Innovative new Revenue Models for Recruiting Firms

Currently revenue generation models in Recruiting are very limited in India. Staffing, Placement & Head hunting are the only income for more than 95% of the recruiting firms in India.

Why not try some of the following revenue options. Few of these Opportunities are not currently being practiced & which could turn to be very potential:

Recruiter Branding: Handling HR and Recruitment Branding assignment for clients.

Job Branding: Branding Jobs is currently unheard of in Indian market. In most of the Companies, Requirement of people for a particular Job is perennial.  They sure need to ...

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Few days back, I had a very urgent opening for the position of Team Leader. As usual, I went around posting my Jobs on Jobsites. And the response was huge. Around 100 applications chocked my inbox. I went through every resume & found 10 profiles suitable for the requirement. I decided to shortlist the best 5.

All the ten were actually good. Eventually I short listed the better 5 among them.

And sent interview calls to the candidates.

One person told he was not able to make it. I received confirmation from others. Well, surely for the kind of shortlisting I ...

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This is an interesting aptitude test for recruiters. Try it & let me know your comments about it!

Shankar

RecruitPro

Start up City at Bangalore

Start up City 2009 has some very interesting exhibitors. I have listed a set of HR and Recruitment Products and Services. If you are at Bangalore in 6-June-09, don't miss this event. Sanjeev Bikhchandani, Founder & CEO of Naukri.com is addressing the event.

RecruitPro

Intuitive, Interactive & Social Web 2.0 Recruitment Software

Job-a-Fair

Is a pioneer of futuristic multipurpose job portals that seek to effectively meet the complex demand and supply of human resources to industry verticals and also serve as networking platform

Sharma Infotech

Offers varied solutions like ecommerce, job boards, customer relationship ...

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The other day, I had a vacancy for .net programmer, as usual I went to a Job site, Searched for the keywords, filtered it further and got 15 resume which I found good. It took me couple of hours through this process.

I decided to call these 15 candidates to see if they are interested in the position.

This is the result of the telephone calls

• Ø 5 numbers not in use
• Ø 3 persons did not pick up the phone for the 10^th time
• Ø 2 profiles did not match the requirement - in fact they had put wrong info in their ...

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Task repetition, Receiving Resume through Email, Managing Resume in Excel and Outlook folders, communicating to multiple stake holders in Sourcing value chain, Job posting in various Jobsites, Searching for Passive & apt Candidates are the order of the day for Recruiters. They have to cope up with all these problems and still ensure 'On time Delivery' of quality candidates. Since Recruiting is considered a cost center, they also have a constant pressure to reduce cost.

All these results in low productivity & morale of Resourcing Team in Corporate India

Thankless Job - say Recruiters

Candidates too are no happier. They have to post ...

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It all went pretty smooth. We posted the Jobs in Jobsites, put it up for Employee Referral & hired couple of consultants too. The position was critical & we wanted to have the best of Candidates.

We interviewed 10 Candidates, shortlisted 2 & had sent out an offer to the best of Candidates. The Candidate, Rajesh, had just finished the Joining formality & I have introduced him to his Peers, Boss & Subordinates.

I was sure my boss is going to be happy. May be this will also reflect in my appraisal.

Just then, the phone rang...

It was from one of the Consultants we ...

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We decided to hire a Technical Manager. This was a critical position & we did not want to take any chances. So we decided that money should not be a factor. We decided to give a Newspaper advertisement, publish the Jobs in Job boards, and allocate the assignment to Talent Search Partners.

We received 100's of resume. After a pain staking shortlisting process, we identified 5 people who were promising. We had a telephonic & called them for Interview.

After the interview, we were buoyant that we identified the ideal fit for the position. It has cost us dearly and took ...

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Passive Candidates are not looking for Jobs. They are happy in the existing company. It is not because of salary (which they will never be satisfied with). It is more because of the culture, the responsibility, the challenge & their ability to deliver in a particular company that make them not look out for Jobs.

Are we right going behind them? Will they actually gel into your company ecosystem?

Smart candidates out there are open to Jobs offers. But they are not into Job hunting. They are not distributing their resume across. They are not going to Job sites searching for ...

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