Introduction

This blog is for people who are entering in the field of Recruitment out of choice or with choice.
The blog may  help you guide to be a good recruiter. I say good recruiter the reason the difference between best recruiter and good recruiter is the latter is a happier person.
Recruiters may get stressed up and frustrated about  their job , need a break from it at times , but ultimately are quite fascinated by the end result and may be the rewards.
The success of any organization is the knowledge talent and the quality of talent based for the job.

For any internal and external recruiters there are little books or knowledge running in the market or even the B Schools that give recruitment a primary importance.
Hope all you readers find this blog entertaining and knowledgeable.

Few lines for a recuiter

Work and the passion of work . As a recruiter this statement seems  quite confusing for a person like me. The confusion is to turn work into passion.

Can the recruiter develop passion in his work ? Will he lose his stamina and passion at work.

What i have observed and feel most reliable for any Recruiter who chose any of the three ( Career, Profession, Job) in Recruitment.

The few good points for a recruiter are :-

1) To be extremely ruthless about time.
Time is the most important factor for a recruiter. The recruiter feels impatient if his time is not valued. Well on the flip side of the coin he needs to understand whether he values his own time.

2)Never lose patience
Due to the  genetically born casual approach of the Indian management. Usually the recruiter loses patience due to the candidates and the clients feedback approach.
Either the client is overly aggressive else the client is least concerned about his work.

3)Problem solving skills
A recruiter needs to think extremely fast. I say in a flash of second he would need to form solutions to a problem.
Let's talk of a case :- A candidate pops in for an interview. Usually the approach is the vendors would love to have the closure and push the candidate directly for the interview. Important aspect is to think unilaterally to develop new solutions.  Win the candidate to the offer and keep him cool. The candidate will always remember you for what you have done..
Important aspect is to ensure you  clear up with the candidate that his appointment is not fixed and you are working to get him interviewed soon. That keeps him at ease because of the time and money he has spend in reaching to your office.

4) Targets & Billing

The few important reasons a recruiter decides to change his course of career else decide to sit at home or develops anxiety is targets and accountability of billing topped down by the management.
This is extremely important for a profession to function and the survival of several start up consulting  firms.
So does it function for a In house recruiter to have targets and living on deadlines.  How can this be solved or how can we find solutions for the same. Sometimes a NO helps to relive your anxiety however a YES helps to find solutions.
This is a debatable topic and the Indian IT Industry is in capable to tell a NO to the clients they develop and targets they commit to the clients.  The consultants and in the in house recruiters  who i  have met either lose weight or gain weight or develop baldness or develop  heavy signs of smoking or drinking in their diet.

The answer to all this is simple :- Short term and Long term foresight is important for the Recruitment Consultant and the In house Recruiter. Few points you need to remember always is you wont get your two eyes replaced else your two fingers or your kidney or liver replaced since you will remain middle class economy  in this profession. Either take the load and keep the pace  " One step at a time ". Else run the marathon with supplements and bypass to a different track".

5) Fitness and Exercise

This is extremely significant for the profession of Recruitment. The Recruiter is the front face of an organization. He needs to be extremely fit and clean for his profession. A casual approach you get it backfired from your candidates. Fitness is important to keep you mentally sharp and physically active. This is something most professions ignore however for a recruiter he or she needs to be fit and extremely agile all through his job profile of  recruitment. The sharpness to think on the toes and find solutions to everyday problems faced is significant for his profession , career or job. The Recruiter needs to find time four times a week for his fitness.
That would ideally enhance his ability to win negotiations and transcend his or her image to a greater level.




Of all the Recruiters i have met there are two kinds of them .

'The one who keeps his nerves under control and works through the closure while the other one who cannot.'

Recruitment Economics

The Economics behind Recruitment is  good to observe.


The Asian Market Recruitment is highly dynamic and as messy as the "Indian curry".

There are no books or no management theory or no one ever talks about it.
No Management consultant is neither interested to talk about it.

The Recruitment Market is popular in India only because of the offer hikes and high attrition.

The question is how long ? But the profession of Recruitment always lay on the foundation of attrition , growth and replacement.

The line of work will always remain montonous and stressful or its called fun in mess.

Most management schools look at Recruitment as a low administrative function.
As it is this is a low level function however the colloboration the strategy the people dealing function and last of all the closure till the candidate is on board is highly important.

This runs  completely based on the Market Demand and Supply.

The IT / ITES / Insurance / KPO /BPO/ Educational Institutions.

The IT has two categories.  One is  Product  Based Organizations  and Service Led Organizations.

The Product part of  R & D  Unit do not depend much on huge numbers they are specifically related to Quality. The function usually looking for a long term forecast and continous enhancement of the Products.

The Service functions on the huge requirements based on the Customers. These Customer needs people who support and provide maintenance including on going support. This is in general across most IT Service based organizations.  They face always an on going number along with the number of Requirements. Human Capital in huge number is essential for this kind of requirements

Insurance Sectors usually have Designations start with Sales Manager , Territory  , Zonal , Regional Head and etc

These designations and structures differ from organization to organization. 

The recruitment flow starts from an attirtion or an outsource requirement which comes as a growth to the Asian region.
The Head Recruitment in turn passes down to his Leads who in turn pass down to her recruiters.

The Recruiter has to strategize in the following ways.

1) A Closure starting from the date a requirement comes to him.
2) Number of requirements to achieve
3) Performance on Direct Hiring / Employee Referral / Indirect Source
4) Performance of his Recruitment Consultants

The Recruiter needs  to  develop his patience level and last of all his all level of running coolness.

* MAD MAD HEADACHE *

Working as an IT Recruiter . I have observed certain aspects in this industry .
First of all as a consultant in a consultancy . You dont need the qualifications to be a recruiter only you need the sales skill which is very important .
Now some shit profile from the CMMLevel5i is screwing my head left and right .

They need some some SQL Server profiles which has screwed and pinned up my ass not only that some damn target which they couldnt fulfill after roaming around the damn country .
Its all running around their heads from the top person to downsized HR recruiter .

As am not an MBA in HR . But afterall with my basic thoughts and basic knowledge about recruitment . The philosphy has it been understood .

What are you trying to recruit ??
And who are you trying to put in the company ??/
Nothing and absolutely nothing ?
No Basic knowledge as to the damn candidate they have to recruit.

I tried my best left and right calling each and every candidate .
Since am not an excellent Headhunter i have to go through the portals and dig my references through each of their throat . I tried and panicked all through my thoughts i really thought what am i doing all together .
I got spanked through my crack head boss too as this fellow was only concerned with his money .
After some money was made through the entire process .
Even the client side didnt knew as to take the interview neither did they knew the candidates . So it was altogether a very bad recruitment .
Neither fulfilled neither satisfactory . Half filled or semi filled ..
I dont understand .

There is now another profile am in the look out for ..
An SQL DBA with commerce as his basic knowledge and also he should work in some finance firms .
I really wonder whether these Head HR do they know what are they taking in hand .
Are they really considering the scenes all around them .
Are they sure as to how many candidates would they really get in the market .
Are the clients ready to pay the right amount . ??
How much considerations do they need for basic of recruitment //

Story of a Recruiter

I began to have a feeling that may be i came to know a little bit about Recruitment . Some in IT Recruitment and the next thing in ITES ( Information Technology Enabled Services ) recruitment . Since am working as a consultant who keeps on satisfying the thirst of my clients . As a consultant i began to observe the stress of new MBA HR recruiters who come to the office . I love writing so may be as a recruiter the only way to release of my adrenaline  is to write a blog in Recruitment and selection . All the characters are fictional ... Also most experience are very annoying but quite interesting .
As a matter of fact that this is a recruiters diary . Everything he does for his client and what does he think inside his small hard disk which is inside him.