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Core headhunting process is an ‘art of recruitment’

November 21, 2013 in Industry Verticals, Knowledge Cell, Services

I’ve spent most of my career as a hiring manager but year ago I went for a Client meet; as it was purely a business development call; I interacted with the client who are running a leading business house in India and have a multimillionaire $ project in India and abroad, into oil & gas industry. They are looking forward to invest 50K Cr in to Indian market, accordingly they were looking for professional hiring partner who support for hire best talent from Indian market. While our meeting with the client they described us few niche position and shared 8 senior positions with us and very clearly mentioned:  ‘do not send any profile from job portal because they have their internal resourcing team’.

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I came to office with the positions. My seniors were happy as we acquired a big account and it was an initial thought: we can easily fulfill all position & without doubt we will generate good revenue for company. As a delivery aspect I remembered that they have their internal resourcing team so this is not an easy task.

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First few days we struggled for right candidate we connect with industries professional through social media like LinkedIn, silicon, twitter etc. but same answer we got all time (already approached with client) because social media is open & visible data for all. Then I realized if I would like to close this position I need to head hunt & map people across the industry so I started my search and targeted few engineering companies. When I interacted with people I realized there are professionals who are not available into job portal or social site. And each organization has approximately 15 to 20 untapped people who have 15+ years of exp into engineering field and they are right fit for my client. Gradually I tapped engineering industry & covered major division like – engineering, maintenance & utility, Quality, HR, Finance, Supply chain etc.

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Got bunch of untapped people who are with relevant experience and doing well into industry who are actively contributing to the organization. after hunting their personal contact numbers I started talking to them as per their convenience & most of the senior candidates are comfortable after 8.00pm for discussion also if possible I met them outside to their office I convinced them for position & progressively we lined up few strong candidate for our client and out of 8 positions successfully we closed 5 senior position and generated good business revenue;

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Yes, Headhunting it’s a time taking process but 100% result oriented practice. We realized invisible talent pool is always available for every industry & you have just to utilize your sourcing skill toward the right direction.

Headhunting it is not only a practices it’s a mantra of recruitment or search business. Client always expects best candidate who will be asset for the organization, who will grow with organization and build growth path for organization. For that we need to sharp our hunting skill.

In last few years intimately I have seen and experienced recruitment industry very closely and realized employer is always deplorable for good employees & employees are also keen to work with good employer.

According to market research both are sitting on bank of river and hesitate to disclose their identity in market. So headhunting is a process to build confidential bridge between both of them and create opportunities for stable & knowledgeable candidates, who are not easily available on portal or social site.

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Tentative structured of any engineering company

enginnering

TEAM..

November 16, 2013 in Industry Verticals, Knowledge Cell, Services

TEAM………..

TEAM is a cohesive unit, as they say!

TEAM

Meaning of TEAM; Together Everyone Achieves More.

The topic I’m touching today is very close to me and probably the most important for any organization. But the question is, how do we make a team, how do we keep people with different skill sets and nature together? Teams have an identity of their own. This identity is generated from the interrelationship of the larger culture, the organizational culture, the nature of the work, and the qualities of the individuals.

Team building

 

 

Team building is a process that develops cooperation and teamwork within a work unit. To constitute an effective team, its members must share a common goal, have respect for each other, and be motivated to use the strengths of each member to achieve their objectives.

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Team effectiveness refers to the system of getting people in an organization to work together effectively. The idea behind it is that a group of people working together can achieve much more than if the individuals of the team were working on their own.

The way to enhance team effectiveness is to agree beforehand on a code of conduct. As conflicts arise, it is important to know how to deal with them. Teams should decide what is allowed and what is not, how the team will deal with disagreements, and if open discussion is favored or if the group will vote on major decisions. Knowing what to expect and having the plan will make the process of working in group much easier.

 

Know Your Team

If you do not know what drives your team, you cannot possibly begin to get the best out of them. Don’t assume that your team members are motivated by the same factors that drive you.

The team approach has several benefits: distributed workload, balance of strengths, creative problem-solving, full involvement, good motivation, etc. Your team should know the reasons behind the work they are creating and should buy into the vision of the company. If your people come in, do their work, go home and don’t care, then you are unlikely to draw their full potential.

 

Fit no stereotypes. Don’t chase the latest management fads. The situation dictates which approach best accomplishes the team’s mission.
Colin Powell 

 

 

Recruitment or Relationship Management?

October 25, 2013 in Careers, Industry Verticals, Knowledge Cell, Services

Recruitment..not less than Relationship Management.. A few days ago I read a post shared on MANCER webpage on Facebook, a very good saying which mentions that “if you treat your candidates as CVs well then they will remember you as phone calls.” As per my understanding the thought highlighted the fact that it’s not just about how quick you are in sourcing profiles or closing a mandate it’s also about how you manage that entire process and how you go about it post that as well. This update also took my memory back to something that happened just few days ago.

It was a usual day at work.. There rang my hand phone with an unknown number flashing on it, I answered the call with our usual “Hello.May know whose calling..?”

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The reply from the lady on the other end was enough to make my usual day a special one. She mentioned her name and it took me not more than a second to realize who she was. How could I not recall her for she was my first ever closer? She was my candidate who I recruited exactly a year before in one of the leading private sector bank in India.

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That one introduction of herself and she made me go back to the time when I joined a recruitment firm in Mumbai as a campus recruit.

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A fresher I was then, all new to the world of recruitment. As I started working on my first Recruitment mandate I never knew that the first person I had lined up for an interview with the client will also be my first closer.

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Wow that felt great and what felt even more special was the same candidate reaching out to me after a year of me recruiting her not because she was looking out again but to let me know that she was happy and content in her present company that I placed her in and wanted to thank me for that.

It’s not unusual of us recruiters to be in touch with our candidates long after we have placed them but it’s a lot more special when candidates themselves come back to you stating how glad they are that they got in touch with you, their words of appreciation, their confidence in your abilities as a recruiter are the brownie points that you earn.  This one phone call and here I am thinking that aren’t we talent acquisition or recruitment  professionals more than just a link between the aspiring candidate and the hiring managers..?? .I feel our job responsibilities stretch way beyond the recruitment cycle of sourcing..Scheduling..Following up..Closing the position.. It’s a lot more. Can we not add a term call “Relationship Management” to our area of expertise..???

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You need to make sure you remain alive in the memory of your candidate for they could help you with recruitment  references in future . True and justified. However you can definitely get more out of it, you just need to sit back and think. Don’t we feel happy, proud and content when appreciation pours in from clients for doing a good job in closing a position, yes we do? And now add to it the feeling that you get when your placed candidate is all praises for the work that you have done, you don’t just feel happy and proud but it also motivates you for working even better and here lies the catch. “Motivation” for without the jest and motivation to do something one seldom reaches to the height they want to.

That’s exactly what I felt when my candidate called up after a gap of almost one year of me recruiting her, I felt motivated to keep going strong, make a name for myself and my organization for people to say “when it comes to hiring they are the ones.”. As Mr.Vijay Varier, Director Mancer Consulting Services rightly once said to me, “don’t just work. Work in a way that you make a name for yourself and your organization” and what better way to do that than being the preferred one with both your client and the candidates.

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Right from getting in touch with candidate to scheduling the interviews and then continuously following up with the client, accordingly updating the candidate and then making sure the shortlisted candidate takes up the offer and joins. All this while it’s but natural to develop a good rapport with your candidate for it makes things easier.

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 Maintaining this relationship even after you have successfully placed the candidate will make sure that whenever you go back to the time when it all started for you will realize that you have done a good job and you need to challenge yourself to keep up the good work. You need to make sure that your work gets recognized time and again and get you and your company laurels that are well deserved.

Our clients are our business providers but each and every candidate  you get in touch with irrespective of whether they ultimately manage to get placed through you or not, becomes a brand ambassador for you and you company. We need to ensure as recruiters that we maintain good connect with our candidates, our hires for it provides you references, praises, recommendations, appreciations and parameters like motivation and jest to keep up the pace of good work, a feeling called job satisfaction. To sum it all up It’s not just recruitment, it’s a lot more.It is Relationship Management.

Sighing off….

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