Posts Tagged ‘jobs in mumbai’

Qualities of a good Recruitment Consultancy

Recruiting is a job that requires a special talent and those seeking a position as a recruiter must have a distinct type of personality.

Qualities of a good recruiter are similar to those found in a good leader: displaying honesty with superiors and subordinates, having a positive attitude regardless of presented circumstance, displaying fortitude and integrity and making others a priority.

Possessing these attributes will help ordinary recruiters be extra-ordinary, rising above those who may be less enthusiastic and lack dedication to the profession. One of the most overlooked qualities of a good recruiter is having industry knowledge. This not only pertains to the administrative tasks involved with the recruiting process but also the technical knowledge required for various positions.

Some of the best types of recruiters are former management professionals in a given industry. By having previous experience in the industry recruiting for, industry-specific recruiters have a thorough knowledge of the educational requirements, personality traits and professional experience needed to fill each position. In addition, these types of recruiters are able to advise candidates regarding the position’s working conditions and possible career paths.

A good recruiter is able to take previous industry knowledge one step further by keeping abreast of current industry changes including licensing requirements, recommended professional certifications and mandatory position-specific educational and examining requirements. To assist all candidates, a good recruiter must also keep current with changing employment laws and the whole multitude of other state and corporate requirements that impacts on the workplace.

If you are interested in becoming an extra-ordinary recruiter then it’s time for you to study your industry from every feasible aspect and in turn use this knowledge to stay ahead of the game at all times.

Recruitment companies – What it means

In India the recruitment companies can primarily be divided into 5 types:

• Recruitment Consultants (Permanent)
• Staffing companies(Contract staffing)
• Executive search firms (Head Hunting)
• Software companies also sending employees on contract
• Recruitment process outsourcing (RPO) companies

Recruitment Consultants: If you search in any metro city in India you find thousands of private consultancies who work on lateral requirements. In most of the cases they operate in private offices with employee strength of 5-15. Such consultancies are generally dependent on some specific big MNCs, who don’t care where the resumes are coming from. Whoever closes the position gets the commission. Now the sources of resumes are same for all ie: Job boards and service is also similar- which increases the competition further. And due to too much of competition consultancies agree to work for very less commission- in many cases 4-5 %. As they operate on little margin, they can’t hire good recruiters and neither they can afford to pay recruiters well. Such recruiters aren’t trained, and that affects performance and their service to candidates. No surprises that many candidates complain of bad service from consultants.

However, such is the case with most of the recruitments firms and NOT ALL.

Apart from these there are few handfuls of larger and professionally managed recruitment firms, who maintain quality in terms of service to clients and candidates and create a brand for themselves. Even they manage to get premium commission due to their service.

Staffing Companies:Staffing companies basically keep people on their payroll and let while the staff works with client in the client premise for specific contract. Here the company charges some specific amount every month for the candidate from the client. Due to volatile market scenario especially after recession Indian companies are getting more and more eager to hire people in contract through some third party vendors. This is helping in booming of such contract staffing companies. Contract staffing is very popular in many MNC’s, manufacturing and services sector.

Executive Search Firms: Again in India executive search firms have generally strength of 5-15 people. But in this case they hire for niche level candidates and thus have a premium revenue. Basically experienced people from diverse sectors join executive search firms and use their network to close positions. Their compensation is best when compared to recruiters in other types of recruitment companies.

Software companies also sending employees in contract: In South Indian metros, one will find many companies where they have their software division where they work on client projects. They, thus send employees to client place as contract employee. There are many small and big companies in this field.
RPO companies: There are not many companies in India which works exclusively on RPOs. Mostly big consultancies take it up as another practice only. RPO is also another sector which is picking up fast in India.

Whatever may be the type of offering, we want more big size professionally managed recruitment firms in India, which can help in building standard practices, set new benchmark in terms of service, bring in new innovation in recruitment processes and can attract good candidates to join recruitment industry by offering good career prospect.

What should you do now that You Have a Job Offer?

Hearty congratulations! After all your hard work, you have received a job offer. Evaluating an job offer requires that you consider what is important to you in a job. Some of these factors may be relevant as you negotiate a job offer:

• Salary and signing bonuses (most companies do not offer signing bonuses)
• Job responsibilities and description
• Training and professional development funds
• Other perks and benefits (relocation allowance, leave, insurance, retirement savings plan, profit sharing, educational reimbursement, professional membership and association activities) 
• Start date
• Transportation costs For most employees, salary is a principal factor in evaluating an offer.

In addition to helping you determine the viability of living on the offered salary, knowing your costs gives you the knowledge to negotiate salary if appropriate. Remember, expenses and taxes will vary depending on where you live. The organization has invested a great deal of time in you and in turn you are seriously considering its job offer.

A job offer is usually initiated over the e-mail or phone and should be confirmed in writing or preferably in a one-on-one meeting. Assess whether the compensation package meets your financial needs and whether it is at the market or going rate for your particular position, in your particular geographic area. If the salary is not at the market rate, you may want to ask if the salary is negotiable and work to negotiate it to the market rate.

If you are not ready to accept a job offer:

It is appropriate to ask for more time. Maybe you have other offers to consider, or maybe you’re not sure if you want the job. These are valid reasons to pause, but companies may urge you to make a decision. You need to give the company specific reasons why you need more time.

If you have other job offers:

Explain this to the employer. Reinforce your interest in the position along with your need to evaluate carefully the other offers. You can explain that this process will result in a more informed answer and a more confident employee.

If you do not have other job offers:

Explain to the employer that you are still investigating other opportunities and arrange a time for you to give them an answer. If you find that you still need more time, call your contact to see if it is possible to negotiate an even later date. Contact the organization by the agreed upon time so that they are able to pursue other candidates for the position if you reject the offer.

When you accept a job offer:

Withdraw your candidacy from all other organizations. Notify the staff of the employment agencies / placement coordinators and also the other organizations hiring / HR mangers.

A good gesture and communication will generate goodwill and congratulations and will pave your credibility when you seek another change from this new job.