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Kumar Rajiv - RecruitWise: your practical guide to enhanced Recruiting Skills.

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RecruitWise: your practical guide to enhanced Recruiting Skills.
Author:
Kumar Rajiv / Prasad Hemant
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Books / Home and family
Year:
2020
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Table of Contents

Chapter 1: What is Recruitment

The process of finding and hiring the best-qualified candidate (from within or outside of an organization) for a job opening, in a timely and cost-effective manner. The recruitment process includes analyzing the requirements of a job, attracting employees to that job, screening and selecting applicants, hiring, and integrating the new employee into the organization.

A simple Google search defines Recruitment as:

Recruitment synonymous with "hiring" in American English refers to the overall process of attracting, selecting and appointing suitable candidates for jobs (either permanent or temporary) within an organization.

Wikipedia defines Recruitment as:

Recruitment refers to the overall process of attracting, selecting and appointing suitable candidates for jobs within an organization, either permanent or temporary. Recruitment can also refer to processes involved in choosing individuals for unpaid positions, such as voluntary roles or training programmes.

Recruitment may be undertaken in-house by managers, human resource generalists and/or recruitment specialists. Alternatively, parts of the process may be undertaken by either public-sector employment agencies, commercial recruitment agencies, or specialist search consultancies. The use of internet-based services and computer technologies to support all aspects of recruitment activity and processes have become widespread.

Chapter 2: Recruitment as a career option

Recruitment career is very dynamic and can be very rewarding for professionals with right skills. The prerequisites to make a successful career in Recruitment domain are good interpersonal and communication skills backed by a formal education in human resource management e.g. a certificate, diploma or degree.

Following are the career path for recruitment professional, which can be suitable for professional depending on their comfort and interest level.

Career in Recruitment Agencies

Recruitment Agency is the usual landing platform for most Recruitment career aspirants. Though agencies are not considered favourite by most aspirants due to lower pay package and hectic work environment, but they offer excellent learning environment, hence can be considered as good stepping stone for beginners.

Those enjoying agency environment can also look for long term career option with recruitment agencies as most established agencies offer a good career path. There are various roles that recruitment professionals can look for in an agency environment. The most common roles include:

Recruitment Executive Entry level role usually working in team to source and screen resumes and coordinating interviews.
Sr. Recruitment Executive Responsibilities similar to Recruitment executive, Mid-level role, usually working with key accounts and handling recruitment for mid to senior level positions for client.
Account Manager Performing recruitment activities while also managing business relationship with clients to cater to its requirements.
Practice Lead Leading a team of recruitment professionals serving customers in a specific domain.
Recruitment Head - Job role to manage recruitment team, process and reporting to management.

Career in Corporates

Recruitment activities are a part of overall Human Resource function in a corporate environment. Recruitment professionals often hire professionals as desired by hiring managers/business unit head in the corporate.

Recruitment models in corporate vary for each corporate depending on their business models. However, the most common recruitment models are:

Campus Hiring Recruitment team visits educational institutes and performs interview and selection activities for fresh graduates.
Lateral Hiring (hiring for job positions above entry level) :
1. Internal Hiring team : Companies having an established team of recruitment professionals would ask its team identify the job aspirants, perform screening and selection activities and on-board the prospective employees.
2. Hire via agencies: Companies who either dont have an established recruitment team or prefer to engage specialized agencies to identify and coordinate candidate interview and selection process, opt to hire via agencies. In this scenario agencies would charge a finder fee from corporate and a recruitment coordinator from corporate would coordinate with agency on interview and selection process.
3. Combined method: Some companies prefer to segregate the job positions they wish to fill via their internal recruitment team and agencies. Mostly hiring for niche skills or senior professionals is assigned to agencies to leverage on their expertise and reach out to more professionals, while entry to mid-level hiring can be handled by internal hiring team.

Based on the corporate policies corporate have few levels and job titles for recruitment professionals. Some common roles are:

Sourcing Executive Job role for entry level recruitment professional, those are assigned the work of only sourcing resumes based on job description provided by hiring manager.
Recruitment Executive Job role to perform sourcing, screening and selection activities.
Sr. Recruitment Executive Job role similar to Recruitment executive role with some additional responsibilities and accountability.
Recruitment Lead Job role to lead a team of recruitment professionals, which also requires task to coordinate with hiring manager and report to Recruitment Manager.
Recruitment Manager Job role to manage entire recruitment process, people and reporting to corporate management.
General Manager HR/Recruitment Manager Job role to plan, manage and strategize recruitment activities for entire organization.
Vice President HR/Recruitment This job role might be similar to General Manager and depending on organizational structure the titles and job responsibilities maybe divided.

Career as Freelancer

Many recruitment professionals prefer to work as freelancer and often referred as Headhunters.

Working as freelancer can be a rewarding career provided you have the right skills and good business relationship with employers. Headhunters are often asked to identify prospective candidates for niche skills and rewarded handsomely with finder fee, while working flexible hours as per your choice, without being bound to routine office hours.

Anyone looking to make your career as freelance headhunting specialist would be advised to first get some experience in a recruitment agency or a corporate and understand the hiring process, hiring managers expectations and build relationships in industry to pursue a successful career as Freelance Headhunter.

While working as a freelance Headhunter, you will also be required to have some tools to get the job done, so:

Get an email-id which should be preferably be separate than your personal email-id to keep your personal and professional communication separate.
Ensure your active presence on Social Media site and Professional Networks such as LinkedIn, Facebook, Twitter and Blogs.
Get your Professional Business Cards and a portfolio of your skills and work delivered in past.

Chapter 3: Hiring Requisition Analysis

Validating and understanding hiring requirements received from hiring managers or clients is the first step towards ensuring quality deliverables. This chapter helps you understand various dimensions to analyze the hiring requirements.

Taking the Job Order. Asking the RIGHT Questions

Job Duties Hard Skills
- Daily responsibilities
- Position objectives/measurements

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