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.
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.
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