Have read with interest the comments put in earlier. I feel that Placement consultants are better placed to help HR in companies to recruit the right person for the job because of the following reasons:

1. Relying on Job portals only will make you as good or as bad as the job portal in terms of the availability of the right candidate.

2. I have nothing against job portals, in fact they serve their purpose but they have their limitations in terms of the candidates who use them. You would hardly find good candidates at senior positions putting out their profiles on job portals due to obvious reasons.

3. Hiring at junior levels is all right from job portals but at middle and senior levels, it is quite inadequate.

4. Placement consultants, in addition to their own data base have the advantage of being able to head hunt from organizations having a synergy with the company for which recruitment is being done.

5. Consultants carry out a lot of initial work in recruitment which HR in companies would not be able to take out time for.

6. Out sourcing the recuritment function also has the advantage of speed and accuracy in the recruitment process.

7. There is good value addition to the recruitment process when outsourced to specialists. Note of warning, when trying to recruit through lower level, unprofessional consultants, you may meet your budgets but would not get a good value addition.


From India, New Delhi
Hi Friends,
I think technical teams involvement in recruitment in always there as they are the one who conduct technical interviews and then make a decision for hiring or otherwise.
I suggest we shall have a structured interview panel which will curb delay in final result if any such is caused.
When companies opt for placement consultancies as their source of recruitment it is not the only source, other than that dynamic & attractive internal referral schemes & job portals also are prevailing, It is very difficult to depend on one source completely to fulfill your man power needs.
Secondly when cos choose placement agencies they expect some extent of tech screening at their end.
Recruitment is a critical function and hence it is important to try and cater to its crucial points everytime in the best possible way.

From India, Bangalore
Please note: The above mentioned analysis does not include the time spent on searching, shortlisting and screening of resumes, which would actually add to a LOT of overhead.
From United States, San Diego

From India
Hi I am Abhay Gadiyar, Recruiter from Nitya Placements, Mumbai.
The job portal database is not entirely dependable. Not all people are willing to float their resume on public media like jobsites. There is a lurking danger of company HR discovering their colleagues on the jobsites. Good contacts and social networking helps good placement companies to fetch passive candidates who are not to be found on any jobsite. These passive jobseekers who pushing from friendly consultants to consider new job offers.
A meeting of the placement consultant with the technical team to understand the requirement goes in a long way to tap exactly matching candidate.

From India, Mumbai
BULK Hiring

1. Have u ever experiance a dump from Job portals,

2. It takes close to 2 hours to shortlist 5 candidates, then it takes another 45 mins to talk to each one of them, sell the organisation, job etc, coordinate an interview,send address email, etc to those 5.

3. 1 Candidate will not be contactable, 1 will not be interested. Out of 3, 1 may not come for the interview because of time or locational constraints.

4. So after spending 3 hours of productive time - u have only 2 candidate, do u suppose that u will be able to make a good decision based on this - My experiance has found that this is not the case.

Generally most companies have 1 person who does actual recruitment - his boss overlooks but rarely does the coordination part of it. So 1 employee has spent 3 hours to no avail for just 1 position whch might not even have been filled?

This is why organisations use consultants. To some extent also for their database & payts are only if a candidate has been selected. Ofcourse corordination with placement agencies is a task too but then atleast u are coordinating with 1 entity for 4-5 candidates.

FEWER recruitment numbers - Portals are not a bad idea at all but the other administartion work should not be too heavy to overburden an employee

Personally all resumes must go through the tech personcoz otherwise they tend to throw a fit that Hr is sending unsuitable candidates for interviews,etc. But keeping them involved full time may not go down well with the tech employee or your managment - no hard & fast rule though.


This query gives rise to a very fundamental question : Why do you Need Recruitment Team in the Company, if they cannot even source the profile on their own...which is a very basic job for which they have been hired for?

Recently I wrote one write-up on this "Titled: Existence of Recruitment Team in your Organization" and yon can have a look at it is at: <link outdated-removed> .


Sanjeev Sharma

(Blog: http://sanjeevhimachali.blogspot.com/)


What do you think is the actual role and responsibility of "Recruitment Team" in company? I my previous write-up titled "Roles for HR Professionals in New Economy, I have mentioned about various roles and responsibilities that a "Recruitment Team" can take-up. The key and main role of the Recruitment Team of any organization is "Sourcing" but even if they are not doing that and just working as a mediator between Various Departments and Recruitment Consultancy Firms/Agency ... don't you think they are not justifying their very existence in the system? Lets go in detail and find the solution.

Different resources available for sourcing

The following are the various resources available for corporates and organizations to get profiles for their requirements:

1) Advertisement

2) Employee References

3) Job Portals

4) Campus Hiring (including, hiring through different private institutes)

5) Recruitment Consultancies/Firms

6) Resumes…posted on the website of the company

7) Direct Drop-ins

The last two are ill-managed resources. If managed properly…these two resources can be very useful and effective. Among the above-mentioned sources "Recruitment Consultancies/firms" is the only source where you cannot, directly get in touch with the "prospective employees".

I am not against "Recruitment Consultancies"…I am in favour of them and I want to use them in a better manner. I want to use this resource for "Headhunting". This gives rise to two more questions? What are different resources available with Consultancy Firms…for sourcing and what is difference between Sourcing and Headhunting?

Different Resources available with "Recruitment Consultancy Firms" for sourcing

Recruitment Consultancy Firms also use all the above-mentioned resources except "Campus Hiring" and "Employee Reference". (Let me know if there is any other resource available to them). Then, why is it that you cannot tap the talent and they can? Probably, you are not aware of the market? Probably, you are not aware of the business?

Sourcing v/s Headhunting

This explanation and distinction between Sourcing and Headhunting is for one of my very dear friend (Mr. Amod Bajaj; Zonal Manager in one of Delhi Based Company). Sourcing is then when your profile is readily available in the market…either on job portals or it is available with almost all the Recruitment Consultancy Firms. In such scenario you are available in the "Supply Pool" and as and when there will be any "Demand"…your profile will be considered.

Headhunting…as the term suggests…you are not available but those who need you…they need to "hunt" for you. Your profile is not available on any of the job-portal… and only few selected (your trusted) consultants are in possession of your profile and there is very little chance that they will respond to any "job advertisement". In such scenario, the Recruitment Team or the Recruitment Consultant…should be very clear about the Job Description and Job Specifications…should have very clear picture about the industry and business and should know where to find such people…matching those Job Specifications. Then you should find his contact details and thereby his profile. This process is called as "Headhunting". So friends, if your profile is availble on Job Portals or readily available...otherwise...and you get an interview call...that is not "Headhunting" but "Sourcing". More often one needs to headhunt for following profiles: CEO, CFO, COO, Directors, Presidents, Vice-Presidents, National or Global Heads and for those typical profile which are hard to find.

As it is not adviceable or ethical for a company to "Headhunt" people from the market, they assign this job to a Third Party…to do it for them. Stanton-Chase … Recruitment Division of E & Y…are couple of such Head-hunters.

What the "Recruitment Team" is actually doing?

First question, if the recruitment team of your company is the final authority to "Select" or "Reject" a candidate? In most of the cases…your answer will be NOPE, they are not the final authority. That right has been vested on "The Departmental or The Functional Head". If those Department and Functional heads selects anyone on their own…without informing you…you cannot do anything.

Now the second question…you cannot take any decision (on selection or rejection)…you cannot even source (just getting people from recruitment consultancy firms)…then what are you doing in the company? Are you working as mediator or coordinator between "Consultancies" and "Functional Departments"? In such scenarios…how can you justify the very existence to this "department" in the organization? I am not against "Recruitment Department"…my question is if they are not doing the very basic and key function of their department-"Sourcing" , then what they are doing?

As soon as they get the requirement from any department or any division they just call their (their selected, short listed or favourite) consultants and place the requirement. I have seen…in some cases they are not even able to explain to the consultants…the Job Description…Job Specifications and roles for the profile that they are looking for. It is an irony.

Some hard facts

In big companies…national or global companies…the size of recruitment team is enormously huge…as big as 70-100 people. On an average…each member of recruitment team…gets a salary of Rs 3-4 LAKHS Per Annum. On that, how can you justify a payout of Rs. 3-5 LAKHS Per Month to an external recruitment agency?

Solution and Conclusion

It is not my verdict and it is not my decision. It is your company and it is for you to pay. But, I suggest to "Corporate Heads" and "HR-Heads"…either use your all resources minus recruitment firms…efficiently or outsource your total "Recruitment Process" to an external agency. This will save a lot of Administrative and Operational Cost. What do you say?

Looking forward to your comments, opinion and feedback.


Sanjeev Himachali

(E-mail: ; )

(Blog: http://sanjeevhimachali.blogspot.com/)

From India, Mumbai
Finding the right kind of people is a very challenging job. Even, HR personnels are busy with other HR activities. And given the amount of personnel an organization needs tohire every week,this is a highly challenging job. This doesn't however mean that the HR personnel is unskilled

What do you think are the other roles for Recruitment Team? In this particular posting we are talking abt Recruitment Team. Companies hire Placement Agencies because their Recruitment Team is not efficient. The main task for Recruitment Team is to prepare profile (JD's), source candidates and coordinate with Operations for Interview. These are the basic expectations from the Recruitment Team. Hiring Placement Consultants means the Hiring Team is not Efficient.
Sanjeev Sharma
(Blog: http://sanjeevhimachali.blogspot.com/)

From India, Mumbai
Recruitment processes typically take more time to complete and involve more expense. Internal recruiting often takes place through emails and job board postings at the company. To recruit employees, you have to invest money in marketing and advertising for the position, as well as paying recruiters to actively seek out the most-qualified external candidates. Additionally, the screening process requires more diligence and thoroughness since you no less about external candidates than you do about internal candidates.
The most common reason, particular for lower-level jobs, is simply to save time and effort. Many organisations don’t have the staff to sift through all the applications that can be generated by an ad in a newspaper or on the Internet, so they use an agency to bring the numbers down to a manageable level or even fill the post for them.
For very senior or highly specialized appointments, employers will also often use a top placement agency that specializes in finding people for that specific profession or level of experience, one which has good contacts in that field.
A best recruitment agency is a company that is paid to find employees for other companies who need them.
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From India, Mumbai

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