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posted 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 addition to a client by acessing the same portal database and methods that the client has tried beforehand?  There are tell-tale signs that show all the back-end work in recruitment moving to India from US. 
Its high time we moved up the value chain by innovating. Now innovating in a run-of-the-mill tasks, is doing new things. Because, doing same things in a new manner puts a restriction to how far we can go.
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  • 1 point 3 years ago

    Because, any tom, dick and harry is starting his/her recruitment firm. It costs least of the infrastructure and overheads. What they fail to understand that there are hundreds of other who are also doing the same. Then what makes them different? Nothing. Hence "sweat-shops"

  • 1 point 3 years ago

    Adwait, I agree with the sweat shop scenario you have painted.

    I have one query for you:

    What brought this on?

  • 1 point 3 years ago

    Adwait, you have raised a very pertinent issue. As a recruiter for 14yrs now..having seen a couple of 'ups and downs' in the industry, I feel there is a need for corporates to review their empanelling of 'third party consultants'!

    - 'the more the merrier' concept of engaging consultants often only increases the work of the inhouse recruiter as every TPR is busy "clocking the resume' first-without entirely validating the profile for the particular role.

    -the inhouse recruiter is flooded with so many resumes that he isnt fully 'handson'-and screening them itself becomes another task!That spurs TPR to seek follow up-which is a further drain on the time of a TPR!!

    -it has become a fad for the entry level recruiters in the corporates to empanel as many consultants asap-without even evaluating what the comparative strengths are for each consultant.

    -when there is pressure on delivery- without exclusivity, it would be difficult for a TPR toadopt innovative methods to reach out to the ideal candidate!