Whitepaper on Recruitment management, in regards to

Disputes and Resolutions.

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Belling the Cat.

Disputes and Resolutions

Created By Shambhu Arvind for Agile Informatics Pvt. Ltd.

Today the recruiting industry is going through the most dynamic period of world market. This kind of

dynamism or change has never been witnessed before. The functions of, purely refilling human

resources has given way to providing the whole myriad of recruiting solutions and services.

The gamut of challenges has increased with different industries seeking for different set of people in an

ongoing basis. Varied streams like Finance, IT, Marketing and Sales have changed the course of

recruiting which was basically formed for replenishing factory workers, traditionally.

Huge challenges like matching the correct person with a correct job, loyalty identification and pressure

taking traits are being taken into consideration while selecting candidates. Hence, the models and

marketing theories in relation to recruiting changes day in day out.

These challenges are to be put into a process where the recruiting companies are always ready with the

best resources so as to adhere to demanding clients. Every recruiting firm/business needs a process

through which the “going – to – market” time reduces drastically. Lots of software options are available

but this process could also be customized with traditional tools across every recruiting business.

Integration between the business’ front end and sourcing end is needed and should be impressed upon..

Recruitment Management:

Sourcing, Identifying and Recruiting being primary functions have turned into very professional gamut of

skill game. It also encompasses compliance and environmental factors in its mix. From budgeting to legal

parameters, every framework is found in recruiting management nowadays. This makes recruitment

management the most comprehensive user of business functions across the spectrum.

Maturity

Mature economies or mature companies usually have a set of objectives which they need to meet

during their recruiting process. This makes it easy for the stakeholders to zero-in at correct

replenishments. Labour market deregulation across different countries, also play a crucial role.

In Indian market, companies refrain from having Temps but in other markets across the world, it is quite

common. Now, with the maturity level and varied functions, few Indian companies are taking Temp

recruitment seriously.

Retaining the patrons

Any recruiting agency, which doesn’t have a

stream of clients for long term, will perish.

Period. Recruiting agencies needs to be

proactive in making processes which are

adaptable and scalable, for generating and

maintaining client relationships.

Take up a survey, manage a blog for new

developments in recruiting business; this

exercise will help staffing agencies to remain

in contact with their clients as well as potential

clients. The impact of constant useful

information telecast would help you be on the

top of mind of your client. They are getting

something in return other than CVs in their

inbox.

Divided Field

The constant barrage of staffing/recruiting

agencies has made this industry into a

small margin one. The good margins are

now only allocated for the companies who

made a name in this highly volatile space. If

we look at the world market, Japan has the

largest number of staffing/recruitment

agencies in the world followed by US.

For a world, which is considered flat now,

we can see the divide. This immense divide

of cultures and miles generally puts across

a highly fragmented way of working,

ensuring very difficult compatibility. This

space can be won if consolidation starts.

The other case may be, like Manpower,

Adecco etc. the brand name is associated

with high chance of landing a job.

Resource Attraction

The success of any company is valid on the raw materials. Staffing industry’s success depends on

REFINED materials. Attracting and retaining the human resources for others has become considerably

difficult due to immense completion and attraction bargains.

How many times a staffing agency has researched on job description? Seldom, is one word answer.

Consider this example: In case a staffing agency gets a contract for a project manager in a reputed oil &

gas conglomerate. Usually, the staffing agencies, work solely on the base of other brands, thereby

hurting their own. Coming back, if the recruiter or staffer researches not only the company but the

growth avenues of the position, it becomes easy to attract the resource in a single call. Tell him/her

what he/she would gain by accepting the job offer, where does a recruiter see the concerned person in

next 5 years based on industry/company performance.

This will not only attract but also retain the REFINED resource as it is easy for him/her to relate to

somebody who has his/her growth prospects in mind.

Relate and Update

Just as you require your clients business,

you also need a pool of human resources

who are ready to listen to you. How

many times a staffing agency calls a

client? Millions. How many times a

staffing agency calls a recruit they have

landed? Seldom

When a good recruit is placed by you or

gets in contact with you, put him/her in a

USEFUL list. Make sure you track and

update their career changes and

movement. One great employee

recruited by you, can take your company

from delivering middle level manager to

delivering CFOs. Keep in touch and be

close to their rise.

Revising Relationships

If you look closely into any recruiting

agency, one would find that 40% -

50% of time there is spent by people

on administrative tasks. This is

important but the main target of any

company dealing with human

resources is enhancing relationship

management.

Having the names of contacts at all

the companies with whom one works

with is not enough? Make sure that

you know their birthdays,

anniversaries, special days etc. This

would take time, but Rome wasn’t

won in a day either. The mushy e-

cards and mails are a passé. Make

sure you have a small and

manageable gift like a paper weight

or a laptop mouse which is branded

in you company’s name. This will find

a place on their tables and you close

to their mammalian brains.

Demographic and Social Media

The demographics of the whole world are changing and the dynamism of social media is making it easy

to sway all your goodwill in one shot.

A company can have a global impact if it chooses to direct its updates or status in a professional and

timely manner. Content on social media have the power to generate immense profits for companies.

Staffing agencies can gain a lot. Instead of hourly update or daily one, a staffing company can put its

recruiting needs. This will create the presence of one’s company in all corners of the digital world yet

making it accessible to clients and recruits together.

So update the status on facebook, twit around, and connect to linkedin so that you stay at everybody’s

PC, Laptop or Mobile.

We are Agile Informatics Pvt. Ltd., a company which is built on a strong foundation of professional

excellence and pioneering and scalable technology standards.

Agile Informatics boasts of 200+ associates and a pool of more than 50000 professionals which are

experienced and capable in varied industries. Our process for finding the correct fit for your organization

is tested, yet simple.

We have immense pool of people in-house who have large experience from various sectors like

engineering, oil & power, HR functions, export-import etc. which makes it easier for them to understand

correct fits for companies who need expertise.

Our business intelligence is one of the best in the industry. We have resources placed in different