Scan the employment classifieds in any newspaper and it appears that recruitment companies have a pretty tight stranglehold on the talent on offer. Correct? Not so. Australian organisations have long been persuaded by recruiters that engaging a recruitment firm is the only effective way to find the talent they need in a market that is suffering from a (perceived) skill shortage and shrinking labour pool. What they are failing to identify, however, are two huge pools of talent that continue to go largely unnoticed: mothers with young children and older, semi-retired workers.
As a recruitment specialist with over 16 years of experience and analysis of the employment market, I continually find myself coming to the same conclusion: that the structure and dynamics of the recruitment industry in Australia are so fundamentally flawed that business is wasting millions in fees and failing to connect effectively with their ideal candidates. The issue of under utilised talent is a big issue and in my opinion only one of the by-products of this very ineffective recruitment system.
In an era where employee retention has become such an issue for so many organizations, a quick-fix mentality driven by short-term results and measured purely by commissions earned and classified advertising space sold offers, in my opinion, no framework for optimal long-term results.
Consider this: Recruitment firms only have access to a small percentage of the available jobs out there. In fact, many are not advertised or are hidden. It is estimated that up to 80% of hobs are hidden as only 10% of positions ever make their way into the hands of recruitment companies. And given the proliferation of agencies vying for a share of the lucrative commission, at best even the largest, most well-resourced recruitment firm has only 2% of the job market in a job seekers sector. How many of you can put your hands up and say you honestly don't agree with this? Not many.
But herein lies the bigger problem. As the job seeker is not the one paying the recruiters they are not the recruiter's number one priority. Recruiters, rather than looking to get maximum employee/employer math are focused solely on grabbing the closest fit in the shortest possible time and scooping up the commissions. Ultimately they are being rewarded for short-term success not long-term employee retention.
The job recruitment agencies in India involves identifying those posts, preparing the job description and person specification, advertising, management of the response, the prequalification process, organizing meetings, conducting interviews, making decisions, the appointment and action. This means that a lot of time and resources must be invested before the right candidate is selected.
Most recruitment agencies in India follow three stages in the recruitment process, which are essentially short list of application, preliminary assessment and final interview and selection.
The recruiting India process may include a written test to judge the particular skills of a candidate. In this case, the test must be carefully prepared, not to deviate from the subject. Much can be found on the candidate's resume. A good presentation of his resume is in an organized way and refined talk a lot on the individual. His mentality and attitude can be judged according to his resume.
Then the interview, which is an important and crucial part of the recruitment process. The person who takes the interview of the candidate must be well prepared in advance. Concerns such as the location of the interview, the timing, structure of the question of strategy, the style of taking the interview must be decided in advance, so that nothing is excluded, and all subjects properly treated.
In addition, there are a number of things that must be taken into consideration in the recruitment process. Until the final decision about a certain candidate is taken, it is important to keep in regular contact with the candidate. The decision-making process should not take too long to prevent candidates from taking any other occasion. An applicant must be informed once the decision is made. He or she must say the entire process of his appointment clearly with the details of all documents to be submitted. A record should be kept of the candidate file for future reference.
The recruitment process must be strong and justified and shall withstand external scrutiny. Only a good job recruitment agency with a good understanding of the area and the process can execute the same success. In India, most of the recruitment agencies to understand the needs of clients and candidates and they work in a planned way to recruit people.
Both Ranju Kumar & Sharon . are contributors for EditorialToday. The above articles have been edited for relevancy and timeliness. All write-ups, reviews, tips and guides published by EditorialToday.com and its partners or affiliates are for informational purposes only. They should not be used for any legal or any other type of advice. We do not endorse any author, contributor, writer or article posted by our team.
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Sharon . has sinced written about articles on various topics from . Sharon is owner of Distant Job that is a Job Recruitment Agency provides online employment opportunity for job seekers. Job recruitment firm site that has a comprehensive collection of employment, jobs, advice.. Sharon .'s top article . to your Favourites.