How to build a team after all your employees leave?

“I am running a placement consultancy in Bangalore since last 1 year. I had a staff strength of 21, all of a sudden one by one my employees started absconding. Later I came to know there is a problem with my Mid-Level Manager. So I have terminated him, now and the staff strength is 5. Even though my staff is scheduling candidates for interviews, no one is showing interest to work in my company. Some of them is working for 2 days and then they don’t show up. The problem they are saying is, they don’t see good number of staff currently

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Attrition : Is there any solution to it ?

“I am working as an HR generalist in an IT company. Now a days we are facing problem of high attrition ratio because of various issues (eg. higher studies, relocation) . My manager wants to introduce some clause so that after getting training these guys will not leave the company. My manager also doesn’t believe in bond system.Please suggest me what are the options for this?” To begin with , you are trying to solve the same problem which we all are facing. However, the leading and the lagging factors at your firm makes it unique. Its a welcome break

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How to create a perfect profile to land the dream job

We live to work and earn better. Irrespective of the economy, we need our incomes to escalate at the rate of our dreams. There are jobs in the market that can address this, and hence begins the race to be awarded with, and often, by our dream job! Let’s begin with why and how to find your dream job. The answer to both these questions lies best with the hiring manager who will hand you the appointment letter. As a talent, you are first defined in two categories. You are either an active job seeker, which means you have already

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Hiring the Right Candidate – The Art of Choosing

Choice begins when a requirement meets the options. It’s a state where every option is weighed in view of the values to which an individual is aligned. This sparks the process of decision making. There is a discussion in CiteHR, which involves how the principles as shared in the ‘Art of Choosing’ can be executed to select the right candidate. The question raised in the discussion is shared below: Do you always wonder why it is so difficult to select right candidate? Why some candidates selected by the HR or the Manager fail to deliver at work? How does our

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HR in IT

There have been several discussions in CiteHR to understand how does HR work differently in the IT sector. These discussions took place with an effort to understand the behavioural competencies and professional skill sets, required for this role. The HR processes in this sector may not be very different to what is practiced in Consulting or Non-Banking and Financial domain. The integral difference lies in understanding the talent and technology. The escalations and concerns primarily stem from the two. Let us discuss each area in detail: Talent Education: The core talent base had started with engineering graduates who were certified to work on

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Hiring the Perfect Fit

Now this one is for the big daddy and mummy of HR as the role they play in hiring/selection is what we are going to talk about, today the article is all about some wrong things we do while hiring and the solutions should come from all of you this time as I’m just presenting some case scenarios here and looking eagerly for answers from you all. Oh! common, do not get that anxious, We are not planning to conduct any examination nor we will have a quiz program, but here is a question which has haunted me for quite

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Managing a Ramp-Up

As  the business grows it impacts the  talent base. This ramp-up is planned on the basis of the billable talents required to deliver the work volume. The process begins with taking a view of the entire gamut of deliveries required to sustain the business growth. All tasks and responsibilities are mapped . These tasks are drilled down to every single unit, to identify the parameters for measure. The service level agreement defines  the minimum standards to be maintained and time taken to complete each task . This entails the scorecards which are later used during the production. Here we review the areas

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