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RECRUITMENTS
Recruiting & Staffing
RECRUITMENTS
Exchange ideas about sourcing, screening, interviewing, finding passive candidates, measuring your results, and more.
WE NEED A PARTICULAR PERSON VERY BADLY FOR OUR COMPANY. HIS DEMANDS, IF CONCEDED WILL UPSET THE SALARY STRUCTURE EXISTING AND WE MAY BE MAKING MORE PEOPLE UNHAPPY INSIDE. HOW TO CONVINCE THIS PERSON T
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Forums » Topic Forums » Recruiting & Staffing » RECRUITMENTS
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RECRUITMENTS
posted at 2/11/2001 6:24 PM EST
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Posts: 11
First: 2/11/2001 Last: 2/11/2001 |
WE NEED A PARTICULAR PERSON VERY BADLY FOR OUR COMPANY. HIS DEMANDS, IF CONCEDED WILL UPSET THE SALARY STRUCTURE EXISTING AND WE MAY BE MAKING MORE PEOPLE UNHAPPY INSIDE. HOW TO CONVINCE THIS PERSON TO ACCEPT WHAT CAN BE OFFERED WITHIN THE STRUCTURE? |
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RECRUITMENTS
posted at 2/16/2001 6:03 AM EST
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Posts: 434
First: 6/14/1999 Last: 4/25/2001 |
If you only need a person for a short period of time, the sign on approach might work. But once the bonus money is gone, your prize employee might well be, too.
Do you have a capability to offer stock options? How about a performance based bonus program on an ongoing rather than a sign on basis? For example, you might have a bonus which, at target, makes up the difference between your pay level and your candidates but which also has an upside potential to exceed the target bonus by an equal amount for exceptional performance. If you don't have those capabilities or something similar, your only other options might be to reevaluate your overall pay programs (painful) or pass on the candidate (could be equally painful). |
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RECRUITMENTS
posted at 2/16/2001 8:10 PM EST
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Posts: 495
First: 9/30/2000 Last: 8/19/2011 |
You need to determine the urgency of what you need in balance with what you have.
Internal equity is, no doubt, one of the biggest issues. As far as convincing the person to accept what can be offered - remember if you are putting this individual outside of your normal parameters you are looking for trouble. Again, you need to determine if you really need this person when you know you are going to upset the morale of your existing staff. I can only hope that this opportunity was put forth to your existing employees; if not you're in for one heck of a ride! |
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RECRUITMENTS
posted at 2/18/2001 5:26 AM EST
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Posts: 2
First: 2/18/2001 Last: 11/28/2001 |
Dear Mr. Reddy,
You are facing a situation , which I am sure , is being faced by a no. of HR guys especially of those companies which are growing and face very strong competition. I am also eager to follow on the responses given on this issue . As far as my company is concerned, while we are equally sensitive to the existing strcuture , we do understand that fresh talent with greater specialiasation is needed desperately to maintain the competitive edge. If we are convinced that the skill & knowledge set the new guy is bringing in is not present in the existing structure , then we do take in the new guy even if it requires to pay extra. Afterall the reward system can't be a static structure but an evolving process . And we can't just keep seeing inside while being blind to the external world. Instead it makes a good case for reviewing the internal structure viv-a-vis the external market. New talent shall always be a challenge to absorb - sincerity & transparency in the recruitment process minimise the internal pain. We can discuss this further if this interests you ! warm regards Soni |
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RECRUITMENTS
posted at 3/17/2001 3:04 PM EDT
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Posts: 26
First: 3/17/2001 Last: 3/20/2001 |
You may want to consider replacing this individual with another qulaified person. Keeping a person who is so demanding, and conceding to his demands will only lead to further demands that may end up bankrupting your company. If you would be interested in seeking a qualified person for this position, please forward any pertinent inforamtion to us, and we will assist you in locating the right person for the position you need filled. We are a job/career referral service, and have many highly qualified candidates who would be happy to work with and for you, for the right salary, which I am sure is not a problem for you. Contact us for further information at: TRP3777@aol.com
our website can be viewed at http://trpinc.micronpcweb.com |
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