Recruitments : Retro Review

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