Fulfilling the immediate needs..
Shabnam Jaswal
NLP Life Coach | HR professional | Enthusiastic entrepreneur | Founder Jobsdaddy - Sarvaadih Ventures | 20 k+ followers / write to us at [email protected] / Insta @jobsdaddy.sarvaadihventures |
One problem we all recruiters face every now and then is the urgency of the resources. Suddenly some new project need arises and all of a sudden we need resources immediately.
Which is the best way to get the resources on niche technologies, specifically if there is an urgent need.
The portals, networking sites (FB, Twitter, Linkedin, Quora, Google groups), referrals, vendors and targetted headhunting may give the profiles, but not an assurance of an immediate/early joining.
The options like early joining bonus, NP buyout, good salary hike etc. are the options to lure the candidates on the early joining, but in case their current oragnizations are not ready to relieve, then whats the option left????
And here is the flip side of it as a repercussion, If recruiters are not able to get the resources within the required timeline it is a direct revenue loss, "recruiter to be questioned". If we get the resources but they ask for a unusual salary hike, "recruiter is not setting the candidate's expectation right". If the candidates are offered but they have to serve their Notice period and can't join immediately, that doesn't solve our requirement.
And the worst, If candidates are offered as per the salary expected, ready to join within the given timeline and suddenly on the day of joining no matter how much we have followed up and how much we try to track him, his "phone is switched off", "Not responding to the calls", "cannot join because of family issues", "has got a better offer"," his current organisation is not relieving him","Retained"..... :-( !!!
So the "no show" wastes all the efforts, time and puts all the commitments (Commitment of the recruiter to provide resources within time, commitment of the oraganization to the project/client) at stake... More over the entire process of almost a month is back to zero...Who is responsible for the loss and whats the solution ???
Senior Member of Technical Staff at NEC India
10 年Wherever possible, the resource could be moved from other team for time being where not-so-urgent process is running and mean while that offset position can be filled patiently.
S/W Engineer at Zenevo Technologies Pvt Ltd
10 年I think most of the technical resources are ignored by recruiters on the basis of non relevant things :)
Director at iBridge Techsoft
10 年well Shabnam , i think in this context , neither of the audiences are on fault. Business demands proactive approach and recruiters try their level best to do that but if something doesn't get materialized it's not some one recruiter or candidate to be blamed. It is something called as "HUMAN MENTALITY/ BEHAVIOR" which no one can determine.. Even the person who has got 100 % hike on his current salary will not be sure of his decision...
NLP Life Coach | HR professional | Enthusiastic entrepreneur | Founder Jobsdaddy - Sarvaadih Ventures | 20 k+ followers / write to us at [email protected] / Insta @jobsdaddy.sarvaadihventures |
10 年Surprisingly none from the HR fraternity has shared thoughts on this..!!!
Director - Special Projects, Fressia Industries PLC/NIPL
10 年Thanks Ms. Shabnam for agreeing with my point of view. The candidate should be blocked if he fails to join after commitment.