Exploring India's Recruitment Market: Why Are Current Hiring Practices So Inefficient?

Dear all, I am conducting research on the Indian recruitment market, focusing mainly on level A and B white-collar jobs. The aim of my research is to find the scope for improvement in current recruitment practices and to design new ideas or a suitable product/service along 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!

Regards, 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!

Regards, MT

Your area of research is very interesting and unique. Yes, it is true that most job portals sell resume download options to either companies or consultants. It is their business model. However, what is not acceptable is the authenticity of those resumes. On one hand, consultancies use this information to get candidates registered for a fee, and some may even use this data for telemarketing (Yes, it is true!).

We cannot blame the information provider, but what we need to look at is what the actual success rate is. I am also running a career management company in Bangalore. We never use such a mass database. We have developed our own tool to match responsive behaviors to the job profile, which we feel is the most accurate method of identifying the right talent.

Good luck with your research.

Regards,
Vasudev
Director
Tools Academy for Career Excellence
[Email Removed For Privacy Reasons]

Dear Vasudev,

Thank you for your kind words and views on how 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