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Recruitment Training Manual: Bi G I Deas HR Consult I NG Pvt. LTD
Recruitment Training Manual: Bi G I Deas HR Consult I NG Pvt. LTD
Manual
BIG IDEAS HR CONSULTING PVT.
LTD.
What is Recruitment?
Recruitment is a process of searching the candidates for employment and stimulating them to apply
for jobs in the organization. It is the activity that links the Client and the Candidates (job seekers).
Recruitment is thus a process of attracting, selecting and placing the right candidate for the right job
discovered that there is strong belief about recruitment being existent since the day people
formed / gathered in groups to perform any task we may date this back to the stone-age or
time of emperors or the industrial revolutions or pre-post World Wars to today.
This as an evolution of task to a process and to an industry, may be a Transformation.
join the Army. This was said to be Self Recruitment. Later, there were protests against the
emperors for farms / fields and for the right to sell the goods directly to the public for a better
price. As they progressed, entrepreneurs started recruiting the labour.
agencies to recruit manpower. Agencies began to advertise for members of society who were not called
into military service. Once the war ended, the agencies remained with the purpose of finding the
returning war veterans (with their new skills) a job. Distributing the CV/resume (self-written, hire type-
writers, take the help of agencies) was the new job searching avenue during this time. Agencies had
ownership of candidates CVs written by them.
Since the beginning of the 20th century, every developed country has created a public recruitment agency
as a way to combat unemployment and help people find work.
In the UK (also ruling the EMEAI), the first agency began in London, through the Labour Bureau (London)
Act 1902; amended in 1909 as Labour Exchanges Act 1909. In the USA, The initial legislation was WagnerPeyser Act of 1933 which was amended as Workforce Investment Act of 1998.
agencies. After 14 years of discussions by the government and agency unions about this convention a bill
was passed in 1933 that resulted in abolition of for-profit agencies if the agencies were not licensed and a
fee scale was not agreed in advance. In most countries, agencies are regulated. Like, UK - Recruitment
agencies Act 1973; Germany - Employee Hiring Law of 1972, etc. By 1970s along with the booming
economy, there was a shift in focus. Recruiters began to work for the client as an increasing amount of
corporate and expanding businesses began to outsource their hiring needs to recruitment agencies.
RECRUITMENT PROCESS
Aquent
the quality of candidates becoming an increasingly important factor. Global recruiting leaders have
cited quality of hire as a top priority, and as the most valuable metric for measuring a recruiting
teams performance. Four years ago, referrals were the best channel for sourcing quality hires. Today,
job boards and social professional networks are preferred.
recruiters plan to invest more in social recruiting. But currently 33% of recruiters dont spend
anything at all on social recruiting, so there are still big changes that need to be made in this area.
LinkedIn remains the clear champion social site for hires with 79% of recruiters having found a hire
through the site. While 94% of recruiters are using LinkedIn, next in line is Facebook, used by only
66% of recruiters. Social is now one of the most ripe platforms for finding top candidates, with both
quality and quantity of candidates proven to improve when a social recruiting strategy is put in place.
candidates (those currently seeking employment) have been the main focus of recruiters for some time, but passive
candidates (those who are not looking but are open to speaking to a recruiter) are a key talent pool that is not to be
missed. In fact, 75% of professionals would categorize themselves as passive, yet this potential is greatly untapped,
with only 61% of companies recruiting passive candidates. A recent poll has revealed that on LinkedIn, at least 63% of
members are not actively looking but would still be interested in new job leads. 2015 is certainly the time for
companies to capitalize on the passive talent pool.
when a company has a strong talent brand in place. On top of this, threequarters of talent acquisition leaders have said that talent brand significantly
increases their ability to hire good talent. To give themselves as edge against
other employers, 73% of organizations plan to highlight company culture in the
coming year. There is no doubt about it, the line between recruiting and
marketing is blurring, as recruiters are finding that marketing a strong talent
brand helps them to attract better candidates.
Recruitment Marketing
Recruitment marketing is the process of building an organization's employer brand to attract top talent.
Because a strong employer brand can play a significant role in convincing a job candidate, human resource
management (HRM) departments have increased marketing efforts to compete for candidates with scarce skills.
Examples of recruitment marketing initiatives include employment videos, search engine optimized career sites
and social media job advertising. There are also several technology platforms that can help HR managers get
started with recruitment marketing. Vendors include SAP-SuccessFactors, SmashFly Technologies, Jibe and
Jobvite.
Recruitment in a Nutshell
The role of a recruitment consultant is more closely aligned with sales than HR, as recruitment consultants sell our
services to clients to secure their vacancies to recruit for. We then seek the right candidates to fill those vacancies, using
a combination of advertising, head-hunting and selection amongst other activities. A lot of this can be phone-based,
although we do meet clients and candidates across all our markets as well. The recruitment lifecycle covers everything
from understanding what the client wants to sourcing the right candidate to negotiating the job offer. This requires the
ability to multi-task, as our consultants handle a number of different candidates and vacancies at any one time.
Recruitment companies are usually heavily focused on performance and were no exception. This means that all of our
consultants work on targets and a commission structure that rewards good performance. This offers exciting career
opportunities and also rewards our staff for providing the best service to our clients. The culture is result-driven & fastpaced.