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Recruiter's Day Out

Everything about recruiting,under the sun.


  • HR- Ctrl X- Ctrl V-Operations

    by on April 11, 2007
    There is a paradigm shift in which recruitment is happening these days. Not only because of the pressing numbers and time constraint to achieve the same, but also because of the need of the hour.
    Conventionally, Recruitment has always been a part of HR departement. One job of an HR executive was to recruit and select and then venture in people policies. The scene changed when separate recruitmen teams were formed. But they still worked in tandem with the HR people.
    Today the picture is morphing in a totally new shade. Recruitment is officialy becoming a part of internal operations ...

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  • Employee Retrenchment

    by on Jan. 22, 2007
    Forgive me, but my experience in human resources compels me to use the vernacular. In straight words, that means "Laid-off." I dont know ifyou have experienced it or not, but I have.
    A call from the MD comes on sweet sunday morning, telling that your position is scrapped. There is no job for you! The phrase that encapsulates all your feelings might be "High and Dry!"
    What does this mean? Is it bad management or wrong strategy or just plain bad luck? Frankly, I dont have an answer to this.
    But how does it affect the employees? Imagine putting yourself ...

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  • Cheap labor? Think again.

    by on Nov. 27, 2006

    For years, Asian countries, especially India and China, were seen as "cheap labor" countries. Though I never did concede with this concept, it was pretty much out there in the global market. The raw stats say that what can be done for a dollar in US is done for 1/4th the dollar in India. It was that cheap!

    So India/China were seen as Offshoring/Outsourcing destinations. With cosy labor mandate, and emerging economy protocol, the Indians were more than thrilled to work in a global environment. Manufacturing was never our forte, so I touch the IT aspect of ...

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  • Straight from the gut.

    by on Nov. 15, 2006

    I have always believed in one thing; first impression should never be a judgement call. Especially in the corporate world, if you go on the first impression of a person, you are not doing something that is justified.

    More often than not, first impression is our primal instinct. It comes "straight from the gut" and hammers your thinking ability. And who is to justify whether the person making a snap judgement is right or wrong? If you catch me at the wrong time, I am not going to be all pally with you. Does it mean, that I am bad ...

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  • Arranged Marriage VS Recruitment

    by on Nov. 6, 2006

    They say marriage is an institution. Well, if that?s so, then the institution of Arranged Marriage will definitely earn you a degree in recruitment. Why? Read further?.

    In many ways the process of arranging a marriage in India is deceptively similar to that of recruitment . Let?s go through the process step by step:

    Aspect

    Arranged marriage

    Recruitment

    Portal

    When you decide to get married, you register yourself on various marriage portals and communities

    When you decide to get /change a job you also register on job portals and communities.

    Advertisements

    There are classifieds in newspapers which get ...

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  • The Organization is Flat

    by on Nov. 1, 2006
    I am inspired from Thomas Friedman's book " The World is Flat." His comment is: In a flat world, you can run but cant hide. And I am in accord with the concept of levelling of the playing field. What I fail to understand is why do organizations still have a vertical structure?
    In a company, an average of 8 to 9 heirarchies (in totality) are found. Imagine the communication gap! Secondly, what is more important is focus on the results, instead of who is empowered with what. Ownership should be on getting things done, regardless of who does it ...

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  • Run-of-the-mill Innovation

    by on Oct. 11, 2006
    They say the Indian Recruitemnt industry is booming. I am a little sceptical of the word booming. By my time over here, I have observed a fewe things.
    There is this phenomenon of demand-supply gap. Now to close this gap, the recruitement team resolves to various methods like Internal Hiring, Referrals, Advertisment, Third Party staffing. Out of these, only Third party staffing is not in control of the recruitment team. When I say control, I talk about the quality, the response time.
    In India, there are a lot of TPR's which read as "sweat-shops." How can you do value ...

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  • Hit the nail!

    by on Oct. 3, 2006
    There was quite a discussion as to how Recruitment is synonymous to Sales. The recent article by Dr. John Sullivan hits the nail with the phrase " Recruiting is sales with a crummy budget."
     
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  • Sorry for the Hiatus

    by on Sept. 28, 2006
    Hi People;
    I am sorry I coudnt post for all this time. I was a little busy. I will be starting asasp.
    Till then, stay tuned!
    Cheers!
    Adwait
     
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  • HR Blues

    by on Aug. 25, 2006
    India Inc. is going the less ordinary way to attract and retain talent. The attrition rates are touching sky-high with some companies accouting for 40%. It can be accredited to rising demand and lack of quality supply.
    So what have we done about it? Well, we now tend to prefer to cut the same at source. Means, HR heads are now giving preference to married people than singleton's when it comes to hiring mid-level managers. Results make apparent that married people hop less jobs than single individuals.
    We have also come up with fancy designations to attract people and ...

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  • The HR CEO

    by on Aug. 9, 2006
    There was this conventional myth, that when the time came for a departement head to be prome as a CEO, HR heads were always invariably the last choice. The clear cut favorites were the Sales/Marketing heads or the Finance heads.
    But the scene in India is changing. With more HR heads inducted on the board of directors, the conversion ratio to a CEO is also increasing.
    Now a days the HR heads are encouraged to attain the board meeting due to their unique insight they can offer from the employee perspective.
    Statistics show that last year, In US about ...

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  • International Interns

    by on Aug. 7, 2006
    Hi Guys!
     
    One more evidence that India is emerging as a global leader. Indian firms have started attracting a flurry of talent from international universities. According to a recent survey, the IT biggies like Infosys, Patni aong with a other multinationals like Godrej have been a destination for training for international students.
     
    This is creating a brand-value for the companies abroad. And this is not restricted to the Americans only, its spread through Canada, UK, Australia,Mexico and certain parts of Europe also. 
     
    That's actually good to hear. To attract talent, a spread of word-by-mouth is the best strategy.
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  • Employee Turnover in Outsourcing

    by on Aug. 1, 2006
    Lets kickstart with the much talked about deal in the recent past. The ABN-AMRO outsourcing deal. The deal approximately pegged at $2.2 Billion is spread across 5 companies managing different operations:
    1) IBM--> It will run the bank's main data centers, develop applications and manage bank employees' desktop, laptop and handheld computers.
    2) Accenture--> Application Development
    3) TCS--> Application Development & Support
    4) Infosys--> Application Development & Support
    5) Patni Computer Services--> Application Development
     
    Now this has resulted in the following turn-around as far as the employees are concerned:
    1) ABN-AMRO is all set to lay-off 1500 people.
    2) It ...

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  • M & A 's

    by on July 29, 2006
    Globalization, according to Thomas Friedman is in to the 3.0 era. With the advent of the same, the consolidation of the industries is ramping up. Companies, with the desire to increase business offerings are merging like anything.
    The recent 2 years have been the Mergers & Acquisitions years in India. Not only did we see the M & A market cross $ 1 Billion in 05-06, but its has touched $ 8000 million in the first 6 months of this calender year. And its not only in IT/ITES, but across sectors like Manufacturing, Pharma, Healthcare, Retail, Telecom, Energy, Steel.
    There is a ...

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  • Brand Management

    by on July 27, 2006
    Retaining  talent posses as the biggest hurdle today for human resources just because some company where they want to shift have a "brand".  What exactly is a "brand" ?
    Its the opinion he has based upon the feedback from the company employees working there, the benefits they have, the culture they incorporate.
    Building an internal brand of the company among the exsisting employees goes a long way in recruiting fresh talent and later retaining them. We do networking. It is the most powerful tool to excute the brand of the company. One happy employee in the company is worth two outside ...

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  • The IT/ITES effect.

    by on July 26, 2006

    The recruitment scene in India is very tight. With the IT sector booming YOY, the fresh talent is attracted towards the same. Due to high salary packages and globalized working environments in IT, the conventional industries are facing a dearth of people.

    As the global organizations in India start to increase their breadth of operations, people from industries like Manufacturing, Construction, Commerce are getting absorbed with twice as much of pay package. People are resorting mid-career switch to IT or ITES.
    But there is a level of quality standards that has to be achieved before this demand-supply gap can be ...

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