Teamgrouphr
Placement Consultancy
Sskalra
Sales, Hris, Recruitment, Hr
Leolingham2000
Management Consultant
Rajat Joshi
Hr Consulting ,trainer -creative Thinking
Set
Comp Analyst
+2 Others

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Hi folks,
I thought alot on this topic. Being a consultant, its a routine activity- to convince a candidate or to attract his interest in a particular opening.
Its a two way process, one to gain attention on a particular candidate for a particular opening by the employer. Second, to gain candidate's interest in that particular opening.
Here in this post I want to draw the attention of consultants, recruiters basically to share their views, ideas, expertise, so that we can generate something innovative by mixing and matching all of those..
Hope you guys find this post interesting enough to drop down best piece from your side.
Lets work on it..
All the best,
Deepali
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Hi
In my opinion you can convince a candidate for any opening only and only if its really attractive for the candidate. therefore the biggest task is to shortlist the right resume. we have to keep in mind some of the basic things.
1. age of the candidate- young person would be flexible in relocating himself and is more willing change his work profile also.
2. location
3. work profile- you can convince a candidate by offering him a challenging profile if he finds his present job uninteresting. sometimes its also possible that an employee is unable to cope up with his presenr profile. so you have to deal accordingly.
4. brand name - if a candidate is seeking for a company with a good brand name then you can convince him accordingly.
5. family background- family background also matters while taking any ptoffesional change.
So you need to understand the psychology of the candidate thouroghly. So you need to give extra efforts in the initial round of interview.
Sapna
The information available at the point of interview

1.RESUME

2.COMPLETED APPLICATION FORMS

3.FACE TO FACE INTERVIEW DATA

4.JOB DESCRIPTION

5.JOB SPECIFICATION

6.PERSON SPECIFICATION

7.COMPANY PROFILE - EMPLOYER

8.COMPANY SCORECARD - EMPLOYER

Job opportunities / growth opportunities/ careers etc etc

-----------------------------------------------------------------

The items 1 [ resume ] and 2 [completed application form

would provide the recruiter the profile of the candidate

with information like

-name

-education base

-special training received

-total experience

-special expertise

-competences

-skill levels

-knowledge levels

etc etc

and the item 3 [ person to person interview ] would provide

information like

-personality

-communication skills

-interests

-career plans

-aspiration

-future plan

-extra curricular activities

etc etc

A COMBINATION OF ITEMS 1, 2 AND 3 WOULD

REVEAL THE CANDIDATE'S PROFILE WITH RESPECT

TO THE POSITION.

---------------------------------------------------------------

The items

4.JOB DESCRIPTION

5.JOB SPECIFICATION

6.PERSON SPECIFICATION

would reveal the JOB PROFILE OF THE JOB POSITION.

------------------------------------------------------------------------

As we match the PERSON PROFILE with the JOB PROFILE,

there would be a number of factors in the person's profile

which would match / fit with the factors with the job profile.

THE MORE THE MATCH , THE BETTER THE FIT.

--------------------------------------------------------------------------

In our conclusion and summarising, as a recruiter,

we should show the candidate , how he/she fits

the job profile--SHOW THIS ELEMENT BY ELEMENT

WHICH WOULD RAISE THE INTEREST OF THE CANDIDATE

AND LIFT HIS/HER THE MOTIVATION.

Then we take the best fit position and link it with

7.COMPANY PROFILE - EMPLOYER

8.COMPANY SCORECARD - EMPLOYER

Job opportunities / growth opportunities/ careers etc etc

to show the candidate the opportunities that lies

ahead , which are at his/her disposal

BUT WARN HIM/HER THAT OPPORTUNITIES

PASS BY AND THEY HAVE TO GRAB AND

WORK ON THEM.

AS A RECRUITER, WE MUST CREATE AND PAINT

A WORD PICTURE OF THE OPPORTUNITIES AND

WHERE THE CANDIDATE COULD BE IN 3/5 YEARS

IF HE/SHE WANTED TO BE.

A RECRUITER MUST NOT JUST TELL, BUT

-SELL THE OPPORTUNITIES

-ADVOCATE THE EMPLOYER AS A CAREER SOLUTION

-SELL THE BENEFITS OF BEING PART OF THE COMPANY

-MOTIVATE HIM/HER

-SEEK A COMMITMENT.

regards

LEO LINGHAM
Hi Deepali,
Besides the tips mentioned above definately money is a motivator to some extent !! So make use of that too if possible (applicable for junior positions). Also benefits play a part to many....
Hi

I may be repeating few things but never mind... Here are my views..

Ideally,

1. Before convincing other person I will have to be convinced first.

2. Put yourself in candidate's shoes... i.e. given the same situation, terms & conditions ... will you join.

Every thing boils down to

1. Money

2. how your company is percieved in the market.

Of course, I can do almost nothing about the facts that are against me but I can definately try to mould the opinions.

That is, assuming I am from a small startup company ... my approach would be to show the candidate the potential of growth and freedom to work flexibility which he may not find in big Brand names. It would be non practical for me to expect that person to stay for long period because if he performs well, he will move to big brand no matter what I offer him.

So, shall we make create a hype and generate some brand equity so as to retain talent?

I don't know...

Every one including me want to be a part of Big name. Never the less very few would like to be a cog-in-a-wheel. The key lies there only.

Going back to Maslow's need theory, one has to find out which need of the person is prominent at that time and hit that.

Sure this is more of Art than Science ! :D

Cheers

Saurabh
As very rightly put by Saurabh, you have to be first convinced about the position before you go and convince the candidates.
Sometimes or rather many times it happens that consultants show a rosy picture, they convince you in any which way to go for the interview and see if it works out.. Just to meet their own targets... Just to close a position as fast as possible so as to increase their numbers.
Consultants have a very crucial role in todays times when most of the jobs are routed through them. They should work in the best interest of the candidate ofcourse not leaving their own interest behind.
When the opening is just right for the candidate, i believe there isnt much of convincing skills that are required.
Tan
Thanks Saurab.
I do believe that sometimes these guys take you for a ride. So many times it has happened to me that they have forwarded my papers to an organization without even understanding what i do and what are my exectations from my future job. Just to meet their targets they will just send you for the interview and then you realise what a waste of time it was to go and appear for the interview when nothing seem to have interested you.
I have nothing against these consultants. They play a very important role and sometimes one does come across a good job thru them... they sure are the catalysts but all i have to say is that they have to understand their responsibilty well.
Yes you are right... even I have experienced the same couple of times. But the fact remains that the person who is shortlisting you and me for a particular profile is not well equipped and well trained.
The typical small placement consultancy donot have any exclusivity contract with organisations and when they are working on requirement basis, they tend to target more and more people. If any one is selected, their effort is rewarded.
Let them make their living yaar.
Also its our responsibility as a candidate to shortlist the company and profile we wish to go... Afterall no one can waste our time without our consent!!
Cheers :D
Saurabh
Hi saurabh and Tan, Well, the post seems to take an interesting turn. I couldn’t stop myself reading this line again and again. Well said Saurabh... Rgrds, Deepali.
The thread of discussion is really good & interesting..Full marks to Deepali & others for initiating this topic..
Also as a consultant – one needs to understand the potential of the candidates as how would they fit in the company..and their future roles would evolve..would it be a long term & sustainable value for both is the moot point to be asked by consultants…
Cheers,
Rajat
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