Sanjeev.Himachali
Hr & Od Consultant
Abhay Gadiyar
Recruiter & Life Insurance Planner
Rohini
H R Manager
Vndixit
~ Recruiter ~
Axel_ashu
Hr Professional
Kumudaachal
Consultant
Jkjhanb
Founder Director
Shalav
Hr Consultant
Kishore2007
Vp Marketing
Shyamraorane
Human Capital
Spsp_venky
Manager Hr
Suvarna Nikam
Hr Professional
Ebirbal
Executive Hr

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Why do corporations having accounts at top job portals also hire recruitment agencies INSPITE of of these job portals having millions of resumes in their database?
Or is it BECAUSE of these huge databases that HR personnel are unable to find good matching profiles for their requirement?
To what extent would it help if the recruiting team also involved members of the technical team(not necessarily from the same team for which a person is being hired, but any one with similar technical skills) to shortlist candidates from these job portals?
I just landed a job and need to hire people and need to lay out the hiring procedure. Please advice. Thanks !
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Hi,
As per my knowledge goes, the reason behind hiring placement agencies is that frankly speaking many people don't register in job portals. Basically, the people who are interested to leave their city, state etc are the ones who post their resumes in job portals.
But in placement agencies, when a person goes to them for registration they have a basic interview with the candidate which gives the placement agencies an idea about the individual. His preferences, area & nature of work, his expectations etc which helps them send the suitable candidate to the organizations.
Thanks for the response, just to clarify, to what extent would it help if the recruiting team also involved members of the technical team while shortlisting (promising) candidates from the job portals?
would it be
a) extremely helpful
b) very helpful
c) somewhat helpful
d) not helpful
Do you think we can save a lot of time and effort this way, or would it make things worse ?
I my opinion, technical persons would be in a better position to relate a resume with the requirement ? Would you agree ?
BTW, sorry for posting this question in the wring topic area :(
Hi,
Yes, HR working in Companies can take Data Base from Job Portals , But many times HR from companies are busy in daily HR activities and sometime the manpower in HR dept itself i s less. many times hardly
2 HR executives handling all Hr Activities , so they are busy in regular HR activities and at the month end , they are busy in salary and PF , ESIC.
Going to placement is of course expensive for them.
But HR working in companies are not so much target oriented like recruiters in Consultancies.
And Consultancies have core business is of genrating Data only, so you name it and you get it ,its like that.
So companies go to consultancies. They help in getting placement faster.
Regards,
Rohini
Thanks for the response Rohini,
If I'm reading you correct, what you are implying is that its difficult to find qualifying candidates from these job portals (takes too much time and effort) that services of consultancies are used?
Thats precisely why I asked the previous question - how much do you think it would help if members of the technical teams are involved to short list suitable profiles from these job portals ? Would you still go for head hunters ?
Has anyone conducted any sort of excersise like this ?
thanks again for the responses!
Hi,
I think it will help when HR in company should create some strategies , lot of head hunting and referancing is needed.
Thats what consultancies do. So even companies can create small consultancy withing the conmpany, say 2 recruiter are doing headhunting making 50 -70 calls a day and other are working on actual requirement.
we can create a small consultancy withing a company.
Because everytime approaching consultancies is expensive, because bosses say that: see the budget , how much they are charging" then you feel. " I m not using this money for me , I m using for company.
Nothing personal guys and nothing offensive
Regards,
I think better solution would come if the HR guys have Technical knowledge too for the first round of screeing.
Involving Technical team for shortlisting resumes is not very practical as they would be short of time already and they have own deadlines!
Regards,
Kumuda
Hi ebirbal,

This is a question that everbody should look into. There are certain systems and procedures that we follow or implement for ourselves as well as for the company. The question that you are asking for is: Why the person looks for different options once some options are available with him. In my view.

The HR needs to see things from top angle.

He needs to see how much time available with him to involve himself in different job portals

He needs to understand how much he stays good in the subject matter

He needs to see what all back ups available with him....Technical/subject support.

Based on different options one need to understand how equipped he is with the weapons, then only he can decide completely.

The goal is to get a right man for the right job.

If you have good exposure to the portals then go ahead

If not then you ask yourself as to how to reach your goal.

Now I think we understand the objective of the question.

There are good placement agencies available, who have taken this as a long term career. They understand the business and if you give your requirement in detail, they help you to fulfill your requirement, after filtering the candidates at their level and revert back with all those requirements, which you may need to check at your level and task completed.

This is something what I do and I understand. We have more ways to see the particular thing in wider range. Try to understand the concept. I tried to put here is you are the deciding force and I appreciate " SEE A PROBLEM NOT AS A PROBLEM BUT SEE A PROBLEM WITH SOLUTION. You will see every problem solved.

I hope this may help you.

Regards

Venkatesh
I am a recruiter. Many people come to us after going through the online databases. People come to us for many reasons, but most of the time they come because

1. they don't have time for detailed study of all CVs

2. they cannot dedicate senior manager for recruitment because of operational activities that he she is involved in

3. they feel internal or external pressure to hire

4. they don;t have expertise in subject area

5. regulars know that it is cheaper

As to the next question of associating technical person I believe that Recruitment professionals in agencies have the capacity to match profile in generic terms and come up with alternative options of candidates for a particular position. The skill is more on how to read a cv or how to understand a person and this goes beyond the general exposure to technical skills. However, during final assessments we do recommend our client organisations to participate in decision making because during these assessments most important task is to see relative advantage of candidates and discussing which set of skills and attitude would be best suited.
Of my experience in recruitment:

1) Job sites' database only give access to candidates who are actively looking for a job.

2) The best applicants come in response to advertisements

3) Staffing agencies get access to the same people that every other recruiter does.

4) Placement agencies (supposedly) tend to have a considerably huge database that gives them access to more people than what the job sites can offer.

Though placement agencies lack the knowledge of looking at what companies look for in candidates, the time invested in talking to candidates is effectively deligated out of the internal recruitment team. (This is based on my analysis) For instance, a recruiter talks (over the phone) to a candidate an average of 12 minutes. Which means that in an hour, effectively its 5 candidates. 3 do not fit the positions, and/or not interested. 2 get to the first level of interview, of which 0.5 make it through to the 2nd level. and 0.25 offer, 0.125 join. Meaning, we are close to 2.5% on speak to join ratio. Which is too little. Hence, it becomes a lot easier to have the talking part left to the consultants (selling the job, the company, and a basic assessment).

This improves the ratio of speak to hire for internal recruiters by, at least 4 times.

I guess what I am trying to say is close to what ebirbal expressed, but with numbers. Please add on your thoughts
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