Recruiters in Consulting ....Aaaah...... What to say..... Lets talk a bit

Name itself signifies to most of people that it is a very challenging job HOWEVER if i tell you that this is most fun filled and learning based job. Would you believe??

Lets talk about it in detail.

There are two problems 1. Job seekers have created a mindset that Consultancy jobs have very high pressure and they pay less. 2. Employers have this problem that resources dont want to stick around and desire a lot of salary without justifying it. So the problem only lies somewhere between the expectations of two.

Colleges also are a major spoil sport. I have observed students of various colleges in Campus Drives where Students have very different expectations than what actually is going to happen in the industry. Some of the students even said that HR job is all over sitting across table and taking interviews. Either those colleges don't know it themselves or they do not want to share the reality.

Listening such things only gives me a great laugh not at the students but at the Mentors who in ignorance have made a fool out of themselves. Students who takes these things seriously will either not be able to settle in job or may not be able to get a job. And if that happens it is the failure of that instituition , that mentor who could not instill the right skills and mindset.

Talking about such Corporate Colleges i can go for hours telling how they are making money at the cost of spoiling career of young talent of our country.

So Coming back to the core point RECRUITMENT. People feel it is a job to keep calling people to tell them about the job opening that you have and if they yes process their CV however that is absolutely incorrect. Performers may not essentially make calls for more than 3 - 4 hours a day with the catch that they stay focused during those hours.

Difference between Performers and Non Performers is a mere fact that they do not understand the difference between telecalling and Recruitment. Both the activities have very thin marginal difference so you have to very focused on taking the right path. There Bosses also who keep telling their recruiters to increase the number of call however in the long run this is not going to work either this resource will leave the job or you the Boss will have him/her go on performance grounds. Just in Case by fluke if this person gets result for a month or two just acting as a telecaller even then it is neither going to help the company nor himself as Leadership potential will not be created.

To talk about the correct way, it starts with developing good understanding of received mandates i.e Job Descriptions. Once that is done you start making your own notes about the position assigned to you. Then you need to spend some time fiddling with job portals, Dont jump on to sourcing right away. For now just observe what kindda people write what in their CVs At this stage you may start screening the CVs in accordance with the Job Description Received. Once you master that you may start to call relevant CVs shortlisted by you in the first stage .

In the second stage mmajority of the people fail because they straightway jump on the call with the company that they are hiring for and then a bit about the role and salary. This process is grossly incorrect. What you need to do is start the call by striking a conversation about Line of work of his organization than his/her responsibility during this time you would have evaluated the resource on Communication, Thought Process and Clarity of the role Which will help you in taking a call about candidate's fitment. If you feel candidate is a right fir, pitch him about the Role and then the company and salary.

If there is a mutual liking of the role and candidate than you may please take the candidate's permission to move forward the CV and chances are very bright the such candidates may get shortlisted. I am telling you all this  basis my 15 years of Recruitment Experience in various capacities.

Not Just me, recruiter who join my company company also gets this training and most of them have become performers leaving a few tough skin candidates who do not wish to learn and grow. Time has seen such people have not been able reach pinnacle of success.

Then such people start writing "No Calls From Consultancies" in portals devastating the Consultancy's reputation. Everybody need to understand that it is not a 9 to 6 telecalling job, it is recruiter's job which requires learning, even if a person gets closure in fluke by telecalling that success will not be sustainable. And the if the situation is reverse candidate doesn't get results he/she is asked to go on performance grounds.

This is neither ethically nor morally right to punish your interview person for your mistake. Either you made a wrong choice or you could not train them in both cases they deserve sometime to come up the learning curve.

If my message is conveyed right and brings only 0.1 per cent of change in mindset i will feel writing my thoughts have been worthwhile. Give it some serious thinking.

And if you have any Questions, Feel Free to ask. Also connect with us on www.facebook.com/empregoconsulting/