Hardeep
Scalper :-)
Catererali
Senior Executive Training Officer
Aussiejohn
Workplace Assessment And Training
Dixonjose02
Sr. Hr Manager
Rajat Joshi
Hr Consulting ,trainer -creative Thinking
+1 Other

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interesting article / rant on Linked in :
It's time to stop using recruitment agencies | LinkedIn
Some excerpts :
" Yep there it is, I’ve come out and said it but how many of you have been thinking it for some time?
So let’s start by being honest. I don’t like them and don’t feel there’s a place for them in business anymore. Some may say my view may be incorrect but let me tell you more……"
...how many agree ?

From United States, New York
Totally agree with the article.
I have railed against using recruiters and recruitment agencies for years. Many of them, including the big world wide agencies like Addecco, Hays etc, are totally useless.
Recruitment is not rocket science. With a rigorous, well thought out and fully documented step by step Recruitment and Selection Process in place, and all managers trained to use it, all organisations can manage their own recruitment.
If you want the "RIGHT" staff for your organisation, YOU need to take charge.
You will find many other postings here on CiteHR from me on this subject.
I know you do things differently in India, but I have never understood some of the weird and wonderful things I read here. Just the other day there was a posting from someone who wanted to interview over 400 people for what appears to be a simple sales counter job in a shop!!!
This is not recruitment, it is just madness.

From Australia, Melbourne
Waiting for more views.. anyone ?

While I could be considered to be biased -as I am a Recruiter - I know in some scenarios Third Party Recruiters play a role well - there have been occasions we have been called in to speak to someone the Client knew even before us - and have saved the Client many times over than what they paid us consequent to that recruitment. At the same time there are assignments I regularly refuse for various reasons, including when I don't think at least I would add value to the process.

I think it ultimately comes down to why use an intermediary - a comment on the above link puts it well I think :

" Doing something you could do on your own is something every business owner/manager could do. Everyone can answer the phones so stop using receptionists, cooks can take orders and deliver food as well so stop using waiters/waitresses, politicians can craft policy and learn about topics on their own so stop having a staff, but I digress. Like all things in business there has to be opportunity cost, and if your recruiter is not benefiting you, then yes, stop using them. "

More views ? Surely there are many TPRs here !

From United States, New York
I am a relative fresher in the field of HR, shall complete one year in HR in the next couple of months. After I came in my company, I took charge of the recruitment function. There was hardly anyone to train me step by step. ALthough I struggled initially, now I am happy to say that we have almost entirely eliminated recruiters. It takes a bit involvement from the line manager, but he is the best person to judge as he has to work with the person 5 days in a week!
One funny incident happened in one of my early recruitments. I had been working on closing a position for some time - and it was taking time due to a number of reasons. To be fair, it was a first for me. A recruiter was brought in. They sent a few CVs and 2/3rd of the CVs were already selected by me- earlier.
I held on, and managed to complete the requirement.

From India, Mumbai
Anonymous
I agree with hardeep,
We need recruiters as intermediate because they has the fresh as well as experienced employees database, they can easily match their data with our requirements.
Finding employee on our own & from newspaper is very much time consuming and does not give any guarantee of receiving the right candidate response.
Recruiters help us by providing pool of data with replacement guarantee.
Also there are some vacancies which we don't want to be disclosed so recruiters are the safe to keep privacy of information.
So I don't think it is wrong if we paid for their services.
Recruiters are must to fulfill urgent requirements.

From India, Hyderabad
In my view, we have to see recruitment as one of the many other services the HR provides. Take Payrolling & insurance for instance. These can also be outsourced. But what kind of business / head count are we talking about ? in my view, one size does not fit all.
Hence, if we do not get adequate ROI from Recruiters, shun them out by all means. But personally I am of considerate opinion that for Senior level positions, recruiter / head hunters are required, while in Operations level, an HR team should be able to manage by using Social media, campus hirings, internal / external references, etc. These measures are cost & time friendly as well.

From India, Mumbai
A Recruiter can / must do much more than just finding CVs. He should :

- speak to the candidate to validate the CVs. Many, many cvs are " dead" when reached, candidate already having found a job and not bothered to update the CV.

- using his understanding of the position and industry, extricate points - which may not even show up properly in the CV many times - so as to make a proper presentation to the client.

- find the expectations of the candidate - including salary - and see if they align with what the position offers.

- once proposed follow up with the Corporate to ensure it is not lost in the flood of CVs which the Corporate recruiter would most probably have via direct efforts / other TPRs.

- if short listed make sure the interview cycle gets completed - which could be via multiple interviews.

- help out in salary negotiations - as I said above a skillful recruiter can save the client big amounts here.

- ensure an offer is made, accepted and followed up in a fashion to prevent counters or drops as much as possible.

- help towards a good on boarding ...

And then only does he get paid for his efforts !

At many of above steps a third party is better than a direct approach. Of course it depends upon the calibre of that third party as well. It is true that many such third party approaches could be far better.

A line manager would be obviously involved in the selection process. But many line managers - and even corporate HR - would much rather have someone to facilitate the above rather than do it themselves. They know the humongous and critical tasks these are and are prepared to work with TPRs accordingly.

Just my views.

From United States, New York
Another one, slightly different :

The End of Sourcing Is Near <link updated to site home> ( Search On Cite | Search On Google )

To quote a bit :

" With the growth of the Internet, social media, and employee referral programs, finding talent is becoming amazingly easy. In recruiting, we call finding talent “sourcing,” and for nearly three decades sourcing has been the most important but difficult aspect of recruiting. After all, if you can’t find great talent, you certainly can’t interview and hire them.

But finding top talent among professionals is now becoming painless to the point where almost any firm can do it successfully. The time is rapidly approaching were nearly every professional and working individual in the developed world can be found by a recruiting function."

This was more than a year ago.

So, do " sourcers" still exist ? More / less ? Are they becoming Obsolete ?

And - as the article indicates - if the only thing which is left is marketing, are we heading towards an era where your " Social Visibility "is a determinant of your Job related Competence ?

And for Companies, will only those with the largest budgets for marketing their employablity will survive ? Bearing in mind that a DIRECT determinant of such employablity is the $$$ salary ?

I got an interesting article somewhere on " Klout Scores " - will try to dig out and add in !

From United States, New York
Recruitment agencies are professionals. If a any organisation want to out-source the recruitment function, they can opt for it. If they are confident of doing the recruitment - then they can do it with the internal team. There can tons of examples - for merits of demerits of out-sourcing. If any organisation need of out-sourcing - should clearly define their objectives and ask the recruitment agency to do the needful - to save the time, energy as will as to use the specialised skills of an external agency.
From United Arab Emirates, Dubai
Good thread of discussions initiated by Hardeep !

I do agree with some of the points raised here..especially on the future of recruiting agencies as raised by John. Its a matter of time in near future there would be a shakeout in the recruiting agencies and the company’s HR would take on this responsibilities as a part of their role. As John rightly says – “If you want the "RIGHT" staff for your organisation, YOU need to take charge”. Though am a recruiter myself just shifted from other side of table after working for 15 years in the corporate HR – i know what John has said is correct and truth. This is an inevitable future of HR in India once the other part of the business is stabilized and there is a change in the mindset of leaders. As Dixon says rightly the head hunters need to add value to the organization by focusing on the senior roles/positions.

Today the world leaders of business leaders like Carlos Slim and Richard Branson are talking of three days of working in a week while Indian HR leaders are not enthused. In today’s context yes even i would not agree .But once the shift of the process of manufacturing is outsourced and the Indian economy moves up the value chain wherein the new age industries emerges – this would be a reality.

Regards,

Rajat Joshi

From India, Pune

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