can attract them and they will easily share their availability. We do understand work comes first, that's why we are not forcing them to take interviews. But if give good offers or something like incentives or bonus points etc. may be they can think about it.
Please give your suggestions.
From India, Mumbai
3Please give your suggestions.
From India, Mumbai
Hi,
Interviewing is also part of job only and not a personal work. If interviewers are busy on week days probably you may choose a particular week end well in advance, fix interview on that day for all thereby they can concentrate on interviews without concerning about their day to day work. You may offer Interviewers lunch and snacks.
From India, Madras
Interviewing is also part of job only and not a personal work. If interviewers are busy on week days probably you may choose a particular week end well in advance, fix interview on that day for all thereby they can concentrate on interviews without concerning about their day to day work. You may offer Interviewers lunch and snacks.
From India, Madras
Dear Pratima,
The problem of this kind happens because:
a) Primary and secondary duties are not defined. Involvement in recruitment is a secondary duty. But then if the Manager is laden with so much of the primary work, if there is no room for the secondary duties, then they are bound to avoid it.
b) If many positions need to be closed then have you done any analysis as to how much time must be allocated for the interview of each position? Do the managers have that surplus time?
Now coming to the solution. If you push the manager, then they may handle the job interviews perfunctorily and a wrong selection of the job candidate could create the problems in the future. Therefore, the solution at this stage is creating a recruitment team comprising technical and non-technical persons. They should be able to handle complete recruitment.
Lastly, about incentives to the managers for conducting the interviews. If you do that then it will set a new trend where people work only for the money. There is a difference between incentive and inducement. Hope you understand it well.
Thanks,
Dinesh Divekar
From India, Bangalore
The problem of this kind happens because:
a) Primary and secondary duties are not defined. Involvement in recruitment is a secondary duty. But then if the Manager is laden with so much of the primary work, if there is no room for the secondary duties, then they are bound to avoid it.
b) If many positions need to be closed then have you done any analysis as to how much time must be allocated for the interview of each position? Do the managers have that surplus time?
Now coming to the solution. If you push the manager, then they may handle the job interviews perfunctorily and a wrong selection of the job candidate could create the problems in the future. Therefore, the solution at this stage is creating a recruitment team comprising technical and non-technical persons. They should be able to handle complete recruitment.
Lastly, about incentives to the managers for conducting the interviews. If you do that then it will set a new trend where people work only for the money. There is a difference between incentive and inducement. Hope you understand it well.
Thanks,
Dinesh Divekar
From India, Bangalore
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