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Hey, My interview is scheduled next week with exl for the post of data analyst (python & Tableau) . I just wants to know how many rounds are in the interview process. And what kind of questions will be asked..And i already told them that I'm expecting a 100% hike which is 7 lakhs/Annum. Was that too much? Any help would be appreciated ThanksEXL Service
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WPF merging with Alight Solutions!
Guys, my friend had her last working day last week and she thinks she forgot to fill her timesheet for her last 2 days before handing over the laptop. What can be the consequences of this? She is really worried about this
P.S she belongs to a back end team serving the firm internally charging time on only one code.
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If Tech Mahindra HR is telling that after joining he will take care of onsite. It is US project. So in U4 Tech Lead position is it possible to send someone US onsite in L1/business Visa?? Shall I consider the onsite opportunity what HR is telling?? Or I should consider other companies to join. Please suggest I am really confused. Accenture Tech Mahindra Tata Consultancy Infosys Wipro
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Be honest in the job posting, and expect that filling these roles will take additional time.
Most of my clients have very long processes, some even include Assessments and meeting with physiologists before an offer is made. I’ve never had anyone back out or ghost because I’m always very upfront about what to except and how long it can take. I also prioritize candidate engagement and making sure I keep candidates warm throughout the entire process by checking in with them at least once or twice a week.
Hope that helps!
You’re a brilliant Manager, thank you for sharing ! @Search Consultant 1
You have to be upfront about it. Or, loosen it some. Something has to give.
While I appreciate everyone's comments it comes down to this. Please understand I have been in HR full cycle for over three decades. First and foremost if you are the recruiter or onboarder you need to fully establish your ramp or lead time. Period! Without this information readily available you will be swimming.
Once you have take that into account, you can proactively start the process with that information in the foreground. Time is of the essence. Attracting and retaining talent in this pool has to make sense and return on investment to all stakeholders at the end of the day has to align with organizational objectives. Recognize it is not about your efforts but cumulative on all levels. Hope this helps. Best of luck to you.
In addition, remind candidates of the reward when they get the job. Whether it’s company brand, $$. Prestige or metrics you can share! Keep eye on the prize😊
I once took a job that after 4-5 months, I felt I was still unsuccessful in understanding the concepts. I was ready to quit when I asked my manager if he knew when he hired me I had a steep learning curve. He then said he did and that it takes about a year to grasp it. If I had known upfront, I believe I would’ve still took the job but would have felt less pressure early on.
Are all of these steps REQUIRED, or are they parts of the process that can be eliminated for efficiency? If they are REQUIRED, then when posting the job and through the entire process make sure the candidates understand the expected timelines for roles to be filled