Dear friends,
mine is a medium scale garment manufacturing company(into exports).
recruitment procedure is not streamlined.it happens quite haphazardly.
generally the requirement is urgent -interview whosoever is available and select the best.Time and resources are unavailable at short notice,which leads to lot of compromises as far as quality of manpower is concerned.
can i take the liberty of asking help from my experienced friends.
1. where can i get good professionals for the garment industry?(apart fm naukri sites:u c budgets r slightly tight)
2. how should i bring some semblence to the whole procedure(recruitment)
3.Does anyone have contacts.if yes r u ready to share?(pse..pse..pse)
Eagerly awaiting replies
aye
From India, Bangalore
mine is a medium scale garment manufacturing company(into exports).
recruitment procedure is not streamlined.it happens quite haphazardly.
generally the requirement is urgent -interview whosoever is available and select the best.Time and resources are unavailable at short notice,which leads to lot of compromises as far as quality of manpower is concerned.
can i take the liberty of asking help from my experienced friends.
1. where can i get good professionals for the garment industry?(apart fm naukri sites:u c budgets r slightly tight)
2. how should i bring some semblence to the whole procedure(recruitment)
3.Does anyone have contacts.if yes r u ready to share?(pse..pse..pse)
Eagerly awaiting replies
aye
From India, Bangalore
Hi...
wel u havent mentioned in which state u r in...
Try to contact consultants..
give employee referral scheme
Make candidate profile
Talk with management that this person are responsible to take interview
From India, New Delhi
1wel u havent mentioned in which state u r in...
Try to contact consultants..
give employee referral scheme
Make candidate profile
Talk with management that this person are responsible to take interview
From India, New Delhi
Hi
I can suggest the following to you for point 2:
1) Create a format for Job descriptions, and get them filled for all positions in the organization. Spend a lot of time on this as it will save you more time in the future.
2) Understand the working hours in your organization. Identify your interviewers (especially technical ones) and figure out what time they would prefer to meet candidates. Explain that making a candidate wait too long (more than 10 or 15 minutes) or cancelling the interview at the last minute because of business needs will affect the reputation of the company in the market. Yes! this happens.
3) Make your candidates comfortable while they wait. Apart from offering refreshments, any company material - brochures, etc should be given for reading while they wait.
4) You would need to be firm with your management about sticking to times, providing detailed feedback on selections AND rejections, clarifying roles and responsibilities, and above all, NOT MAKING OFFER COMMITMENTS. This should be your / CEO / CFO / Finance head domain, no one else to interfere.
Let me know if you require clarifications.
All the best.
Regards
Ryan
From India, Mumbai
I can suggest the following to you for point 2:
1) Create a format for Job descriptions, and get them filled for all positions in the organization. Spend a lot of time on this as it will save you more time in the future.
2) Understand the working hours in your organization. Identify your interviewers (especially technical ones) and figure out what time they would prefer to meet candidates. Explain that making a candidate wait too long (more than 10 or 15 minutes) or cancelling the interview at the last minute because of business needs will affect the reputation of the company in the market. Yes! this happens.
3) Make your candidates comfortable while they wait. Apart from offering refreshments, any company material - brochures, etc should be given for reading while they wait.
4) You would need to be firm with your management about sticking to times, providing detailed feedback on selections AND rejections, clarifying roles and responsibilities, and above all, NOT MAKING OFFER COMMITMENTS. This should be your / CEO / CFO / Finance head domain, no one else to interfere.
Let me know if you require clarifications.
All the best.
Regards
Ryan
From India, Mumbai
Hi Suma, You can start referral system i.e asking your employees to refer his/her friends. Will this suit your recruitment system. Regards Amith R.
From India, Bangalore
From India, Bangalore
Hi, I m slightly better off than yesterday.thank you all for the tips.Would appreciate responses from friends in the garment industry also. I m based in b’lore ridz. thanx.
From India, Bangalore
From India, Bangalore
Hi Suma,
Glad to know that you are from the Apparel Industry. I am in the Apparel Industry for the last 20 yrs and at present I am working for a Public Limited Apparel Industry as GM at Bangalore. For any help, sharing views, information you may contact me at
or phone: 9341222749. I will be happy to share my views.
Srinaren
From India, Bangalore
Glad to know that you are from the Apparel Industry. I am in the Apparel Industry for the last 20 yrs and at present I am working for a Public Limited Apparel Industry as GM at Bangalore. For any help, sharing views, information you may contact me at
Srinaren
From India, Bangalore
Hi Suma, You can go for, 1. Proper employee referral- chance to motivate 2. Rehiring - is very good tool also. 3. Find out for the promoting the existing one. Pandurang
From India, Pune
From India, Pune
hai suma , options for recruiting are: refferal scheme rehiring the left employees. with the job description, advertise in the local newspapers consultants and by search in data bank. ram
From India, Hyderabad
From India, Hyderabad
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