Recruiting in a nut shell
Millions of people across the Globe are working around the clock in a multi billion dollar market. Their target – help a Recruiter meet the right Candidate!
Sounds simple, but we in the recruiting market know what is in store for us.
The Past
Recruitment has undergone a spate of technology growth since Computer and internet have come into the market.We migrated from Rack and file to email and computer folders, then moved on to Job boards and ATS, in the near past we have started exploiting Web 2.0 in our Recruiting effort.
What is in store for us in Recruitment in the future?
Being a Recruitment Technologist, I always dream of creating various products, services and tools to help simplify recruiters’ task. Here are some of my ideas which will surely turn into reality. Who ever brings them out – recruitment community will surely benefit.
Web Interviewing: With travel cost escalating by the day, Web interviewing is going to be part of the Recruiters toolkit in the future. Already a few players have got into this market. We will soon see more players and better tools in Online interviewing area.
Candidate Profiling: With Candidates today networking and sharing information in the web in different platforms and websites, in the near future, we can expect to have a one point profiling solution which will accumulate information about Candidates from various Social networking sites and technical forums & provide us a comprehensive overview about the Candidate.
Mobile based recruiting: Our current ATS will start provide a Mobile plug-in for communication to all recruitment stakeholders. This will ensure instant communication. This plug-in will evolve into a complete Mobile based recruitment system. Soon Mobile phones and PDA will be part and parcel of recruiting.
Intra ATS plug-ins: How easy will it be if you are able to shortlist a set of Candidates and automatically submit them to Clients ATS and receive communication and status updates through your ATS directly? I hope we will see some solution in this area soon.
Organization mapping service: A very useful tool for head hunters, organization mapping services will provide comprehensive information about an organization and its structure including who is who in the company.
Prediction and Pipelining: With current demands & past history of recruitment, smart and intelligent tools will come into the market which will pre-identify possible openings and pre-source resume and candidates for the position. Now recruiters have to just screen the resume and start the hiring process.
Certified Candidates: I hope someone will bring out a website where candidates can submit their text, video and audio resume. Interview them, understand their skills and do a back ground check. Then offer a certification which can be accepted by multiple Corporations. So once you see the certification, you can start processing the candidates without actually doing a due diligence of Candidate. This helps save enormous time & money here. Candidates are also happier since they don’t have to undergo the process with every company they apply to.
There are definitely many more ideas out there. Please share them here.
I would love to hear your comments.
Wednesday, July 1, 2009
Wednesday, June 17, 2009
Innovative Business Opportunities for Recruiters!
Innovative new Revenue Models for Recruiting Firms
Currently revenue generation models in Recruiting are very limited in India. Staffing, Placement & Head hunting are the only income for more than 95% of the recruiting firms in India.
Why not try some of the following revenue options. Few of these Opportunities are not currently being practiced & which could turn to be very potential:
Recruiter Branding: Handling HR and Recruitment Branding assignment for clients.
Job Branding: Branding Jobs is currently unheard of in Indian market. In most of the Companies, Requirement of people for a particular Job is perennial. They sure need to brand this Job to ensure maximum interest shown by Candidates. In fact, just writing a proper Job description will yield in very good response and a firm can thrive on it.
Interview Management: Many times due to improper management of Interview and Candidates attending the Interview, there is a ill feeling among Candidates & at times even among the Interviewers. Interview Management requires high quality professionals. Like DJ’s for events, Interviews also needs IJ’s (Interview Jockeys) who will ensure satisfaction among all stake holders. And this will enhance Brand image of the company and reduce Offer rejection to a certain extent.
Campus Recruitment: I don’t think I have to explain much about it!
Response Management: Corporate houses receive resume through multiple sources and have a whole warehouse of Resume (I mean electronic warehouse). If you could help them manage these responses and help in putting these resume into a structured database, you have a very potential revenue opportunity. Again, Response management for advertisements, events in ‘on demand’ model will also prove to be profitable.
Written test Management: Today, most of the companies recruiting entry and junior staff ask them to take up written test. If you are able to manage this, you are in for Good revenue.
Recruitment Process Outsourcing: RPO seems to be the next big thing after BPO. So start planning your RPO & grab this opportunity. RPO helps you receive constant revenue through out the year.
Turnkey Recruiting: Again, this is a good opportunity. Rather than sticking on at 8.33% or above per candidate, look at the assignment with a different perspective. See how much it will cost to handle a turnkey assignment, buffer it with your profit margin & get going. At times, I have seen that a flat Rs. 2 lakh contract for hiring 40 people proved to be much more cheaper than doing a single placement at 8.33%
There are many more opportunities. Pl let me know if you are having a different revenue opportunity which is not given here.
Currently revenue generation models in Recruiting are very limited in India. Staffing, Placement & Head hunting are the only income for more than 95% of the recruiting firms in India.
Why not try some of the following revenue options. Few of these Opportunities are not currently being practiced & which could turn to be very potential:
Recruiter Branding: Handling HR and Recruitment Branding assignment for clients.
Job Branding: Branding Jobs is currently unheard of in Indian market. In most of the Companies, Requirement of people for a particular Job is perennial. They sure need to brand this Job to ensure maximum interest shown by Candidates. In fact, just writing a proper Job description will yield in very good response and a firm can thrive on it.
Interview Management: Many times due to improper management of Interview and Candidates attending the Interview, there is a ill feeling among Candidates & at times even among the Interviewers. Interview Management requires high quality professionals. Like DJ’s for events, Interviews also needs IJ’s (Interview Jockeys) who will ensure satisfaction among all stake holders. And this will enhance Brand image of the company and reduce Offer rejection to a certain extent.
Campus Recruitment: I don’t think I have to explain much about it!
Response Management: Corporate houses receive resume through multiple sources and have a whole warehouse of Resume (I mean electronic warehouse). If you could help them manage these responses and help in putting these resume into a structured database, you have a very potential revenue opportunity. Again, Response management for advertisements, events in ‘on demand’ model will also prove to be profitable.
Written test Management: Today, most of the companies recruiting entry and junior staff ask them to take up written test. If you are able to manage this, you are in for Good revenue.
Recruitment Process Outsourcing: RPO seems to be the next big thing after BPO. So start planning your RPO & grab this opportunity. RPO helps you receive constant revenue through out the year.
Turnkey Recruiting: Again, this is a good opportunity. Rather than sticking on at 8.33% or above per candidate, look at the assignment with a different perspective. See how much it will cost to handle a turnkey assignment, buffer it with your profit margin & get going. At times, I have seen that a flat Rs. 2 lakh contract for hiring 40 people proved to be much more cheaper than doing a single placement at 8.33%
There are many more opportunities. Pl let me know if you are having a different revenue opportunity which is not given here.
Friday, June 12, 2009
My day Ruined!
Few days back, I had a very urgent opening for the position of Team Leader. As usual, I went around posting my Jobs on Jobsites. And the response was huge. Around 100 applications chocked my inbox. I went through every resume & found 10 profiles suitable for the requirement. I decided to shortlist the best 5.
All the ten were actually good. Eventually I short listed the better 5 among them.
And sent interview calls to the candidates.
One person told he was not able to make it. I received confirmation from others. Well, surely for the kind of shortlisting I had done, one of these will get through.
I arranged the technical round of Interview with the technical head. He was specific that he wants at least 3 persons to choose from… I informed to him that we have called 4 persons & all of them have emailed the confirmation.
On the interview date, I was a bit jittery… I any of these guys don’t turn up, my job is at stake.
After some time couple of Candidates had turned up for interview. I was hoping the others will turn up soon.
I called the reception and asked the names of the Candidates “Rajesh Reddy & Anirudh Malhotra” replied the receptionist.
I opened up inbox to check who have not turned up…
1. Rajesh Puli
2. Anirudh A Malhotra
3. Prakash Mathur
4. P Rajesh Reddy
I decided to call the candidates & called Prakash Mathur. He informed he was not able to make it. I thought, still if the other candidate turns up, I will be saved
I checked the confirmation emails from Rajesh Puli & found a single sentence which ruined by day… “Once again, I confirm attendance – Regards, Rajesh Puli Reddy”
- Duplication check has ruined another recruiters day. How many of our have been ruined till date.
- PS: As usual this is a Story… with an underlying fact!
All the ten were actually good. Eventually I short listed the better 5 among them.
And sent interview calls to the candidates.
One person told he was not able to make it. I received confirmation from others. Well, surely for the kind of shortlisting I had done, one of these will get through.
I arranged the technical round of Interview with the technical head. He was specific that he wants at least 3 persons to choose from… I informed to him that we have called 4 persons & all of them have emailed the confirmation.
On the interview date, I was a bit jittery… I any of these guys don’t turn up, my job is at stake.
After some time couple of Candidates had turned up for interview. I was hoping the others will turn up soon.
I called the reception and asked the names of the Candidates “Rajesh Reddy & Anirudh Malhotra” replied the receptionist.
I opened up inbox to check who have not turned up…
1. Rajesh Puli
2. Anirudh A Malhotra
3. Prakash Mathur
4. P Rajesh Reddy
I decided to call the candidates & called Prakash Mathur. He informed he was not able to make it. I thought, still if the other candidate turns up, I will be saved
I checked the confirmation emails from Rajesh Puli & found a single sentence which ruined by day… “Once again, I confirm attendance – Regards, Rajesh Puli Reddy”
- Duplication check has ruined another recruiters day. How many of our have been ruined till date.
- PS: As usual this is a Story… with an underlying fact!
Wednesday, June 3, 2009
Monday, June 1, 2009
Start up City - 2009, Bangalore - Lots of HR exhibitors!
Start up City at Bangalore
Start up City 2009 has some very interesting exhibitors. I have listed a set of HR and Recruitment Products and Services. If you are at Bangalore in 6-June-09, don’t miss this event. Sanjeev Bikhchandani, Founder & CEO of Naukri.com is addressing the event.
RecruitPro
Intuitive, Interactive & Social Web 2.0 Recruitment Software
Job-a-Fair
Is a pioneer of futuristic multipurpose job portals that seek to effectively meet the complex demand and supply of human resources to industry verticals and also serve as networking platform
Sharma Infotech
Offers varied solutions like ecommerce, job boards, customer relationship management, content management systems, social networking, real estate management and customized web solutions.
Jobs mill
Jobsmill.com is a free placement site for job seekers where they can place their resumes and search for job vacancies that suit there requirements the best. The employers can post vacancies as well search for resumes.
Grey Tip
Greytip Software is a focused HR & Payroll software solutions company.
iVirtual
iVirtual is a video based, virtual interview program that transforms the way Employers, Recruiters and Job Seekers interact.
Hope to meet you at the Event. Pl leave a Comment below if you are planning to visit Startup City.
Shankar
RecruitPro
Start up City 2009 has some very interesting exhibitors. I have listed a set of HR and Recruitment Products and Services. If you are at Bangalore in 6-June-09, don’t miss this event. Sanjeev Bikhchandani, Founder & CEO of Naukri.com is addressing the event.
RecruitPro
Intuitive, Interactive & Social Web 2.0 Recruitment Software
Job-a-Fair
Is a pioneer of futuristic multipurpose job portals that seek to effectively meet the complex demand and supply of human resources to industry verticals and also serve as networking platform
Sharma Infotech
Offers varied solutions like ecommerce, job boards, customer relationship management, content management systems, social networking, real estate management and customized web solutions.
Jobs mill
Jobsmill.com is a free placement site for job seekers where they can place their resumes and search for job vacancies that suit there requirements the best. The employers can post vacancies as well search for resumes.
Grey Tip
Greytip Software is a focused HR & Payroll software solutions company.
iVirtual
iVirtual is a video based, virtual interview program that transforms the way Employers, Recruiters and Job Seekers interact.
Hope to meet you at the Event. Pl leave a Comment below if you are planning to visit Startup City.
Shankar
RecruitPro
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