Recruitment Market In India - Questioning The Inefficiency - CiteHR
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Dear all,

I am doing a research on the Indian recruitment market, focusing mainly on level A and B white collared jobs. The aim of my research is to find the scope of improvement in the current recruitment practices and design new ideas or a suitable product/service on those lines. It would be great if you could help me gain insight regarding the following questions:

1. Recently, I learned that two-thirds of the revenues of the most prominent job portal in India come from resume database accesses. Why is it that the model of posting a job vacancy and then getting candidates to apply doesn't work better? Isn't calling up people who might not even be looking for a job or interested in the job you have, a very inefficient method?

2. Do recruiters really care about all the details given in a resume? If one were to create a stripped down version of the resume, what information should be present in it and what can be eliminated? For example, only the highest education or qualification instead of school and previous college education details; Top 5 key skills instead of 10-15 skills, etc. According to you, is there a best, no-nonsense resume format that can make the reviewing of the resumes quicker and simpler?

3. There are a lot of job boards, recruitment consultants and services, but it is clear that the hiring market is broken and has a major scope for improvement. What according to you are the top three issues that need to be addressed to make the market more efficient?

Thanks!

MT

Dear Members , Please spare some time to answer the questions. Your views on my post are very valuable and would propel my research in the right direction. Thanks! MT
Dear MT
your area of research is very interesting and Unique.
Yes it is true that most of the Job portals are selling the resume download options to either companies or consultants. It is their business model. But what is not acceptable is the authenticity of those resumes. On one hand consultancies uses this information to get the candidates registered for a fee and some may even use this data for telemarketing ( Yes it is true!)
We can not blame the information provider. But what we need to look at is what is the actual success rate ..
I am also running a career management Company in Bangalore .. we never use such mass data base.
We have developed our own tool to match the responsive behaviours to the Job profile.
Which we feel is most accurate method of identifying the right talent
Good luck for your research
Vasudev
Director
Tools Academy for career Excellence

Dear Vasudev,
Thank you for your kind words and views on how the consultants are charging candidates and misusing data without their permission I assume. I also visited your website and found the skill quotient test and the blog posts very interesting. With your vast experience, it would be great if you could shed some more light on the job market and a prominent reason behind the frequent mismatch of the job posting and the job seeker.
Thanks!
MT

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