The document provides 7 tips for recruiters dealing with pressure to fill positions with seemingly unfit candidates: 1) Create clear selection criteria and job descriptions; 2) Headhunt competitors' employees; 3) Plan for succession in crucial positions; 4) Focus on positions with frequent attrition; 5) Monitor engagement for vital positions; 6) Watch resume updates of top and bottom performers; 7) Share learning from exit interviews. The document concludes by providing contact information for HR services.

1. Dealing With Recruitment Pressures
Tips Based On
The Points Emerged During
Our Workshop for Recruiters Conducted on 06-07-2013
Kaustubh Agarwal

2. Recruiters’ Dilemma
• A deep dilemma hits
the recruiter's mind
when s/he faces
1. Ample of “seemingly
unfit” candidates
2. Rising pressure from
the management to
“fill positions”.
Presenting herewith some Useful Tips
(not in order of importance)
for those who frequently experience such Pressures

3. Tip 1
• Create a list of
measurable selection
criteria for each
position budgeted for
your organization
– Prepare a clear Job
Description for each
position
– Take consent of
management for
minimum acceptable
scores for each
selection parameter

4. Tip 2
• Head-hunting at
competitors
– Know the professionals
working for direct
competition
– Find out who’s willing
to change for better
– Keep ready a list of
minimum two
"prospective
candidates“ for each
"crucial" position

5. Tip 3
• Succession planning
for “Crucial” positions
– Middle and higher level
management positions
– Promote the concepts
of in-house talent
identification and
development

6. Tip 4
• Focus on the positions
of frequent attrition
– Appoint external
recruiters who can
provide well-trained
candidates
– Identify Consultants
capable of providing
tailor-made trainings
for your organization

7. Tip 5
• Keep eye on employee
engagement activities
for:
– “Vital" positions in each
department
– Positions which suffer
with frequent attrition

8. Tip 6
• Keep eye on resume
updates & uploads
– Top 5% performers /
rewardees & Bottom 5%
performers / rewardees
– Those who are actively
looking out, update their
CVs on at least 2 to 3
leading job portals soon
after (1) Their major
success / failure in job
and / or (2) Organizations’
declaration of rewards /
salary increments.

9. Tip 7
• Share Learning
– Analyze and Circulate
to every stake holder
the points of learning
from each exit
interview.
– This will also help you
to avert pressures of
recruiting “Can Do, still
May Not Do”
candidates.

10. Write to us
• For HR Services
– Succession Planning
– Selection and Recruitment
– Induction Trainings
– Operational Trainings
– Developmental Trainings
– Competency Assessments
– Strategic HR Services
Address:
C/501, Nirman Lifestyle,
Chenpur, Ahmedabad.
Website: http://hirva.webs.com
Email: admin.hcs@zoho.com