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Sunday, January 31, 2010

Different Types of Recruitment Models

Different companies have different hiring needs. So depending on level of engagement, exclusivity, long term prospects and other factors many different recruitment models are followed in the market.Here I will try to explain them.

Different recruitment models:
  • Contigency Hiring
  • Retained Search
  • Exclusice Requirements:
  • Recruitment Process Outsourcing(RPO)
  • Outplacement
  • Executive Search
Contingency Hiring: In contingency hiring whenever a company comes across any requirement it gives it to many consultants at the same time and asks all of them to send resumes.Only  the consultant whose candidate is offered gets money from the company. Here recruiters don't get any assured and fixed salary. Their revenue depends entirely on whether they can make offers or not.As risk factor is high here, consultants charge more percentage for such type of recruitment. generally company pays in terms of a specific percentage of CTC of the candidate. This is the most prevalent way of recruitment.

Retained Search: Here a recruitment consultant works exclusively for a specific requirement and payment is divided into two parts.He  is paid a fixed amount by the company for search activity. It is called retainer fee. Other than that if he makes offer he gets more money. For recruitment of senior executives like CEO,Sales head very focused approach is required , so this method is preferred.

Exclusive Requirements: Sometimes companies give some requirements exclusively to recruiters. Here recruiter assures the client to close the position within specific date. if he cant close the position by that time he needs to either  close the position with lesser commission or bear some other penalty.All the conditions are clearly decided before the contract. Here percentage of commission is less than contingency hiring because there is no competition.

Recruitment Process Outsourcing(RPO): RPO model is gaining lot of popularity recently. Here a company outsources whole recruitment process to another consultant. Some people from the consultant side seat in the company itself and manage the whole process by themselves. The sourcers can either sit in the client place or in their own office. Here RPO partner is responsible for closing all the requirements. They take care of the whole recruitment process right from sourcing,scheduling, interviews, offer to joinings.The benefit for the company is that- they don't have to manage their own recruitment team which reduces costs. But on the other hand risk is high, because if consultants don't understand the company culture and hiring plans properly it can get disastrous also. So companies should be careful while choosing recruitment partners.Because we are talking about high scale and longer duration engagement here.

Outplacement came into picture during  recession period. Here If a company wants to lay off some people employees to cut costs, they can hire a consultant to place those employees in other companies. The recruitment cost is borne by the current employer.Outplacement is not very popular till now.

Executive Search: Executive search teams only focus on senior level ie: CEO, CTO, Sales head and similar kind of requirements. Method of sourcing for such positions are quite different from junior level requirements. Here number of potential candidates are less and they don't prefer to show their resume on the portals. So head-hunting, searching in networking sites and personal networks help a lot. For such requirements commission is much higher. Executive search teams do retained search activity also.

 Other than the above models recruitment can be divided in other two types.
  • Permanent recruitment
  • Contract or Temporary staffing:

Permanent staffing: Here after recruitment the candidate stays in the company payroll as a permanemt employee.
Temp staffing: In case of temporary staffing/ contract staffing the candidate remains in the payroll of the consultant and works with the company for a  limited time period. Companies generaly prefer this model if the project is small or uncertain. Again it reduces their long term costs also. So this model is gaining good popularity now a days.

Both permanent and temporary staffing can be applied to all the above recruitment models.
I have tried to explain different recruitment models followed in the market. Please mention you suggestion and feedback in the comment sections.

Wednesday, January 20, 2010

Simply hired goes social with Linked In, Facebook and twitter integration.

Simply Hired, the largest job search engine network, recently announced some new social job search features through integration with Linked IN, Twitter and Facebook.

Lets have a look at them.

They have introduced two main features:
1)Linked in Mash-up
2) Share with Facebook, twitter and Linked-in contacts.

1)Linked In mash-up:  Suppose you come across a requirement for which you are interested. You just have to  click 'Who do I know' button and it will show people who are in your network in linked-in and they work in the same company who have the job requirement.In my opinion this is a great tool, because you can ask your contacts in the company to refer you for the post, which increases your chances.

2)Share:  Here you can share good requirements with your contacts in twitter or facebook or linkedin. I have only one problem with this feature. When you share the req in Facebook or twitter it will be seen by all your friends or followers, out of them it may not be useful for 95% of people.

Social media is buzz word now. So this new features will definitely give boost to popularity of Simply Hired.I think all job boards will also start these features very soon.

Applicant Tracking system - Zoho Recruit

Till now many of the recruitment consulting companies in India use spreadsheets to track applicants. But looking at the amount of information(email id, contact details, schedules, status) to be maintained and updated, using a applicant tracker system is a much better choice.Now a days there are many such applications are available in the market which helps in managing the recruitment process.But many of them are either costly or not convenient.

Recently Zoho lunched an online applicant tracking system called Zoho Recruit. Earlier it was a part of Zoho People, but now they have introduced it separately.For people who don't know, Zoho is and Indian start up with a range of products in  online office application systems.

Main Features:
  • You can source candidates from multiple sources and do initaial filtering quite easily.It has its own resume database.
  • You can keep track of the cadidate through out the interview can schedule interviews, send mass mails, update ststus and keep notes in the application. 
  • You can publish jobs on your site through Zoho recruit and attract resumes directly from candidates.

Useful for: It is definitely helpful for corporates as well as recruitment agencies.

Cost: It comes with both free version and standard edition($12/month/user).

Verdict: It looks to be good. Independant consultants and recruitment agencies who are looking for a good applicant tracking system can definitely check out this one.

Tuesday, January 19, 2010

HighTea from Timesjobs

HighTea from Timesjobs

Recently I came across one article in Timejobs blog where they have summed up 10 new features they introduced in 2009. Many of the features are enhancements or modifications of what was already there but some are new and good. One feature that I particularly liked  is HIGH TEA.They introduced this feature in March 2009.

High Tea is basically a live webchat event where  jobseekers and recruiters can have a live chat session with a senior HR manager from some reputed company on a scheduled day.

How does it work?

1st of all you need to register in Timesjobs site.

On the scheduled day and time you can send your question via chat box. The moderator will shortlist relevant ones among all questions and pass on to the guest. The guest can be in front of the  system chatting himself or he can be on phone(most of the time) where he answers  and moderator will type the answer for you. All this happens live .All questions and answers are visible on the screen.

Information regarding new sessions are available on their official blog .

I believe this initiative is good for candidates, recruiters and corporates also. Candidates and recruiters can ask queries regarding job-market and interview processes and have an idea of what corporates are looking for.  At the same time corporate HR managers can participate as the guest and share their ideas. Here it can be a good promotion for their companies also.

Among the main Indian jobsites Naukri, Monster and Timesjobs, I can see Timesjobs giving a lot of focus to social media.But while searching for their official blog I came across not one , not two but three sites!!!- [1], [2], [3]. Many articles are cross-posted in them. Running an official blog is a good step but three blogs can at best divide your audience. I hope they have a better reason for this.

Monday, January 18, 2010

Fundoo Recruitment Trick #2

Fundoo Recruitment trick #2
(Slice Search)

Suppose, you are working for a client who wants 3-6 yrs candidates and they can offer exp+2 lacs max salary(i:e-3 yrs guy will be offered max 5 lacs).

How do you do such search?

If you put exp 3 to 6 and max sal 6 lacs in your search, along with relevant ones you will also get profiles where a 3 yrs guy is getting 6 lacs salary- which we don't want.

Any other option to get most relevant resumes ?


Lets divide the whole search into three parts.
  •  3-4 yrs (max CTC 4 lacs)
  •  4-5 yrs (max CTC 5 lacs)
  •  5-6 yrs (max CTC 6 lacs)

Here we divided the whole resume pool into three parts according to experience and CCTC. 1st search will give you candidates wth 3- 4 yrs experience and having max CTC 4 lacs.Their ideal expectation will be around 5-6 lacs, which is justified.

Other searches will also give relevant results.

Nothing new, isn't it ?

Thursday, January 14, 2010

Indian Recruiter Blogs Directory

Indian Recruiter Blogs Directory

Indian Recruiter Blogs Directory is contains a list of  good recruitment blogs created by Indian recruiters.


My advance apologies if I have missed your blog.This is just a beginning. Kindly send your blog URL to my mail id and I will be glad to add you.

Note: Till now I have skipped blogs which post jobs.Will take a decision on them later. Again there are many wonderful HR blogs which contain occasional recruitment posts. For the time being not included them also.

Wednesday, January 13, 2010

Boolean search explained for recruiters

Boolean search is a very important tool in sourcing from job boards or search engine. Using Boolean search you can filter out irrelevant resume from the resume database and retrieve resumes with required skill sets. It eases our sourcing effort to a great extent.

Boolean search works based on logic.

Here I will try to explain how to use Boolean operators effectively to extract most suitable profiles from resume database.

Here are two cases out of which I will take one and make an effective search string using Boolean operators.You can take the other case or think of a case on your own and try to use Boolean operators for it. This will help you learn it better.

Case 1: We are searching for candidates with core java and multi threading skills and Unix or Linux or Solaris platform experience but he should not have worked in telecom or networking domain.

Case 2: We are looking for sales managers in insurance domain but he should have retail experience not institutional or corporate sales.

Main Boolean operators:

•    AND  is used when we want both skill sets such as X AND Y
•    OR is used when we want any of the available options i.e.: X OR Y OR Z
•     Bracket/parentheses () is used when AND and OR functions are used in same string. i.e.: X AND (Y OR Z). The above search means X is mandatory and either of Y or Z will do.
•    Quotation mark”—“is used when we are looking for exact phrases i.e. “technical architect”. This search will find resumes with exact phrase “technical architect” written in them.
•    NOT- NOT is used when we don’t want a specific word in a resume i.e.: (X AND Y) AND NOT Z.

 (Pic Courtsey: Naukri)

Here, I will take the 1st case:

1)    If we put a search - Corejava AND multithreading, we will find profiles where all these words are mentioned i.e.: all the candidates might have worked on corejava , multithreading .

2)    Now the problem is - there may be many profiles where people would have written corejava as core java and multithreading as multi threading or multi-threading. We don’t want to miss any of them. So how do we accommodate them? Here OR function comes handy. We can change our search string to - (Corejava OR “Core java”) AND (multithreading OR “multi threading” OR “multi-threading”).

3)    But we are looking for people who have worked either unix or linux or solaris platform. So now the string becomes (Corejava OR “core java”) and (multithreading OR “multi threading” OR “multi-threading”) and (unix OR linux OR solaris) .

4)    Now we are looking for people who have worked in core java, multithreading in unix/linux/solaris platform but he should not be from telecom or networking background.

So the search string we can use is (Corejava OR “core java”) AND (multithreading OR “multi threading” OR “multi-threading”) AND (unix OR linux OR solaris) AND NOT (telecom OR networking).

Now this is a strong Boolean search string which covers all the aspects of the case. Here the results will be lesser in number yet most relevant - exactly what we want.

As I told you earlier, only reading will not do. Take an example and try using the Boolean operators one by one. Look at the results and analyze them. You will find out the pattern very soon.

Some recommendations:
•    When ever searching for any skill try to put all the alternatives a candidate could have used to mention that skills set i.e. (multithreading OR “multi threading” OR “multi threading”). This will make your search more robust.

•    Use NOT operator carefully.  For example: You have mentioned NOT X where you don’t want people who have worked on X skill. Here the search will remove every resume where X is mentioned even once . As a result you may miss some people who have worked in your required skill sets and casually written X once or twice somewhere in there resumes. So before putting NOT operator, think of all the outcomes.

Boolean operators are not as complicated as they are thought to be. After all you have to learn only 5 operators. Remember how many formulas we used to practice in math class in school!

Portal or internal database have huge number of resume of all skill sets. So the key lies in finding the right resume quickly. Strong Boolean skill will help you achieve that.

I have tried to explain how to use Boolean logic in recruitment sourcing as simply as possible. Still if you have any doubt or you think I have missed something, please inform me in comment section or through mail.

Note: I have written Boolean operators in capital letter. But in most job boards you can use small letters also.

Tuesday, January 12, 2010

Fundoo Recruitment Trick #1

 Fundoo Recruitment Trick

Suppose you have got a requirement JD and you are not able to understand the role properly. What is the next step for you?

Call the hiring manager and connect to some technical person in the client and discuss with him. Right!


We have a simple trick, here.

Log into any popular job board; put a search for a candidate with required skill set from the same client who has given you the requirement. 70% of times you will find somebody who is working with your client for the same project. Now don’t call him!

Just go through his current project and understand his work profile and the skill sets required. You will have a better understanding of the req .

How is it!

I am sure many of you already do it, but still thought I should share it for the new comers.

Sunday, January 10, 2010

How to organise a recruitment drive (Part 2)

Contd from....Here

On the day of drive:
  • Reach the venue at least 1 hour before the starting time. This will give you necessary time to make arrangements.
  • If a written test is planned then arrange a long room with sufficient chairs.
  • Arrange sufficient chairs in waiting room.
  • Arrange enough candidate information forms and interviewer feedback forms.
  • Arrange rooms for the interviews to be conducted.
  • Have a small talk with the panel members about the hiring plan.
  • Discus with the hiring manager and decide on the average duration of an interview. Convey it to panel members. If interviews stretch for very long time, it may be difficult to finish the process for all the candidates.

Once candidates start coming in :
  • As candidates come, give them information form to fill. Mention the time of candidate’s arrival so that you can send them for interview serially.
  • Immediately start interview process.
  • Don’t make candidate’s wait for very long time. At the same time don’t let interviewers sit idly. Once a candidate’s interview is finished, take his feedback and send another candidate. If a candidate is rejected, don’t make them wait. Rather inform them about the feedback politely and send them back.
  • Keep proper records (candidate name, interview feedback, panel member name etc) of the process in either excel sheet or any other paper.
  • Arrange second round of interview for 1st round shortlisted candidates. And if he clears the final technical rounds try to arrange HR rounds also. If you can finish the whole process in the same day it is good for both the sides. Candidate need not come again and you need not bother to schedule him for HR round again.
  • Look at the candidate turn out ratio and if necessary change your plan accordingly.

(Sample record sheet. Can be modified according to need)

Some difficult situations and how to handle them:
  •  Low turn out ratio:
Suppose candidate turn out ratio is very less ie: you have scheduled 100 candidates and only 30 have turned up and hiring manager is really angry.
What to do:
Call all the consultants who have done sourcing and ask them to follow up the candidates again and push candidates to come for interview. Then go to the hiring manager, apologize to him for inconvenience caused and inform about the steps you are taking. It will help to cool him down.
  • Appearance of uncalled candidates:
Sometimes candidates hear about some recruitment drive from their friends and just show up with their resume. Here either you can ask them to leave as they were not scheduled or let them sit for interview.
My suggestion is: take their resume and show it to the panel members. If they find the resume to be suitable, let them sit for interview.

Parameters to measure the success of recruitment drive:
  • Turn out ratio: The ratio of candidates scheduled versus candidates turned up should be good. Generally 70-80% turn out ratio can be termed as good.
  • Offers: Number of offers will definitely be criteria for success of any recruitment event.
  • Smooth proceedings: How well organized the drive was? Did candidates have to wait for very long time? Did you goof up any time?
Well, this is the whole recruitment drive process explained.Simple! isn't it ? :)

Plan properly, maintain a calm demeanor and act diligently. Drive will surely be a success.

How to organise a recruitment drive (Part 1)

How to organize a recruitment drive

What is a recruitment drive?

Generally recruitment drives (or events) are conducted when the requirement is generic but critical and number of positions is more. Here on a predetermined day ideally 50-60 candidates turn up for interview and 4-5 panel members keep taking interviews of candidates all along the day. Number of panel members varies according to number of candidates. Mostly recruitment drives are conducted on weekends as candidates have off that day.

Recruitment drives can be of two types:

Walk -ins : In case of walk-ins, an advertisement regarding the drive  is published  on news paper or job boards. Any candidate with suitable education and skill set can attend the interview. Mostly it is done for 0-2 yrs candidates.

Scheduled interview: In case of a scheduled interview large numbers of candidates are scheduled by consultants or company to come on the same day for same requirement. In this case their profiles are already seen and shortlisted by the technical people.

In case of scheduled interview, please ensure that all the candidates get the mail with Interview venue, timing, contact person detail and Job description.
Also candidates should be called a day before for conformation and if possible consultants should do follow up calls also.
Also ensure that all interviewers are informed about the timing and requirement properly.
Discuss the process of interview (number of rounds, written test) with the hiring manager.

Continued here..

Friday, January 1, 2010

Don’t look for best talent in the market!

The title is a little surprising.. Right!

Well let me explain.

Talent is a very over-hyped and misinterpreted word in recruitment industry.

What is the measurement of best talent?

Is hiring only about finding the most skillful candidate for the job?

Finding the best available candidate for specific skill set and sending for interview is not end of a recruiter’s job. Chances are also high that he will clear all the rounds. But what are the chances that he will join the organization?

If he is the best talent available in the market, then probably he should have offers from other organization also- after all good professionals are always in demand. What is the budget of your client? Best candidate will obviously not come cheap. He might bargain for money after being offered. Can your client pay best salary in the market to retain him for long time? Even he will be lured by competitors time and again. Will your client afford losing him in between the project? How crucial his role will be in the project?

Well, there are many more factors than skill and money that will decide if the candidate will join or not!

A recruitment consultant’s job is expectation management- expectation of many parties.
  • A candidate wants good working environment, best salary in the market and scope to learn.
  • Technical manager wants best talent in the market with relevant work experience and quick learning ability.
  • Hiring manager wants cost of resource as low as possible and want the candidate to join before the project starts.
  • HR people check his personality ,his background, previous working history. They will also evaluate if he will be a cultural fit into the company.
All of them have their priorities and a candidate can join an organization only if all of them are reasonably satisfied.To be a successful consultant one has to look at the bigger picture. Each candidate you send should match with the broader hiring strategy etched out by client, at the same time your client should be matching to his idea of an ideal employer.

Checks for the recruiter:
  • Never send a candidate whose expectation is more than what client can offer. Even if his profile is processed and he clears the interview, chances are very high that he will not join due to salary issues.
  • Get as much information about your client, its culture, working environment as possible. When talking to a candidate try to juxtapose it with the candidate’s current working environments. Try to access whether the candidate will find comfortable working environment in your client.One small example to make the point  clearer : Working environment is starts ups and in bigger established companies is totally different. Work process in start ups is more casual and spontaneous, where as bigger and established companies follow a lot of process. A candidate from start up background may find the changes suffocating.
  • Try to check how flexible the candidate is.
  • Try to find out what the candidate thinks of your client, what is his motivation to join your client.
Always remember - sending an unsuitable candidate to a client and finally his not joining is wastage of time for client, candidate and recruiter. So respect their time and you will get respect and success in return.

The whole point of this post is: don’t look for the most talented candidate in the market- rather search for the most suitable one who will join your client happily, stay there for good amount of time and do his job  properly.That will generate revenue and admiration for you.

The sooner we understand the difference between the two the better for us.


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