How to attract, recruit and make loyal employees in the software firms?

Résumé du document

Recruitment in a company is an obligated part when we are looking for a job. It is necessary to pass job interviews, and a selection is made before the interview in order to select the best candidate. Recruitment involves costs, but not just financial costs. We have the cost of time, cost of training, cost of money. Various persons are implicated when we recruit someone. There is the HR department in its entire form, then we can have the Manager of the concerned department, the CEO of the company in some cases, etc.

In the IT department, and when we recruit with the help of another company, called a software company, we have several interviews (2 at least) with the client company, and an interview with the software company. It could be stressful for the applicant, but we have to do this in order to check all the knowledge. There are many applicants in the IT and commercial jobs.

Extraits

[...] In addition to the aspect "image", represented by the corporate brand, it is a question of being capable to provide an offer to the future candidates. The company will have to take a particular care to propose, such a service provider, a supply in adequacy with the waiting of the demand. After saying that, we have a legitimate question: what are the different elements of an attractive company? The graduates are attracted by an employer, or rather a “corporate brand”, once the HR marketing was set up according to various criteria. [...]

[...] In fact, this premium (which is added to the fixed and variable wage) is calculated in function of the turnover made in the group. More the turnover is higher, more the premium will be important because the employee is at a good ranking. So one of my colleagues made various trips trips in 5 months), thanks to the premium and the preferential rates. Jealousy could be present here, because just few people can take advantage of this. The third point is the working conditions. [...]

[...] Since 1967, these small firms of consulting, which became ones of the giants of the recruitment and delegations of competencies in the world, exist. Cap Gemini is now one of the world leaders, employing less than 50.000 people throughout the world. Sogeti, which is a subsidiary of Cap Gemini with 100% of their social capital and employing about 18.000 people, was well developed year per year. The forecasts for 2009 are not really good, due to the current economic situation and the cut off of all the IT budgets. [...]

[...] Translation : “Some firms will never change. For others, there is Cap Gemini” Atos Origin launched a big ad campaign in 2006. The main target is young graduate, and the value of the company. [...]

[...] Having a better management is sometimes necessary in order to keep and make loyal its employees. Many employees leave the company because of the pressure, the stress and the objectives sometimes too important and impossible to reach. The main word is “Respect your margin!” in each software companies, because they live on their margins (they employ the engineer with a permanent contract, and they have to pay and motivate their employees, thanks to heir margins). Unfortunately, when I worked in Quadra, I saw the different margins, calculated in function of the cost price of the engineer. [...]