Re: My query to all NGO/Charity/Government based employers

[Guest guest]

Hi Arpita,

Re: /message/10277

Dear forum, this is in response to Arpita's posting,

While no ones reply would be conclusive, yes there are issues involved and I, as

one hwo has been involved in the recruitment process recently, would like to

share my experience.

1. While the ads are very clear about the qualifications and experiences, some

apply with out realising that the post does not suit them either due to

qualification and / or experience. This results in huge pile of unqualified

applicants.

2. Where the ad specifies that the envelope should be superscribed as, mention

the post name or email should bear the subject as that of the post name, many

times, people do not adhere to it.

3. When an agency is given the task of sorting or any staff is given the task,

most do a mechanical job, thus good applicants, because of the above defect/s,

lose the opportunity of being short listed.

4. There is no hard and fast rule as to salary. Normally a range is given in

most NGOs. I do not consider that it is rude to ask for the same. However it

is based on institutional policies and negotiation based on salary last drawn.

5. While people from far off places do apply, they do not mention that they are

willing to relocte. Simply applying for a post does not convey their

willingness to relocate. It has been my experience at the time of interview,

that they put too many conditions while relocating which hinders the process of

short listing and interviews.

6. NGOs working on specific projects, time is the essence, due to which there

is not much time between advertisement, interviews and joining time.

7. NGOs normally in most cases, are short of human resource, due to which the

philosophy followed in corporate sector of responding after the interview, is

very limited.

I think I have tried to put things in right perspective - it is yet not a

situation to despair, but every one needs to understand the otherside of the

table as well.

With best wishes

S. VIJAYAKUMAR

e-mail: <vijayakumar@...>

[Guest guest]

Dear Forum

Re: /message/10277

I think that Mr S. Vijayakumar has tried to capture various shades of

issuesrelated to the recruitment processes in the civil society organisations.

He has also highlighted various limitations that the recruiters have to

continually face in the sector.

All of us would agree that both the employers and the employees display certain

idiosyncracies. While we often talk of the institutional practices, we seldom

talk about behaviour of potential employees.

I am reminded of a recent case when a person was selected after the due

recruitment process. She was handed over the offer letter and she confirmed a

joining date after mutual discussion. On the day of the joining, the person did

not turn up.

Our HR person tried contacting the person but in vain. The same evening our

office received a curt mail expressing inability to join without citing

plausible or compelling reasons. You cxan imagine the months of painstyaking

labour that went in vain and forcing us to restart the process all over again.

I am willing to concede that this may be an abberation rather than a rule but

there are different examples that suggest that potential employees do add to the

complexity.

Best

Pankaj Anand

e-mail: <anandpankaj@...>

[Guest guest]

Dear FORUM,

Re: /message/10277

Thank you very much for all your responses to my posting.

Some of you sent me private messages and I was really impressed with the

reactions to my posting. Most of you, who are based inside and outside India,

highlighted similar concerns as me. Some of you provided me additional

information and mentioned that jobs are given to people who already know the

employer directly or through someone. I don't have much idea about this issue so

I wouldn't make any further comments on this.

I am really impressed with the responses I have received - positives or

negatives. At least there is another thing that connects us all i.e. we all do

realise that recruitment process is a major issue/problem in India - the issue

that is every employer and employee should take seriously.

In response to the both public responses, I would like to say that I am really

sorry about the experiences you have had with the candidates in the past. But is

it fair to put everyone in the same box? If they have been unprofessional by not

mentioning the post title on the email subject line or not turning up on your

first day of work, does this mean that recruiters should start acting

unprofessionally too by not replying to applicants enquiries or leaving a number

to discuss the post further?

From your private and public messages, it is clear that we are lacking system

from both parties - employers and potential employees. I donâ't know whether

there is a straight answer to our problems.

One of the suggestions that I would like to make is to introduce standard

˜Recruitment Policy that all NGO employers can employ. This would make the

recruitment process a little more complex for applicants.

By complex I mean introducing standardised application forms whereby candidates

would be expected to answer certain questions and fill mandatory information

before they apply for the post, which would make the filtering process easier

for the employers.

I am more than happy to share a standard application forms that some of the

national/international organisations use here in the UK.

Tedious it may be, you will notice that only genuine candidates would apply I

don't know whether it will work in Indian context or not but I feel it's worth

giving a go.

Moreover, I don’t know whether the referees are contacted before the job offer

is made. You can get a tremendous amount of information from referees which

could give you an idea of the employee’s level of commitment i.e. how many

absences were made in a year or if the employee finished the project

successfully.

It’s always best to have two references (one must be a previous employer) that

would provide a better understanding of the person you are going to interview or

offer the job to.

I feel, you as a recruiter have a power - a power to change and it’s about time

that NGOs use this as a significant moment to get together, discuss and bring

about this change, which would help in the development of the country. This will

only result in having genuine and committed candidates. There is nothing to

loose but to gain.

Thank you for your time.

Arpita Khanna

e-mail: <arpita_2006_aug@...>