"Hi All,
Thanks for sharing your views
I went back to the technical panel on asking about this situation,what they want is totally different then what they gave as job description and they felt that i was aware of it since the jd was changed…"
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Balaji (Bob)
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Balaji (Bob) commented on Balaji (Bob)'s blog post 'Day all my candidates got rejected in the interview - Shocked up for me'
C. B. Stalling!! commented on Balaji (Bob)'s blog post 'Day all my candidates got rejected in the interview - Shocked up for me'"never never send in 10 candidates. I tell my clients I am going to pick the top 2 or 3.
If for some reason no one is picked which I am on a 2 to 2 ratio right now. For ever 2 interviews i sent up 1 gets an offer.
If no one is hired I ask the…"
Matthew Stedman commented on Balaji (Bob)'s blog post 'Day all my candidates got rejected in the interview - Shocked up for me'"Clearly aren't on the same page as the hiring manager.... or the person conducting the technical tests had the wrong test in front of them and was testing them on C# questions???
For 10 candidates to be rejected for 1 position I would say this…"
Nishant Kumar commented on Balaji (Bob)'s blog post 'Day all my candidates got rejected in the interview - Shocked up for me'"Sorry to hear this. There could be many areas you could explore. Below is the list to check. Please share with us your experience once you find the most probable reason.
1) Client's requirements was not clear
2) Could not screen candidates…"
Sandra McCartt commented on Balaji (Bob)'s blog post 'Day all my candidates got rejected in the interview - Shocked up for me'"If all your candidates were rejected it sounds like they were all on the same level with the same skill set. I would suggest in the future to present several at different levels with more experienced and perhaps more expensive being last. I would be…"
Profile Information
- Name
- Balaji Govindarajan
- Job Title
- Senior Executive,Human Resources
- Company
- HCL Technologies
- Which best describes your profession?
- Corporate Talent Acquisition
- How many years have you been in the business?
- 10-14 years
- Which industries do you work in now?
- Technology
- How many employees in your company?
- >5000
- Are you interested in split placements?
- no
- Which conferences do you plan to attend in the next year?
- ERE, RecruitFest, SHRM, SourceCon
- What kind of networking are you open to?
- Open networking, Referrals between friends, Very targeted/niche, Invitation only
- How do you introduce yourself to people you meet in business?
- A total of 11+years experience in IT development and Recruitment which includes
9+ years in Talent Acquisition.
Recruitment expertise in Market Intelligence/Health Science/
ERP/Data Warehousing/Infrastructure/Storage/Telecom
Expertise in Contract Staffing/Permanent & Visa Processing for U.S | European| Middle East markets
Experience in strategic hiring for top management roles
Experience in Background Check process for both onsite/offshore candidates
7 months Onsite experience in Dubai, U.A.E on Middle East Banking Recruitment
A renowned industry expert in Creative Model Recruitment using various dynamic modes of recruitment such as HR Groups, Technical forums, Professional Networking groups/sites like Linkedin, Plaxo, SiliconIndia network, HRLink.in, Recruitmentlink.in, yahoo groups, google groups, facebook, etc
- Name someone you most admire
- Lou Adler
- Which blogs would you recommend people read?
- http://recruiterssworld.blogspot.com
- What recruiting tools can you not live without?
- Resume Grabber
- What do you like best about RecruitingBlogs.com...
- It is a place to network recruiters and learn more about JIT approach and Boolean searches
- ...and what would you change and why?
- To improve myself on faster turn around time on submitting consultants
- Website
- http://www.hcl.com
- LinkedIn Profile
- http://www.linkedin.com/in/balajirecruit
- Twitter Profile
- http://twitter.com/newagerecruiter
Balaji (Bob)'s Blog
Are we doing enough research to find potential candidates ?
Posted on December 12, 2010 at 1:29am 0 Comments 0 Likes
Today scenario of every job role,the intense need of resource need either internal recruitment or agency recruitment,speed to fill resource is so desperate ,most recruiters wants to fill it ,miss out lot of potential candidates .
Their were lot of times i used to get recruiter calls for SAP BI positions /Oracle Apps positions asking my interest ,which i look puzzled on whether recruiter had my profile on read/ don't read through the profile .
They miss the whole profile due to…
Day all my candidates got rejected in the interview - Shocked up for me
Posted on September 28, 2010 at 5:34am 6 Comments 0 Likes
Hi ,
I had a challenging time in my work as all my candidates whom i sourced and put to tech.panel got rejected ,it was some thing like loosing a battle,skill was not a hardened skill say.eg SQL Server Developer but it is not 1 or 2 all my 10 candidates got rejected,it was shock for me
I want to know your experience how you guys handle whole crowd of candidates getting rejected, i felt really bad......
Share your thought
Regards
Balaji… Continue
I had a challenging time in my work as all my candidates whom i sourced and put to tech.panel got rejected ,it was some thing like loosing a battle,skill was not a hardened skill say.eg SQL Server Developer but it is not 1 or 2 all my 10 candidates got rejected,it was shock for me
I want to know your experience how you guys handle whole crowd of candidates getting rejected, i felt really bad......
Share your thought
Regards
Balaji… Continue
What makes me a Smart Recruiter?
Posted on December 28, 2008 at 11:25pm 2 Comments 0 Likes
I keep myself a set of process to do smart recruiting.I believe myself smart but i learn lot in recruitment through errors,fires and stepdowns etc. Earlier when i got in industry i don't have armor or strategies was a rookie now became a warrior .
My process starts with
1.Good Job Description which attracts talent as most talent look for excellent roles then their current roles what they are .By having a good description of job talent people are like bees attracted to the… Continue
My process starts with
1.Good Job Description which attracts talent as most talent look for excellent roles then their current roles what they are .By having a good description of job talent people are like bees attracted to the… Continue
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