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

Thread Started by #Deepali Singh

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
25th February 2006 From India, Delhi
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
25th February 2006 From India, Delhi
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
26th February 2006 From India, Mumbai
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....
27th February 2006 From India, Mumbai
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
1st March 2006 From India, New Delhi
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
2nd March 2006 From India, Mumbai
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.
2nd March 2006 From India, Mumbai
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
2nd March 2006 From India, New Delhi
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.
2nd March 2006 From India, Delhi
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
3rd March 2006 From India, Pune
Hi Rajat, Saurabh and Tan,
Well, I really want to have an honest answer from you all, specifically from
freshers or who have just started with this function...
" How many times are you really concerned of the candidate's or the company's benefit?? Though I don't say that you can succeed by a simple mix and match..but then isn't that we somehow concentrate more on the numbers or targets ( reasons could be many)"
Say for an example- our client requires a sales & marketing person, now don't we try to convince a candidate, even if he is not much interested in that opening. Sometimes isn't that we know the salary what the company's gonna offer and the candidate lies out of that bracket, still we say " you can always negotiate or discuss once you see employer's interest".
Hope I am making my idea understood!!!!
dips
3rd March 2006 From India, Delhi
Hi Dips

I donot have an answer as I feel it is an exteremely debatable issue [being related to ethics and morality]

In my opinion there will be very rare consultants who keep the candidate or the company's benefit over and above their own benefit.

We rarely find a perfect match for a position.

Now given the scenario, there are bound to be trade-offs. And it is typically the consultant who has to initiate the trade off. He may send a not-so-good candidate for a post stating several reasons like in this salary level you will not find a better person..etc

Similarly, when it comes to consultants sending candidates to not-so-good jobs, consultants use different reasons to convince him that this job is meant for him.

When an individual starts looking for a change?? Typically one - two months before he would like to leave his current company. Now, the candidate is under constant mental pressure of exploring all possible opportunities. This is what I will term as ' Let's give it a try' syndrome that exists heavily in the candidates.

We can not put all the onus on the consultants.

It may be unethical to convince a person for a particular post knowing that he is not fit for that role.

But my take here is that You will rarely find a perfect match for a post so given the choices, Is it really unethical to convince someone for a role which is actually not meant for him?.

If he doesn't gets convinced... Ideal Situation [candidate know what he wants]

If he gets convinced and doesnot get selected... company wins [as he was not the right guy], Candidate wins [this was a job not meant for him.]

You Win [you gave company one candidate for interview, you gave candidate an opportunity where he could get selected]

You lose [Ethically]

If he gets convinced and also gets finally selected, it is also everybody wins situation except you as a consultant may feel it is not actually a right match.

In every case, evrybody is gaining except when the consultant may lose that too becase they were not ethical, but Who cares!! I think as a consultant, every one of us will try to do this because I AM THE MOST IMPORTANT PERSON FOR MYSELF.

This is the philosophy on which we are doing business and behave

in our personal life [most of us]
3rd March 2006 From India, New Delhi
Hi CiteHR,
I am writing after a long long time and I heartly wish to see Mr' Leo Lingham as he has helped me alot during the start of my career. I even dont know whether he writes now or not.
Being continously into recruitments, i still want you people to continue this thread as it is worth it and a question in every recruiters mind !!!!
Regards,
Dips
25th July 2008 From India, Delhi
Seems to be an interesting thread!!
Thanks to Deepali for initiating it again.

Let me first analyze the past responses from my understanding

1. Consultant takes candidates for a ride- If you are not smart enough, everybody will take you for a ride. Consultants like every other professional are obsessed with numbers. More interviewees, more selections!

2. Consultant is not a trained HR- Job of the consultant is to "Source" candidates, not to "Career counsel" him/her. Sourcing doesn't require HR degree, it rather requires sales like abilities, where the consultant is able to sell the position or company.

3. Ethics and morality- Let's get real. How many people are actually doing their duties in an ethical manner? Why blame consultants only?
To talk about the morality of the candidates , only 50% of the candidates turn up for interview amongst those who actually agree to turn up.

4. The role is not meant for the candidate- How many people actually know which role is meant for them? It is the job of a consultant to let the candidate have a hang of the role and then let him/her decide whether it is suitable for him/her.
Most of the people find grass greener on the other side , that's the reason they keep on looking for a change. i can never understand how can somebody be so influenced by somebody(Consultant in this case) that they forget their own career objective.

I am sure , i must be sounding like a crazy consultant by now.

Let's get down to "Must nots" with regard to consulting

1. Wrong Salary information- For most of the people this is primary trigger , so salary at the worst should be told negotiable ( at the best , should be realistic figure). If you tell somebody that he can get 10l/annum( earning around 5l), he will forget about role & everything and go for interview.

2. Process the paper without intimating candidates

It is to be understood that consultants are also under severe pressure to perform like any other professional and they are just a conduit between company and candidates, & thus in my opinion they should be allowed to take lil freedom with respect to

1. Company's brand image- Ultimate responsibility lies with the candidates to check credentials before they say yes to interview

2. Role- From candidates point of view, it will be exaggerated. Call it occupational hazard. Cut down on it by 20% and then see if you still want to do it.

3. Urgency- More than the opening, it is the target which is urgent. Same as that of any other profession.

Hope i have not lost the plot.

Responses will be welcome.

Regards
Team GroupHR
25th July 2008 From India, Delhi
Hi teamgrouphr,
The " Must nots" , that you have mentioned here are very true, and I think most of the consultants don't do this. Even I ask my recruiters to take care of this, because even if you are giving wrong info on anything ( viz. salary, position etc.), the loss will be yours, as candidate might refuse at the last step. So ultimately its your time ,& cost wastage, and may be you loose a good candidate for future openings also. So, don't you people think that these aspects while recruiting does to come to your mind.
I would love to have your views, all the consultants out here ..
May I know the name of your consultancy, teamgrouphr ??
Can anyone inform me about Mr. Leo Lingham, if he writes these days ???
Please Administrator ??
Thanks,
Dips
26th July 2008 From India, Delhi
Hi Deepali,
This situation depends on sector you are working , but to convince candidates, it depends upon job which candidate will do & what we are doing. Situation turns more unfavorable when we work on scarce technology & requirements.
But we must have act like a consuler rather than a consultant at the time we are convincing them.
Greatest Pleasure of Life lies in doing things
What others say you canít do!!!
A conclusion ........
26th July 2008 From India, Bhopal
Deepali, You can find Mr. Leo Lingham on allexperts.com. He is still guiding people as always.Search for his name on mentioned website and you will find his posts.
His profile is also there on LinkedIN.
Regards
Team GroupHR
26th July 2008 From India, Delhi
Hi, Its very true, When you talk about ethics, you’ll find a list of things, but what about business ?? You can’t be happy from both the sides.What say??dips
29th July 2008 From India, Delhi
Hi Friends, I think this could be a question for all recruitment consultants... See its a debatable issue, so your opinions are welcome here..
30th September 2008 From India, Delhi
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