PGCM -2019-20

Assignment presentation 5

Instructions:

Time for presentation 6 minutes per group

Date of presentation: any date after 17 November 2020. (will be communicated as per PGDM time
table)

Ppt presentation to be sent to me In the email: nilanjan@sdmimd.ac.in ( file name: ars

prestn5_group1 and so on.

Go through the articles given below.

After reading the two articles, given below, each group and taking cues from the content of the
article, each of the group can make a ppt presentation.

Do not directly copy and paste the qualities mentioned in the article. Use this as background
information and come up a realistic profile based on practical considerations. Do your own
research also. Marks will be vary depending on additional research input used for the
presentation. Give references in the end of the presentations.

Tasks: for Assignment 5:

Group 1-5:

Imagine you are a recruiting firm which helps retail companies to pick up freshers from campus
recruitment across various schools for customer relationship management executive positions in a
Telecom company in Hyderabad. How would you use your recruiting skills and characteristics to
become an effective recruiting company? ( Note: these positions are in big cities)

Group 6-9:

Imagine you are recruiting firm which does recruitment of candidates for sales executive positions
for a fast-food retail chain in Delhi. How would you use your recruiting skills and characteristics to
become an effective recruiting company? ( Note: these positions are in big cities)

Article 1: 15 Qualities a great Recruiter must have

Source: https://skillmeter.com/blog/15-qualities-great-recruiter-must-have

15 Qualities a great Recruiter must have

Would you like to work as a Recruiter? Do you want to know what the top 15 qualities of a great
recruiter are? Are you already a recruiter but would like to know if you meet all the requirements?
Then don’t miss to read this blog post in which I would like to highlight what makes you stand out.  

 Listening Skills: 

For a Recruitment Consultant it is important to be a great listener. Only if you listen carefully and
thoroughly to both, the jobseeker and the client, you will be able to understand what their needs
are. The more you listen to them, the more you will find out. The more you ask them, the more you
will know. So, the better you know what the client and jobseeker are looking for, the easier it will be
to find the perfect match. This will allow you to make better decisions and find the perfect match
over and over again.  

 Confidence: 

You need to be confident not just about yourself but also about the services you offer to your clients,
companies as well as jobseekers. 

 Marketing Skills: 

Knowing how to market and promote your services, expertise and knowledge effectively to clients
and candidates is of utmost importance. If you have lots of candidates on your database but are not
able to convince a company to hire any of them you will not close any deals. Your convincing,
negotiation and selling skills are therefore crucial. No clients, no business - as simple as that.

 Target-driven: 

The recruitment industry is particularly competitive and target-driven therefore it is essential that
the recruiter can handle pressure very well, is target-oriented, ambitious and hungry for results.
Recruitment agencies usually offer basic salaries and additional performance-related payments, also
called OTE - on target earnings. If you are not a target driven person you should seriously reconsider
whether this is the right job for you. 

 Relationship building skills: 

A recruiter works in the “people business” and deals with a variety of different people on a daily
basis. This person has to be a good connector, who loves to meet new people and knows how to use
every opportunity to network and  to turn it into business results. Having great relationship building
skills with all people involved in the process is therefore crucial. It will allow you to build trust and
attract clients as well as jobseekers more easily. Once you gained their trust and they notice that you
work professionally, effectively and reliably, they will come back again and again without looking any
further. It will also save you time because you can focus on your existing clients rather than having to
chase constantly new ones. Also don’t underestimate the good relationship you have built with your
jobseekers. If they are happy with the job you were able to find for them, they will recommend you
to their friends and family too, should they ever need a job in the future. 

 Communication Skills:

Working in the “human resource” business requires from a recruiter to be a great communicator, no
matter whether face to face, on the phone or via email. If things don’t turn out positively for a
jobseeker than being straightforward is not always the right strategy in this case. You can’t tell a
jobseeker “Your background and experiences don’t match our needs right now” or “You are a great
candidate but unfortunately you just came at the wrong time.” There are situations in which a
recruiter needs to prove that s/he is tactful, considerate and gracious in order to maintain a good
corporate  as well as personal reputation. 

 Multitasking: 

Since you deal with companies and candidates on a daily basis you will need to juggle multiple
projects and tasks simultaneously. Keeping in mind the details of various jobs, companies and
candidates is important in order to work efficiently as well as effectively. 

 Time Management Skills:

Having great time management skills is essential because certain positions need to be filled urgently
and getting your priorities right is paramount.  

 Patience:

Sometimes you will need to be very flexible and patient because candidates or clients might want to
reschedule their interview dates in the last minute. 

 Speed:

Companies and jobseekers don’t just rely on one source for filling their positions or finding a job but
multiple sources. Who acts quickly will therefore win in the end. The worst that can happen is that in
the last minute a company might tell you that they already found a candidate or the candidate
already found a job in another organisation. Thus, it’s not size that nowadays matters but speed. 

 IT and Social Media Skills:

Nowadays also being familiar with various social media recruitment strategies and IT technologies
will give any recruiter an edge and proves that you are a professional who keeps up with current
trends and technologies. 

 Body Language Skills:

Being able to interpret other peoples’ body language can be very beneficial because you will
understand quicker how people feel and what they think without them telling you. 

 Problem solving skills: 

You need to be a good problem solver because you might face situations which you never thought
would come along the way. For example, people not turning up to their interviews, companies
telling you that they already found another candidate, not finding any candidates for a certain
position for a long time, etc.

 Reliability: 

If you want to be perceived as a trustworthy professional you need to be reliable when it comes to
punctuality, offering the services you promised within a certain timeframe etc. If you can’t keep up
with small things nobody will trust you and offer you bigger challenges in the future.  

 Team working Skills:

Sometimes you need to lead a team of other recruitment consultants or you need to work in a team
in order to find the best candidate for a high calibre company. Knowing how to manage people in
order to achieve a set goal is important; good communication between all team members will
guarantee that misunderstandings and inefficiencies will be avoided. 

Article 2: Top five recruiting challenges HR professionals face and how to overcome them

Source: http://na.sage.com/us/articles/hr/five-recruiting-challenges in
https://www.virtualhr.co.ke/top-five-recruiting-challenges-hr-professionals-face-and-how-to-
overcome-them/
Top five recruiting challenges HR professionals face and how to overcome them

Every HR professional comes up against certain challenges when they are trying to hire new workers.
From not receiving resumes from candidates with enough experience to being unable to shift
through applications effectively, many recruiters encounter numerous issues with acquiring new
employees every day. However, there are some obstacles that many HR professionals must tackle in
their search for great talent that are just emerging. These types of issues require HR representatives
to adopt specific solutions and strategies if they want to improve their recruiting.

Here are five of these challenges and how to overcome them:

1. The need to make a Speedy Hire.

According to an article in HR resource ERE.net, one of the biggest struggles recruiters are starting to
encounter is the need to make a quick hire. Many HR professionals had time during the recession to
deliberate over candidates’ qualifications and conduct multiple rounds of interviews, but
competition is heating up once more for great talent. In addition, many companies are growing so
fast and need to fill multiple positions at the same time that recruiters no longer have a lot of time to
recruit workers.

Solution:  HR professionals should examine their recruitment tools, especially their software and
employee management strategies. Recruiters can spend a lot of extra time trying to input
candidates’ information into systems or speaking with managers about the specific requirements of
a certain position. Ensuring all of the needed information is already documented and easily
accessible can save recruiters some steps and cut down on their recruitment time.

2. Not having enough resources.

Many HR professionals have to make do with the resources they have, and sometimes there isn’t
much to work with. While some HR departments are given large budgets to place ads across the
Internet so job openings are in the hottest recruitment spots, others may have to use free job boards
or take out space in more traditional recruiting channels. This can present big problems with finding
qualified candidates.

Solution: Not every department can boost its recruitment budget, but HR professionals are able to
examine where the best hires are searching for jobs. Platforms like social media can be great and
affordable solutions to this issue for HR professionals, who can use their LinkedIn profiles, for
example, to send out information about open positions to others on the social site.

3. Being unable to find the perfect candidate for a certain position.

HR professionals often see themselves stuck when they aren’t receiving resumes from candidates
with strong backgrounds or skill sets needed for the position. Even if these recruiters reach out to
passive job seekers, they may hit a brick wall in terms of finding the talent they need. This is an all-
too-common problem for recruiters, but one that they are starting to face more often as the
competition for key performers heats up.

Daniel Ha, founder and CEO of communications firm Disqus, told SmartRecruiters this was a
significant problem his company encountered, especially since it had limited resources.

Solution: Ha said his company was able “to strike a great balance between hiring someone for
position-need versus hiring someone that’s great regardless of position.” HR professionals need to
get out of the mindset of hiring for a position rather than assembling superstar talent. While
recruiters may have to fill a certain position, they should also be open to training and educating
talented workers so they can acquire needed skills.

HR representatives can also adjust the position’s job description. According to Brazen Careerist, a job
description’s wording may not correctly explain the position and its needs. Some of the
qualifications may not be realistic for the position’s true requirements.

4. Understanding and using analytics effectively.

Big data may be a topic that’s old news to many HR professionals, but analytics remains a large
challenge for many HR professionals. According to HR Den, being able to sort through and harness
data acquired through human resource information systems and other types of technology can be
difficult for HR professionals. Making sense of the collected data can be especially tricky.

Solution: HR professionals should work with data analytics experts or HR solution vendors to
understand what various data points mean and how the department can harness them. Recruiters
can then create cheat-sheets to help them understand how certain types of information can be used
in the future.

5. Finding workers who fit the company culture.

New hires need to be able to integrate into a team and work well in the company environment,
otherwise HR professionals will have to start the talent acquisition process all over again. Jennifer
Barbee, founder and CEO of a tourism marketing company, told SmartRecruiters finding workers
who fit the company culture was the business’s top recruiting challenge. This was an issue as well for
Nathan Parcells, founder and CMO of InternMatch, who told SmartRecruiters his team had to let
great candidates go because they didn’t gel with the team.

Solution: HR professionals should ensure they describe the company culture as best as they can in job
descriptions. Displaying the company’s mission and aspects of its internal environment can help job
seekers understand the organization better, which can ensure only those candidates who may fit well
will apply.