Hi Seniors, Need your advise.
When working as a recruitment manager or generalist HR manager in a call centre, there is a sudden ramp up by the operation team, where they need 200 vacancies to be filled in 2 months times (either freshers/experienced). And the pay structure, when compared to the market, the pay is less. So, as an HR manager, what would be your response to the operation team? Will you be able to give the commitment saying yes, will fill the 200 vacancies in 2 months time (even your operation team knows that filling 200 vacancies in 2 months is not actually not possible).
Rgrds
From India, Madras
3When working as a recruitment manager or generalist HR manager in a call centre, there is a sudden ramp up by the operation team, where they need 200 vacancies to be filled in 2 months times (either freshers/experienced). And the pay structure, when compared to the market, the pay is less. So, as an HR manager, what would be your response to the operation team? Will you be able to give the commitment saying yes, will fill the 200 vacancies in 2 months time (even your operation team knows that filling 200 vacancies in 2 months is not actually not possible).
Rgrds
From India, Madras
Hi,
If you can fill the position with tie ups with multiple staffing vendors. we are a strafing company and we can assure you that we will provide you 200 fresher/experienced people within two months times.
Please share your contact detail for further discussion.
Regards
Nirbhay Kumar
+91-8377001718
From India, Gurgaon
If you can fill the position with tie ups with multiple staffing vendors. we are a strafing company and we can assure you that we will provide you 200 fresher/experienced people within two months times.
Please share your contact detail for further discussion.
Regards
Nirbhay Kumar
+91-8377001718
From India, Gurgaon
While I understand the business need, achieving this target with your current pay structure, which is below market standards, will be challenging. Here's my proposed approach:
Timeline Strategy: Split hiring into two phases: 100 hires in Month 1, followed by the remaining 100 in Month 2, prioritizing business needs.
Enhanced Hiring Tools: Use tools like employer.stark.ai for AI-driven talent sourcing, bulk shortlisting, and predictive hiring to streamline the process.
Additional Measures: Launch employee referral incentives, strengthen partnerships with colleges, and highlight non-monetary benefits like career growth and training to attract candidates.
We may also need to discuss adjustments to timelines or compensation for a realistic hiring plan. Let’s finalize a strategy to align expectations and resources.
From India, Hyderabad
Timeline Strategy: Split hiring into two phases: 100 hires in Month 1, followed by the remaining 100 in Month 2, prioritizing business needs.
Enhanced Hiring Tools: Use tools like employer.stark.ai for AI-driven talent sourcing, bulk shortlisting, and predictive hiring to streamline the process.
Additional Measures: Launch employee referral incentives, strengthen partnerships with colleges, and highlight non-monetary benefits like career growth and training to attract candidates.
We may also need to discuss adjustments to timelines or compensation for a realistic hiring plan. Let’s finalize a strategy to align expectations and resources.
From India, Hyderabad
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