Dear Friends

It would be interesting to know from Corp HR the time frames they have internally to fill up NEW positions. I understand Replacement positions would be having a tighter time frame but NEw positions for expansion plans, new projects etc may have more time.

I want to understand how much in advance the senior HR managers start planning and release the openings to consultants. Also have they done a thourough job analysis and come to a written JD & Candidate profile with budgets keeping in mind the prevailing market demand & supply scenario ( in terms of availability of Talent), competitors, location of industry etc. It would help re works on JD's and afterthoughts on what exactly they are looking for.

A whole lot of pain can be saved if proper planning is done by the Senior Management along with the Senior HR managers.

Someone had mentioned about the whims & fancies of the senior Management (C Level) during the hiring process. I guess it would again be the job of the Senior HR manager to handle theri Internal customer to smoothen the entire hiring process and in turn create a harmonious environment between various stake holders - Company ( as an organization), Senior management , Senior HR managers , HR Executives / recruiters & finally Consultants.

As I understand the Senior HR Managers (GM/ VP Level ) need to play a critical role.

With all due respect, some one please tell me they ARE doing what they are supposed to be doing !!! We consultants need to understand how are the Senior HR managers contributing / affecting the entire hiring process and in turn Client / consultant relations

Good HR Associates

From India, Chandigarh

Well..after reading all the messages from Ash, GHA and Raj, i agree that it does happen both ways. sometimes HR Exe also play around but again not necessarily all Hr professionals are like that. It all depends on the situation. I agree with Raj that consultants do not do their homework properly on the mandates. They just keep forwarding profiles. Infact Corp HR spends lot time in going through them. but again we cannot generalise all consultants. but most of them so far in my 10 yrs in this field i have seen they do postman kind of job. sometimes i feel the problem is that actaully we would have briefed the client manager and they go back to their office they will put junior guys to source CVs without proper briefing. so there it goes..communication gap...They keep coming back to us with so many clarificaitons which i wd have already given it to the client manger. so now i send them a mail with all the points so that they can go through for ready reference.
I was handling a senior position replacement sometime back. After three months of intense search and after various interview rounds one candiate was shorlisted for the final round. unfortunetly there were so many changes in that last one week, this positon went on hold. consultant was so very disappointed. i agree sometiimes it happnes but HR does not do it intentionally as we are only facilitating the business leaders. so it all depends on the business. many times i have noticed hiring managers will never be happy with the CVs. they just want to see more and not possible to get 100% fitment.
And when we have multiple vendors, it always happens that the same CV we receive from two/three different vendors. so i consider it from whom ever i have recd it first.

From India, Bangalore
Dear GHA

I somewhere agree with your points I have worked with a very large database done massive recruitments and handled a big pool of consultants simultaneously but GRASS IS ALWAYS GREEN ON THE OTHER SIDE………. Do you agree with this????

I don’t coz the truth is being an HR sometimes you are a victim to such situations also… Inspite of having your policies & procedures in place there is always a set of employees in the organization who are never open to understand the technicalities behind the recruitment process.

The finalization of the job is not in the hand of HR it is in the Hand of technical guys….


Openings coming to a HR table needs to be prioritized by them and per the requirement they shuffle their demands especially when they are dealing with the higher authorities in the organization.

Even sometimes in my tenure also consultant gave me the same kind of feedback so to overcome this problem let me share with you what all I did

1)Asked my support to maintain a tracker from which consultant the profile is coming first. (Up to some extent it helped me but at the time of massive recruitment model failed.)

2)Then finally came to a decision to avoid this fight asked my consultant to send me the profiles excluding the contact details send once the profile gets short listed I use to ask the consultant itself to line them up.

And I even don’t deny on the fact that these practices are sometimes intentionally carried in the organization. Being very straight to your customer leads to loss of leads and business sometimes.

AS STRAIGHT TREES ARE CUT FIRST… so my advice is to be a little diplomatic in these cases and frame out some strategies which can help you in streamline the process.

From India, Mumbai
While sending CV's to the recruitment manager/client you are supposed to hide telephone number and address of the candidates. This will help the consultants being cheated as the HR manager will not find the above detail in the CV's and cannot make direct contact to the candidates.

From India, Delhi
Mr. Raj Kumar Hansdah,

Thank you for your views & comment …. I agree “experience does have its uses”.

Experience brings lot of things together with it.

That’s why I didn’t reply GHA’s comment about me & kept patience.

I would say it was not the real GHA made that comment but was just his/her immediate reaction. Probably his/her such reaction might be as result out of many of his past, recent experiences, the opposite views in the thread, some proposition of hurted self ego (read as self respect).

However, you have highlighted the old matter here. I would add; GHA should share his views, beliefs or reply to anyone without being arrogant. Also, he needs to work on his detail orientation skill ( GHA, Please wait for a while, control your reaction  )

May be GHA is the smartest one around. Through such controversial discussion he/she is collecting our views and may be soon publish a BOOK on it.

GHA, rather than just visiting first page of the website you could go through the whole website and it’s extended links.

Yeah, the company is existing and it’s one of the largest companies in this country. It is a Group Company having more than 25 sub companies.

One of them is Binzagr Unilever, equivalent to HLL, India (Hindustan lever). The company is the only producer or supplier of all the known cosmetic products and other FMGC products here.

So this is just one segment. There are other segments too where the company is securing good percentage of market share.

You are right we need to update our website, but does it really need priority action?

One should not always rely or judge based on website.

One individual can fake through eye-catching website, show they run large consulting firms. Believe me there are consultants (from all sector) do practice it.

Ohhh!!! None of the country I have been among the mentioned in your posting. Wrong Guessing 

To All, Sorry I divereted the discussion for a while.

From Saudi Arabia, Riyadh
Dear Pankhuri
Thanks for your post. Excellent views!
All these years we have been trying to find out ways and means to get a fair deal, but I guess you as well as others have been mentioning about the limitations they themselves face in theri organizations. That is fine with us.
Yes, we do need to find ways of dealing with the smart pants in the corp HR without ruffling their feathers.
One way could be to decide on a deadline to close the position and discuss in detail the urgency of closing the position and likelyhood of it being put on hold. This way we can pre empt them into making a fool of us by collection profiles & putting the position on hold.
Good HR Associates

From India, Chandigarh
Thanks for your post.
Offcourse that is a common practice and we do that with all our clients. But as I said earlier in a post even without the Name & contact details the Cv can be fished out from portals using some appropriate keywords .
It is easy & unethical. All the Bad Corp HR do this all the time
Good HR Associates

From India, Chandigarh
Dear Amish
What a transformation!! I apologize. My earlier impression was wrong about you.
With this post and your posts else where ( ..fake interviews..) you have come across as pretty mature and self effacing person. I am not planning to write a book! Just looking for answers to the questions & frustrations we face on a daily basis dealing with Bad Corp HR.
But it is always a learning expereince interacting with thinking professionals. 15 Years of diverse experience ..and I still learn something every day.
Today I learnt..first impressions may be wrong :icon1:
Good Hr Associates

From India, Chandigarh

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