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  • Submitted By:: Note From A Job Seeker

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    Abhirup Chakraborty
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    This note from a job seeker summarizes frustrations with a lengthy and confusing recruitment process that lasted over 6 months. Key issues included a lack of company and role details in the initial job posting, no updates from the company after an initial meeting, an unclear job description, multiple rounds of interviews and assessments with different people that lacked coordination, and a failure to provide timely communication or feedback. The job seeker believes the organization should be held accountable for the significant time lost during this drawn out and ambiguous recruitment process.

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    This note from a job seeker summarizes frustrations with a lengthy and confusing recruitment process that lasted over 6 months. Key issues included a lack of company and role details in the initial job posting, no updates from the company after an initial meeting, an unclear job description, multiple rounds of interviews and assessments with different people that lacked coordination, and a failure to provide timely communication or feedback. The job seeker believes the organization should be held accountable for the significant time lost during this drawn out and ambiguous recruitment process.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPTX, PDF, TXT or read online from Scribd
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    Download as pptx, pdf, or txt
    31 views6 pages

    Submitted By:: Note From A Job Seeker

    Uploaded by

    Abhirup Chakraborty
    This note from a job seeker summarizes frustrations with a lengthy and confusing recruitment process that lasted over 6 months. Key issues included a lack of company and role details in the initial job posting, no updates from the company after an initial meeting, an unclear job description, multiple rounds of interviews and assessments with different people that lacked coordination, and a failure to provide timely communication or feedback. The job seeker believes the organization should be held accountable for the significant time lost during this drawn out and ambiguous recruitment process.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPTX, PDF, TXT or read online from Scribd
    Flag for inappropriate content
    Download as pptx, pdf, or txt
    of 6

    Note from a job seeker

    Submitted by:
    Rahul Santuka(10202187)
    Subhendu ku. Sahoo(10202186)
    Farhanur Rehman(10202185)
    Joydeep chakraborty(10202184)
    Abhirup Chakra borty(10202183)
    Why is organization unable to decide?
    Or the recruitment itself is farce?
    • Organization is unable to decide because the company
    name and advertisers name was not specified on
    jobsahead.com.
    • Even one month after that meeting with GM
    marketing there was no information from the
    company.
    • HR manager was not able to give an affirmative reply.
    • Job specification and job description not clearly
    mentioned in the advertisement.
    • The person observing the case was not attentive.
    • After one to one interview another case study was given
    to all the candidates.
    • After that there was a written test based on summary of
    case and questions on reasoning, mathematical skills
    and language which was not appropriate.
    • After that group discussion was done with a team leader.
    • Next day one more interview was conducted with two
    more colleagues of Walvekar.
    • After one more interview was conducted at factory by
    GM (HR) and VP (marketing).
    • Due to all these reasons we think that recruitment
    process was farce.
    COULD THE ORGANIZATION BE MADE
    ACCOUNTABLE FOR MY LOST TIME?
    • The organization and people in its recruitment and
    selection process would be accountable for the time
    lost.
    • No particular time mentioned for the recruitment &
    selection process.
    • 6 months loss of time. The process was cumbersome
    with lots of confusion.
    • It can de motivate the candidates.
    • Cost: Its increases cost of employees , because they
    remain jobless for six months.
    DESIRED RECRUITMENT PROCESS
    • First they should take a telephonic round for screening
    the candidates as they are far away from the head office.
    • Then then can ask them to come at their head office for
    the further recruitment & selection process.
    • On that day they can start with the long problem solving
    case related to their company.
    • Then one final round of interview with GM (HR) and Sr.
    VP (marketing) should be conducted.
    • Offer letter should be given and process should end
    within 2 months.

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