Monthly Archives: April 2011
You might be thinking what kind of season is this – “Recruitment” Some might say that it goes on for 365 days, so what is so special about this season. Well, Its time for you to get rewarded for all your hard work last year. Its time for Ratings and Bonuses to be announced. Some companies have already announced it, some are going to very soon.
The reason for writing this post is to try and understand the process behind this season. Its a season when people switch, jump, hop and shift jobs. (% is more compared to other seasons) Every one has a right to do that, and after all its for betterment of their career.
Candidates are waiting for their revised salary(revised salary would include % hike that they are eligible for – depending upon their ratings), and Bonus. Its a perfect season this time, as thanks to the recession, companies were not able to match the expectations of their resources. But now the Market is OPEN, very much OPEN. Salaries are going sky high. Generic skills are selling like hot pan cakes, and their market value too is at an all time high.
So, why worry, every one is happy. Right…… May be… May be not……. This is just a start, the real problem will soon arise, once these candidates are out in market, with the revised letter from their companies, their expectations will also be high, in case they are looking for a change. So it will be a tuff time for their future employers to hire them. Now a days 30 % hike is just normal (Hope you all agree on this)
So, it will be interesting to look at companies who will try to match their expectations (Most companies have announced 10 – 15 % average hike), so employers need to be ready to add 30% on top of 15%……. (45 % HIKE) Don’t be surprised, companies have to shell out money. It will be a real challenge to also retain the current employees, as well as to hire employees from the Market………
Looking forward to your views on this amazing Season……..
Recruitment season is ON… Are you Ready?
Recruiters have all had to use this line on numerous occasions. May be you might have said in a different manner. But the end result was the same. The candidate is not Joining. I am sure with every drop out, you might have heard a new reason, a new story. At times the stories are TRUE, at times NOT. We end up asking “Why did the candidate do this” “At least he / she could have informed earlier” and so on……..
So how do you manage the situation or diffuse it !!! To be honest some positions are so critical that the joining of a candidate is a matter of life and ____ But really, at times jobs are at stake. Recruiters at times lose their jobs because of such cases. So how serious is the issue of Candidates dropping out / Backing out at the very last moment.
Well, Projections are based on the list of joinees, business plans are chalked out based on the commitments and the confirmation. Managers, Business Heads are involved and are interested to know the resource pipeline. Its a serious business out there, we are talking about million of dollars at stake. (Projects getting delayed as the key resource has not joined) And then the process of hiring starts again.
But the point that i would like to understand and also know from you recruiters out there is how do you tackle such situations. I know most of you might say that we need to have back up offers and 2nd 3rd 4th Plan ready. But does it always help !!!! Also there have been a number of fourms where blacklisting the dropouts candidates was an option that’s picking up momentum. I’m not sure if this really works, May be, May be not.
This is one side of the story… What about the candidates !! They might also have a say…. may be have genuine reasons…. I know most of you might not agree with this. At times they do have a valid reason, and we cant do much about it. But are there more unreal reasons than real reasons now a days……
Are you guys seeing a trend in the same.. May be yes, every other candidate you call, has multiple offer in hand. (At times 3 – 4 offers). The market is wide open, and they have lots of options. So the end result is that they join a company, and the remaining offers are out. “DROPOUT” Does this thing has a solution !! Will the situation improve or get worse !!!
Well i have no idea. (Get an Idea :))
Looking forward to your views / experience / stories / comments on this issue.
Happy Recruiting 🙂