Recruitment
business, in the earlier years, concentrated to get the client contracts by
quoting less processing fee per candidate. By investing minimum amount on the
infrastructure and resources the company would make huge margins.
The
recruiters were provided training initially to speak in foreign accent, to
negotiate and convince the candidates. They were also given pseudo names to woo
the global candidates. This technique was implemented by many recruiting firms
like BPO’s to create the feeling of nativity for the clients as well as
candidates.
I would like
to share an incident happened with me. A foreign candidate complained against
me to our CEO. He stated that I had heavy accent and the voice message was not
clear. Also warned our CEO that “if you employ the people like me” then the company would be out of business
very soon.
Strange
thing is that if the voice message was not clear and understandable, then how
he was able to trace the company’s name and CEO phone number ? This incident
clearly shows that a sudden change is not acceptable by everyone, when it effects them directly or indirectly.
The demand
of outsourcing gave opportunity for the
recruiters to change jobs frequently in search of big money. The staffing
companies also tried to attract the recruiters by offering the incentive
packages and bonus per each hire.
The
recruiters had job portals and references initially to fill the requisitions. There are many job portals available basing on
the skills required. Later the staffing companies hired the candidates on their
rolls and place them on contract or full time positions at clients.
Now a days
the outsourcing is in full swing with various social network media’s applicant
tracking tools coming in rescue of the recruiters helping them in closing the
positions with effective and efficient people.
Would talk
more about the recruiting life cycle and tools used for recruiting in our next
article.
Sushma Namburi
