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Getting The Best Out of HR Consultants |
DEEPA
SACHDEV an alumni of NIFT, AMM is the charismatic
chief of Human Capital, a recruitment agency working
exclusively for the apparel and retail sector in
India and abroad. Having high profile clients like
Gap, Federated, TCNS, Li & Fung, Arvind, Busana –
Jakarta, Atraco-Dubai, Lifestyle –Dubai, pantaloons,
Raymonds, Benetton, ITC etc.. Deepa Sachdev
alongside a simple guide to help you get most out of
your recruiter.
Today an exporter has a wide choice consultants to
choose from. The key objective of using the
consultant route is to reduce time and resource
spent on identification and selection of the right
candidates. While most would blame the recruiter for
not doing enough screening, the solution lies in
high value addition by the recruiter and the
company.
How to get the most out of your recruiter
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Appoint Carefully: |
Most
companies will appoint any recruiter as it is a ‘no
initial investment’ proposition. But do keep in mind
that senior managers will be investing time in it.
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Technical
Evaluation of Candidates: |
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Evaluate
the recruiter because he will be evaluating the
candidates. All position today require technical
expertise. A good recruiter uses forms to examine
candidates for technical positions like Production
Managers, Industrial Engineers, Fabric Managers,
Merchandisers, Retail Merchandisers Evaluate these
forms. Offer customization for your organisation.
Insist on the filled forms along with resume
submission.
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Qualitative Assessment: |
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Every
organisation has a culture to preserve and promote.
Insist the candidate is evaluated on certain
critical personal parameters like personality and
impact, team play, aggression ( if required),
motivation. Insist that the same is offered to you
with the resume.
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Keep Your Options Open But Do Not Mix Them: |
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An
organization does not use more than 2-3 recruiters
at a time. This number is sufficient to take care of
the entire pool of candidates without leading to
duplication.
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Reference Checks: |
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Insist
on reference from past employers with resume.
Conduct these yourself or with the recruiter before
making an offer.
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Contractual
Agreement: |
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It is
useful to enter into a contact for services. The
contact should cover the flowing:
(a) Fees – components included / not included:
(b)
Replacement guarantee clause ;
(c)
Confidentiality of internal information;
(d) No
headhunting from company clause.
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Fix Targets: |
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Just
like all employees have targets and key result areas
(KRAs), fix targets for your recruiter e.g the
position has to be filled in two weeks or for every
five candidate profiles submitted one should be
selected.
Provide the following information to the recruiter
so he can work in an accurate manner. |
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About the organisation:
Do brief the agency on organisation growth and
prospects product and services, location etc. Give
him first hand information |
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Organogram:
The organization chart positions wise will show
how functions are divided and what is expected from
which position. |
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Compensation heads and benefits |
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Hierarchy |
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Introduce him to same key managers to understand the
organisation better like age bias, gender bias, personality
requirements. |
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Visit your
Recruiter: |
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While
companiers visit all vendors, they never visit the
recruiter’s office. This is a big mistake despite
everyone recognising the importance of manpower and
it’s selection. One look at the office will tell you
if it is in line with your expectation and
requirements. |
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