Challenges faced by an Executive recruiter at Talent corner HR services

Presented by Revathi Ramaswami

Talent corner HR services

A professional human resources organization Incorporated in 2002 Director: Mr. Bankim Doshi 100 employees in 11 offices across the country
Business partners

Innovative recruitment

Training platforms

Introduction of the study

Recruitment is defined as a process to discover the sources of manpower to meet the requirement of the staffing schedule & to employ effective measure for attracting that manpower in adequate number to facilitate effective selection of an efficient work force. Main objective: Right person for the right job at the right time

Working under Changing dynamic environment: Market, technology, composition of work force, attitude & expectation of people are changing rapidly.

OBJECTIVE OF THE STUDY

To identify & understand the various constraints which are faced by an Executive Recruiter at Talent corner HR services. To identify the area where there is a scope of improvement & give suitable suggestion for the same.

SCOPE OF THE STUDY

The scope of the study is limited to Talent corner HR Service, Mumbai, to identify the key challenges and constraints which are experienced by a Executive Recruiter and to give them some good suggestion for the same.

RESEARCH METHODOLOGY
Methods of data collection Primary data collection The primary data collected was mainly done through the questionnaire & through the questionnaire the feedback of the employee were taken. A researcher also collected the information through observation. Secondary data collection It includes Company profile, magazine books, internet, periodicals, journals etc. Type of sampling: Non -Probability: Convenience Sampling.

LIMITATION OF THE STUDY

Time period of the work is limited The documents containing confidential information were not disclosed It was felt that the employees were casual in answering the question Recruitment process is not standardized at Talent corner Hr Services. Time to time updates as well as up gradation in the process has been avoided.

Recruitment process at Talent corner HR services

Major challenges Position Assessment Advertise and Source Screen and Identify Candidates Promotion of client & presentation Candidate profile submission Facilitate the client & the candidate connection

Selection & follow up

Client needs assessment Candidate Identification Candidate assessment & presentation: Candidate interview, selection & presentation of offer Closure & follow up

DATA AGGREGATION & SEARCHING A CHALLENGE

It is difficult to match the job description with the bunch of resumes To find the right candidate due to various organizational difference, culture difference, and attitude. Matching up the Job Description to the resume of the candidate. This is very time consuming & complex. If you are sourcing from internet you will get thousands of resume for the single position

RECRUITING FOR A STARTUP - A CHALLENGE

Increased offer rejection ratio Demonstrating less confidence on job security Need to do extensive employee branding Winning the trust is hard, Got to do lot of convincing Expressing unrealistic salary demands Replacement becomes a tiring task

SUGGESTION FOR OVERCOMING THE PROBLEM OF RECRUITING FOR A STARTUP

Understand the reality Leverage Referral recruiting Hire through campus recruitment & job fairs Let the candidate find you Create Start up applicant database

DATA ANALYSIS OF THE QUESTIONNAIRE.

What source you usually adopt to scout a candidate?
Advertising E- Recruting
6% 18%

Referral

Head hunting

Others

23%

35% 18%

What is the problem usually faced by a Recruiter Executive, to attract the right candidate for the job?

Image of the organisation

23%

Attractiveness of the job

38%

Organisational policies Salary range

8%

31%

What is the major challenge usually faced by a Executive Recruiter for short listing the best fit for an organization?

17%

25%

Talent shortage Attrition rate Location of the job Scrunity of employees credential

8%

50%

Does the company clearly define you the position objective, requirement and candidate specification in the recruitment process?

yes 40%

no 60%

Mention major difficulty you face while executing your work?

Skill set

11%

Analytic Skills Communication skiils

33%

6%

Interviewing skills

Presentation skills
22%

Technical skills Ms office Software ERP, SAP

11% 11% 6%

Mention major difficulty you face while executing your work?

Communication skills

Data analysis
11% 11%

Computer usage

others

33% 45%

Do you think that there is proper authorization at your work place?

Yes 33%

No 67%

How is your co-ordination between the client, the candidate & the hiring manager?

Average 11%

Satisfactory 33%

Good 56%

What is the one factor that motivates you to take the challenge at workplace?

17%

17%

Money Task
25%

opportunity
41%

Acknowledgement

Currently finding technical talent in the market is a bit challenging. If yes, then how do you overcome such a situation?

14% 27% 9%

Keywords search
Boolean Search Linked in connection ( same profile & industry)
32%

18%

Reference from Sr. level Head hunting

What do you think, which is the most difficult stage in the recruitment process?
Recruitment process
Position Assessment Advertise & Source
23%

6% 12% 6% 6% 18%

Screen & Identify Candidates Promoting Client & Position

29%

Candidate profile submission Facilitate the Candidate & client connection Selection & follow up

FINDINGS & OBSERVATION

Talent attrition Talent shortage Big organizations are getting increasingly strict about their selection process for new hires Handling the fluctuation needs & searching for the quality of the candidate Fake work experience proof, exaggerated qualifications, & false references Difficulty in screening the candidate & searching desirable resume through job portals Mismatching the candidates expectation on salary & skill competency. Candidates who Accepts the offers but do not join the company

RECOMMENDATIONS TO OVERCOME THE RECRUITING HICCUPS

Understand the Business organization Study your client & understand their requirement Know manpower need of the hour Understand the job description Define the sourcing methodologies Identify fastest screening& Short listing methods Foster continuous communication between candidates and client

Effective recruiter speaks in numbers Know your potential candidates career expectation Be transparent in filling gaps & bridging expectations Excite your client & then present the potential candidate Learn the art of facilitating Document interview feedback Increase your face time with clients & candidate

CONCLUSION
Fresher's need to be trained with respect to data analysis as a confusion of data aggregation is noticed. Give me 6 hours to chop down a tree & I will spend the first 4 hours sharpening the axe. Abraham Lincoln Understanding the value proposition of client business & the requirement of the candidate There are great differences in development between countries which seem to have roughly equal resources, so it is necessary to enquire into the difference in human behavior