We’ve spoken a lot about Employee Engagement, its benefits and the common practices that are followed by various companies. Having been in to the Recruitment Industry long enough you’d have come across HR’s confusing Employee Engagement with Cultural Activities conducted at organisations.

We @SourcingAdda have foreseen this confusion and would like to resolve the confusion. Thanks to the efforts of our Mumbai Group member Amit who suggested we discuss about, “Employee Engagement and its practices in various companies.” To help you retain what was learnt we’ll be disclosing the popular WhatsApp. Wednesday conversation and also highlight the key takeaway pointers right after that. So here goes…

This brings an end to another discussion with lots of inputs to take back and implement in our Employee Engagement strategies to improve Employer Branding. If you’ve read this far then we’re sure you’d like to reinforce what was learnt. Taking this into consideration the key take away pointers are as under…

General Perspectives about Employee Engagement & Involvement

• To clear the confusion one first needs to understand the difference between Employee Engagement & Employee involvement.
• There are a number of studies that track the impact of active staff involvement on business profitability and performance which support either scenario.
• There’s a clear and strong correlation between the two i.e. Employee Engagement & Employee Involvement
• Success of a supervisor is in getting the employees involved not just keeping them engaged

Engagement

• ‘Engagement’ is the result of a passive acceptance of company values and objectives
• Engagement helps to increase productivity

Involvement

• ‘Involvement’ is the active pursuit of these objectives
• Involvement isn’t just a trendy buzz – word, it’s a principle that has a clear, measurable impact on the bottom line.

Difference between Employee Engagement & Involvement

• Cultural activities also known as Zero Hour, etc. and other similar activities conducted are a part of the entire Employee Engagement function but not limited to these activities alone.
• Employee Engagement & Employee Involvement includes the aspects mention below –

It is Employee Engagement when…

• One on one’s with the HR on a regular basis are conducted
• You keep the employees engaged e. interested in the organization
• An ‘engaged’ employee understands and agrees with the aims and objectives of the business
• Engaged Employees come back to work feeling motivated and energised
• All interventions, attempts made by the HR to understand and improve the engagement / job satisfaction levels of employee are conducted.
  • The intervention could range from 1:1 by the HR to surveys, people participation in setting up of the organisation processes.
  • There are around fifty HR interventions that are under the Employee Engagement function
• The engagement gets you in the game
• The engagement functions have an objective and purpose to conducting them

It is Employee Involvement when…

• Employees are involved in the decision making activities of the organization (for e.g. preparing the yearly holiday calendar, sharing their inputs on certain policies)
• You form employee groups to figure out how to improve the organizations image
• You involve employees in the day to day functioning of the organization at various levels
• You empower Employees rather than to have them follow rules & regulations
• You are able to instil a sense of belongingness to the organization in the Employee
• Successfully implemented it transfers the ownership of their initiatives from the board room and executive offices to the cubicles and shop floors.
• The Involvement gets employees to the top of your game and a game changer

Characteristics to look for in Employees to identify the sections they fall into.

An Engaged Employee will…

• Take an active role in the business
• Implement new initiatives
• Take ownership of the initiative
• Actively participate in driving change

An Involved Employee will…

• Help drive the organisation forward
• Add value to the business

The above mentioned pointers summarise the entire discussion well. If you’ve enjoyed this and have added to you learning then we’re sure you’d be interested in Perspectives on Layoffs in the IT Market as well. If you’d like to be an active learner rather than a passive one then here’s what you can do in two easy steps…

1. Follow us @SourcingAdda to gain real time updates to our upcoming events and activities
2. a) Leave your views or your requests to join these WhatsApp. Groups in our comments section

OR

1. b) DM us to @SourcingAdda with your name, location and Contact no.

And one of our representatives will get back to you as soon as possible.

 

There is a constant talk about Relevant Professional Certifications in HR that can improve the chances of Recruiters being selected and on – boarded at an I.T. organisation. It is one of the popular topics due to the changes the Talent Acquisition Industry is experiencing. It’s becoming more and more evident that a Recruiters role is changing requiring them to step out of their comfort zone and become innovative when it comes to Talent Sourcing.

With the changing times it is essential that Recruiters adapt to the rapid changes to perform exceptionally well at Talent Acquisition hence enrolling for Relevant Professional Certifications in HR for a Career in I.T. Organisations is a start.  If you’d like to know more about them then you’ve come to the right place thanks to our Pune group member Niveditha as our WhatsApp discussion was on, “Relevant Professional Certifications in HR for a Career in I.T. Organisations” so we’ll be disclosing it shortly and right after we’ll even highlight the key take away pointers so be sure to review them and add to your learning. Therefore here we go…

If you’ve come here then you’re looking to upgrade your skills and improve your chances of getting selected to join an organisation with the culture that suites you. If you’ve searched and are struggling to get details about top professional certifications then your hunt is over as we’ve got quite a few that give you that edge you’re looking for to stand out and get selected. So here’s your answer put in to highlights of the key take away pointers hence let’s begin…

HR Certifications

1. Udemy is one, but it has mainly one month packages or tutorials etc.
2. LinkedIn Recruiter Certification is a good one and is usually sponsored by organisations and has a validity of 2 years.
3. SAP HCM Certification
4. Virtusa Polaris also has a Certification for Compensation and Benefits if interested
5. SHRM Certification holds an edge since its syllabus is designed from time to time based on the latest market trends which keeps you updated.
6. Psychometric Testing Certification really helps in understanding the strengths of a team
7. NLP which again is on a different tangent
8. Net-net, is not about the certification but the factors that influence or have an impact on business and of course being specific to HR is “people”.
9. If your interest is into technology then learning ERP SAP, Oracle – PeopleSoft, Taleo Certification etc. are great
10. If interested in a specific area for example Performance Management, Policies, other countries culture then doing an MBA or any university given certificate is recommended.
11. Any ERP with global payroll are always wanted
12. Brain Bench, Belbin Team Roles and HRCI are also good Certifications
13. SourcePRO Training conducted by Yusuf and Mitch is another good Certification
14. Even Middle Earth and Aon Hewitt both have advanced course content their coverage is the best however not sure of their market recognition but these HR Certifications are good ones
15. Some other Certifications are six – sigma and train the trainer.
16. Even in the case of a Hubspot Certified Inbound Marketing it isn’t a cakewalk to pass the tests though more than 70% of the course content is a refresher.

Recruitment bites about the relevance of Certifications

Positive Aspects

• Doing certifications may not be need as HR professionals are also engagement managers and require high influence factor to drive them in their role.
• Any program that can help you improve the influence factor is beneficial
• From the HR front, experience and knowledge counts
• Most people in HR Specialisation are obtained from Top Management Schools
• The concentration is more on Pedigree and hands on experience in the domain, technological expertise and the companies they’ve worked for.
• Content of most of the certifications is no doubt good
• It helps to get through the door while looking for new opportunities it’s always been more as a part of qualifying than selection.
• Although we still look for certified candidates it doesn’t mean they are Masters in it but in actuality they already possess the knowledge about the process and they usually follow it

Negative Aspects

• For most Recruitment professionals HR certifications are least focused on in a HR profile
• Just doing a certification isn’t the objective but how can it benefit you is the focus
• A Certification doesn’t matter in the recruitment field and are not mandatory; it only adds value to the profile making it a strong one.
• Having any certification doesn’t make anyone Masters but brings value to the work.
• While certified candidates are sourced but our main objective is to look for a candidate who worked in it which can fulfil the requirement.
• Certification is a lazy way of validating someone’s knowledge and work experience
• The only question you should be asking is do you get lucrative returns
• The returns may not be in monitory terms but will it at least open doors for better profiles is the question and the answer is usually no.

Market Reality

• While HR Specialisations are obtained from Top Management Schools the top Management is usually not from Top B Schools rather they may not even have MBA degree either, yet they learn.
• If there are doubts then you can do your own research by collecting a list of Top 50 HR managers through random sampling and find out for yourself.
• As far as possible skills and competencies with hands on experience is important, not a certificate
• The irony is Certifications helps in getting an edge on other profiles when you look for opportunities in the market which is a sad reality of the market.
• Besides the fact that each organization has a different process to follow hence each team is trained in a different way to get the best from them.
• Any certification helps people learn about the field and get a chance to implement what they’ve learnt.
• How many of us get a chance to look into certifications but we have challenges every day at every point yet we still come out of all these challenges by learning from it.
• A Certification is good to have but “hands-on experience” is what is preferred
• Certifications always add value but earlier there was hardly any trace of an inbound concept – marketing or sales.
• Today’s consumers are more informed and have more choices.
• If a business implements the traditional way of dealing with its audience, they are sure to lose out on a great market share deal.
• In general, there is a huge demand for `hands on’ professionals in the market
• The learning is very limited and is based on the exposure an individual gets
• Certifications give method to madness of your own learning.

If you’ve been following the discussion closely then some of our members have summarised it perfectly, so let’s find out more, so here goes…

Qualifications & Certifications will help us in landing the first job but once on board we learn and grow in our career; purely based on the relevant competencies and the skills we build in our respective functional & sub-functional areas on a continuous basis (including technical, functional, behavioural, etc.) besides there is a huge demand for `hands on’ professionals in the market; hence, let us focus on keeping ourselves continuously employable by being extremely `hands on’ in a few areas based on your focus and passion. Besides you grow and learn the tricks of the trade like most do in their own fields. Some tricks you pick by following your seniors, peers, subordinates while others you learn from the processes laid out at your workplace and relying on your own research and a/b testing which is what we call “Hands on Experience” and this learning is very limited as it’s based on the exposure an individual gets. Although Certifications give method to madness of your own learning they help especially when you are dealing with numbers / data, which most of us now have to deal with as we grow while climbing the career ladder and become decision makers, no matter which field you are in. And if you are a certified professional then you know that “hands on experience” in the best way.

So let’s end with a perfect example i.e., “Ones Perception makes all the difference as stated in the dialog mentioned below by one of our members…

“Interviewer: How long will you have to work to buy BMW?

Doctor: I think I can buy one in 6-8 months of my practice.

MBA: I need about 11-12 months of hard work.

Engineer: At least 2-3 years of very hard work.

Mr Ratan Tata: I think… about 5 years.

Interviewer: Why so long, Mr Tata?

Mr Ratan Tata: Well, it’s a big company!”

Well how insightful is that, need I say more? To convince you of the importance of being more of an Active learner rather than a Passive one, if you’re not yet a part of these WhatsApp groups where we discuss about Should Recruiters show eagerness to Candidates till the Offer Release Period to negotiate the CTC? Then you know what you’re missing out on. So if you don’t wish to miss out on anything further here after then simply follow these 2 simple steps and you’re there…

1. Follow us @SourcingAdda to get updates to our upcoming activities like #TASCON17 #SourcingChat and events i.e. #TASCON17
2. a) Leave us your views or requests to join these WhatApp groups in the comments section below

OR

3. b) DM us @SourcingAdda with your name and contact details and our representative will get back to you.

The Recruitment industry is constantly changing in order to keep up with the changing times. Having; said that it’s obvious that the role of Talent Acquisitionist’s requires one to adapt to the changing Industry to preserve. Care to guess what the discussion will be covering?

You’ve guessed it right; we @SourcingAdda constantly try to keep Recruitment professionals updated about the current trends that are practiced. In an attempt to assist fellow Recruiters like your selves  we even conduct annual events like  #TASCON17 a Talent Acquisition and Sourcing Conclave where you get the opportunity to interact and network with the best minds in the Recruitment Industry. With that being said, in relation to our upcoming annual event the discussion was on, “The Changing Role of Recruiters”. And as popular these WhatsApp discussions go; here’s your chance to catch up with what was discussed if you’ve missed it but remember to review the key take away pointers right after and add to your knowledge. So here goes…

This brings an end to another informative discussion with lots of inputs to take back, review and add to your learning.  Having said, that we’re sure that you’d also like to reinforce what you’ve learnt hence here are the key take away pointers to help you retain what you’ve learnt easily…

Possible Roles Recruiters Play

There are several roles that Recruiters may be required to play now or in the near future so here’s what a Recruiter’s role might be, as…

1. A Recruiter of the Future, you will be required to have strong interpersonal and project management skills while your task of sourcing and coordination / scheduling is automated.
2. A Data Driven Analyst, your experience within the recruitment field is not going to be of much help due to the revolution in predictive analysis, machine learning, hiring algorithms and they must possess awesome skills in analysis.
3. An Automation Domain Specialist, the traditional ways of maintaining data will have changed drastically. So it is more about the ‘Design of the ATS’ making it more efficient to avoid most of the ‘Data Entry Work.’
4. One of the best Social Media Engagement Recruiters, you would have already set the benchmark for others to follow hence every Recruiter will have to focus beyond ‘LinkedIn’.
5. A Customer Experience Management, where we refer to a customer as being both – candidates as well as other stakeholders in the hiring process. For instance in a global village, wherein there are zillions of opportunities waiting for ‘good candidate’; customer experience is going to be the key factor.
6. A Recruiter finding ‘The One’ in the Matrix, where every resume looks more or less the same is going to be difficult. Here Candidates can choose impressive resumes and just white paper it. The role of the recruiter is to find the candidates who aspire to be ‘Neo’ from Mr. Anderson.
7. A Recruiter, just posting Jobs and Praying isn’t going to work any longer in fact Internal Recruiters must be trusted advisors to Hiring managers. While External Recruiters will have to not only find Talent that Internal Recruiters can’t find but also get candidates across the table for discussions.
8. A Sales Guy, you’ll be expected to know how to pitch to tech wizards and geniuses in a way they get interested in the role and company.
9. A Consultant, providing consultation to hiring managers, stake holders based on the availability of Talent VS Budget.
10. A Liason, you’ll be expected to network, meet talent to build your database and pipelines
11. A Marketing Executive, you’ll be expected to help sales folks and even pre – sales folks on talent availability and feasibility of hiring.
12. An Internal Communicator, wherein you’ll be required to conduct innovative campaigns for driving employee referrals and / or employee engagement activities
13. A Waiter / Bellboy, wherein they’ll have to escort candidates into and out of the premises, arrange parking in some cases, deliver /offer tea coffee, organize lunch.
14. A CEO / Senior Executive, where you’ll have to talk about your services, good culture, initiatives and balance sheets at conferences / to individuals
15. A Family Member, where you’ll have to be concerned about the candidates, enquire about their good health, advise them like doctors if they have issues, last but at the least convey that they are not joining / dropping out of interviews as their uncle or grand – parents are either dead or injured in accidents.
16. A Real Estate Agent, for some candidates to help them hunt houses

In short the roles of a Recruiter are changing rapidly where it will be essential for them to do much more than just be a postman matching keywords. Having, said that they will be required to spend less time with paper or data but more time in interacting with people.  So if you’ve read this far then you now have a brief idea about the roles you’ll likely be expected to play in the near future. Therefore, you need to begin to focus on building some of the above mentioned skills to remain upbeat with the changing roles and perform exceptionally with the changing times.

If you’re interested in remaining updated with the changing trends and adapt to it for instance, “Should Recruiters show eagerness to Candidates till the Offer Release Period to negotiate the CTC?” then you simply need to follow these 2 simple steps…

1. Follow us @SourcingAdda to gain real time updates to our upcoming activities and events such as #TASCON17 #TweetChat and #TASCON17
2. a) Leave us your views or requests to join these WhatsApp groups in the comments section below

OR

       b) Simply DM us @SourcingAdda, with your name and contact details and our representative will get back to you.

As Talent Acquisitionist’s we follow procedure to procure information that can help us sell the position better and on board the Talent with the credentials and calibre we know are perfect for the role. Questions like current CTC, the profile the potential Talent is looking for are a few examples of procedural questions asked. Having said that, have you ever thought of its relevance in Candidate selection? If not then here’s a chance to find out for yourself and add to your knowledge.

We @SourcingAdda are constantly striving to assist our fellow Talent Acquisitionists to remain updated with the current trends and practices that are followed. More importantly we are able to do that due to the efforts of our group members; one of them being Vineeth from the Pune group. As per his suggestion our discussion topic was on, “Relevance of Recruiters asking Candidates about their CTC in the selection process, in reference to the article, “HR why? They need current CTC “Cost to company” To view it visit – https://www.linkedin.com/pulse/hr-why-need-current-ctc-cost-company-gagan-malhotra on 2 parameters namely,

1. Should Recruiters ask candidates about their CTC?
2. How will this information help them?”

As always we’ve received an outpour of responses, and we’re sure you’d like to know more so we’ll be sharing the discussion shortly, meanwhile do remember to view the key take a way pointers that are highlighted right after. So here goes…

Well the informative discussion ends with a lot of views expressed, inputs to take back and add to your learning; especially, when the discussion addresses important and sensitive aspects like the CTC of the Candidate. Although asking a potential Candidate for their current CTC is procedure how relevant do you think it is? So here’s a chance to find out by reviewing the key take away pointers, so let’s begin…

Accept certain facts

• If you have something to offer it comes with a price and shopping for Talent requires a careful thought process.
• Realise that it’s the business that calls the final CTC especially if it’s a billable resource
• Sometimes companies have to go beyond their budget to on board a good candidate in the organization.
• Ultimately money is what interests the candidate for a switch
• Having CTC discussions are of prime importance but at a later stage for certain
• Even if in the early stages prospective candidates claim otherwise, money is a great motivator because it’s an important aspect.
• You always need to respect that and play your cards accordingly and you’ll come across several candidates that ask about the salary they’ll get up front.
• For a candidate there is at least a max of 10 options or companies available where the candidate can join after clearing the interview.
• For a recruiter they might have 50 odd options for just one position
• Realise that you’re dealing with a human and not a machine so respect that
• Recruiters simply cannot afford to ignore CTC or leave it out of discussions
• HR or Recruiters have a budget within which they have to hire; hence, asking current and expected CTC is absolutely fine and an expected norm.
• Recruitment is not just skill mapping
• Cost is one of the most important elements of selection
• The CTC offered depends on which industry you are hiring for like service industry or product and everything has a budget and numbers are what matter for the management panel.
• Recruitment is referred to as a job market where; in the job market a candidate has their individual skills, experience, talent, education etc… that are their USPs.
• Disclosing salary information to an entity which might not even associate with the organisation would just broadcast the core that’s meant to be confidential for multiple reasons including but not limited to market – competition, budgets, payroll parity.
• Businesses have certain operation costs and hence budgets have been allocated
• Recruiters cannot simply offer fixed compensation without calculating the percentage hike
• Passive candidate engagement is a different ball game all together.

Procedure to be followed

• Recruiters work as per the client’s requirements so it’s important for the company to understand the hiring scenario especially if they are to come to an understanding about the range for the budget.
• In an order to hire the right fit talent an organisation needs to have a right strategy of hiring
• You need to check which level the candidate is being shortlisted for provided that the HR, Recruiter and the Delivery Team are ok in hiring at this level.
• Check the Candidates Base Pay Target Ratio (BPTR) and it can create parity issues
• When comparing the Candidate’s current CTC take in to consideration the benefits that they get apart from money as considering only money doesn’t attract middle level and above Talent.
• Mostly the profiles we Source usually miss out information about the CTC, don’t have updated information, has vague figures and incomplete structures i.e. fixed, variable, benefits etc.
• It’s perfectly alright to confirm the CTC over a call but provided the Candidate asks a question related to the CTC.
• Although asking about the CTC may not be alright but having that information when you have a time constrain; asking for the CTC would be a good option as you’ll be able to make sure that you’re bringing in the right talent at the right cost besides your KPI is affected.
• In fact if one follows the theory of going by the mentioned profile information, chances are that you might select the candidate especially the ones that have gone through a number of rounds that involve time, cost, you’re efforts including the time spent by various individuals from different levels in an organisation.
• And as per your calculations you might offer the candidate something beyond market standards only to realise that their salary details were updated during the last appraisal cycle.
• On stretched compensation is where a corporate Recruiter has to understand whether the role they are hiring for is strategic or operational in nature.
• Recruiters need to consider the urgency, the available candidate pool and impact of a non-hire / late-hire has on business.
• On the basis of the above mentioned aspects you can recommend a stretched budget or not for a particular role.
• An initial budget of 15 lakhs that is closed at 28 Lakhs indicates poor research that went into the role definition, expectation setting (of hiring managers) and market research.
• It put’s Corporate Recruiters capabilities in a poor light meaning that they haven’t done their homework or they haven’t been able to communicate effectively with the hiring managers or there could be a trust issue.

Possible Solutions

• Rather than asking the Candidate about the CTC, let’s give the candidate the Job offer as well and if the candidate finds the offer appealing and meets their expectations they’ll take it else if they disagree then they’ll probably object and state their expectations.
• A simple, honest approach might get you everything you may need for a successful screening
• There are always other ways to find out the information; besides its essential that Recruiters make sure that there are not over paying the candidate than the company’s existing employees or the market standards.
• In general Hiring trends normally a passive candidate will not look only for the CTC or you’d find them on job boards; which motivates them for a change.
• Sometimes Passive candidates are found interested in the money; although they aren’t on, job boards.
• With the right connections made or if you are on the right track you’ll be able to get the CTC without asking if you –
  • have industry connections
  • you know how to fetch the band structure which reveals the required initial level information
• Irrespective of the budget, if you ask prospects of the CTC and assure them that you’ll try to get the best possible offer for them, it will give them comfort and confidence.
• There is a trust factor that you need to establish though as the success ratio will be better if we can establish that faith; it’s generic but works a lot of times.
• Expecting Recruiter’s to call every 50 candidate and tell them what they are offering as CTC to the Candidate is unfair.
• Recruiters have certain parameters to shortlist candidates on; when calling 50 candidates is unfair, such parameters can be based on the experience or money.
• CTC offer will depend on –
  • interview performance
  • how the profile is perceived which does not impress prospective candidates to present their candidature at least at entry level
• For senior positions candidates ask for the “budget” in a sophisticated or refined manner to ensure that they will not be wasting their time.
• While India doesn’t have a law against asking about the Candidates CTC a better approach is to ask the question; for this particular position, is it better to take a transactional approach to the selection process or should one take a strategic approach.

Relevant & Positive Aspects

• Asking details regarding whether a Candidate is perfect for the role are aspects to focus on
• Having information about Candidates current CTC helps in –
  • Negotiating the salary package, especially when there is a budget constraint
  • It also ensures that the replacement cost don’t exit opportunity cost
• If the salary range for a position is between “x – y”, unless the recruiter knows the candidate is not <x, it will be a waste of efforts to proceed with the candidature.
• A lot of countries have a role / experience based standard of benchmarking with the least disparity, data published online for everyone to see.
• Discussion regarding the CTC helps in understanding Candidates attitude and aspirations
• It’s important to ask about the CTC as it helps to decide about whether or not the Candidate is the best fit for the role.
• Hiring any external resource without having comparative analysis with internal resources creates disparity and a low level of engagement.
• Monitoring you potential Candidate’s digital footprints to gather content to take the conversation places is absolutely essential.

Irrelevant & Negative Aspects

• Asking details regarding personal information like Candidates current CTC is not needed
• India is the only country where Recruiters tend to ask so many questions about personal details
• Abroad asking personal information like Candidates current CTC can be considered as an act of discrimination.
• India cannot be compared with other markets
• Salary information of any HR department in an organisation is black box information

Well this brings our informative discussion to an end with a lot of inputs to take back and add to our learning and help us stay updated with the best practices of on – boarding candidates. This entire conversation has been summed up substantially well by the members in a saying, “Recruitment is referred to as a Job Market where, in a Job Market a Candidate has their individual skills, experience, talent, education etc… that are portrayed as their USPs. Thus, if you have something to offer it comes with a price and one doesn’t blindly shop for talent.  It’s pretty basic!”

If you’ve read this far then you’ve found something worth your while so why not become an Active learner instead of a Passive learner. You can become an active learner in 2 simple steps i.e.

1. Follow us @SourcingAdda to gain real time updates to our upcoming activities and events especially,
2. a) #TASCON17 and to find out more please visit – https://goo.gl/qMGDER
3. b) We’re currently hosting a #SourcingContest so you can avail your #TicketToTASCON by participating in it here – http://tascon.in/sourcing-contest
4. a) Leave your views and your requests to join these WhatsApp. Groups with your contact and location details in the comments section

OR

1. DM us on Twitter to @SourcingAdda with your WhatsApp. Contact and location details

And one of our representatives will get back to you. So if you’d like to gain more insights into the trends or recruitment practices that are followed in the Recruitment Industry for instance, Can Recruiters trust Candidates serving 90 days’ Notice Period? Then it’s absolutely essential that you join these groups.

We’ve spoken about HR from a general perspective and dealt with challenges accordingly but have you wondered if there’s a difference between a Corporate HR and a Consultancy HR?

Well if you haven’t then, you’d be glad to learn that we @SourcingAdda are here to assist you in remaining updated with the current practices in the profession that we’re all passionate about. And thanks to the Group members we are able to stay updated ourselves. Based on the Mumbai group member Amit’s suggestion we had a discussion on, “What makes a big difference between a Corporate HR and the HR from a Consultancy?”

As explained: see now – a – days many SME companies outsource their HR department to some Consultant or recruitment consultant. The Consultant place a recourse on client site to deploy HR practice or set up the HR department. In fact they get more exposure than co-operate HR. Still when these guys try to switch to a Corporate HR most of the companies reject the candidature just because these guys were working for a Consultant and not for companies. It is the same case for candidates working as a Recruiter applying as candidates.

Therefore let’s take a look at the conversation that took place and make sure to review the key take away pointers to retain what you’ve learnt right after. So here goes…

The informative discussion comes to an end with a lot of inputs to add to your learning and even get the queries you have resolved. But before we make our conclusions let’s review the key take away pointers to retain what we’ve learn and test our knowledge about a subject we are all passionate about. So here goes…
Recruitment bites

Recruiters Perspectives

• The key to understanding the difference is to see whether there is substantial data to support the argument.
• If it is personal experience then it cannot be generalised as an industry wide practice
• What really matters is the quality of experience than the quantity (number of years) or the brand name of the company for that matter.
• It is important for all of us to have hands-on experience and continue to keep your selves employable in the ever changing market scenario.
• While Recruiters are also Candidates who have great qualifications, great companies on the resumes nevertheless you may become redundant, in future, in the market place.

Employer Perspectives

• Companies hire candidates for the skills they possess and the value they bring to the table.
• Companies don’t hire candidates because they have come from ABC school/college, etc. (or) xyz companies which is applicable across all levels.

Difference between a Corporate & Consultancy HR

Corporate Recruiter

• A Corporate HR does complete end to end HR activity that is from HR, call to CTC fitment, to approvals and joining
• These Recruiters would be specialist in particular areas with advanced skill-sets of hiring
• As a Corporate Recruiter you don’t share profiles with the hiring manager until and unless you find it 90 to 100 percent fit or if you are 100 percent confident.
• Recruiters try to look at the candidate from a hiring manager’s point of view before submitting the Candidate to them.
• You mature and relate to the business more in a Corporate Environment
• The distinguishing factor is ownership; Corporate Recruiters will have the ownership on end to end processes.
• Corporate HR specialise in to recruitment where they directly interact with business personal and candidate wherein there is comparatively not much target pressure.

Consultancy Recruiter

• Candidates from HR firms Source and come with complete market MI but not the last part of the operations therefore the preference changes according to the role requirement while hiring.
• They function as a team to close a particular role
• Working at a consultancy can give the same job satisfaction people expect out of a corporate job
• These Recruiters come with wider market knowledge and understanding of companies, salaries, availability etc.
• Recruiter at a search firm usually share CV even if it’s 50 to 60 per fit with the thought of letting the 2 parties involved decide which doesn’t cause any harm sharing etc.
• Consultancy environment makes you robust to face the corporate so both complement each other
• Consultancy Recruiters on the other hand will have ownership on the revenue
• Core consulting HR usually gets end to end exposure with a lot of pressure to achieve targets.
• Here mainly the leads have stake holder connections and where recruitment is concerned most companies rely on consultants for on – boarding Candidates.
• Consulting HR policies change at the need of hour since they are controlled by owners which should not be the case.

Recruitment Facts

• There is a very thin line of difference between working at a Corporate and a consultancy
• A consultancy can operate like a Corporate as well
• Candidate engagement processes, skills and knowledge vary in a Corporate HR and a Consulting HR
• Things learnt and followed are different based on the exposure you get which is dependent on the firm you work for.

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