Existence of Recruitment Team in your Organization
by: Sanjeev Sharma
What do you think is the actual role and responsibility of “Recruitment Team” in company? I my previous write-up titled “Roles for HR Professionals in New Economy, I have mentioned about various roles and responsibilities that a “Recruitment Team” can take-up. The key and main role of the Recruitment Team of any organization is “Sourcing” but even if they are not doing that and just working as a mediator between Various Departments and Recruitment Consultancy Firms/Agency … don’t you think they are not justifying their very existence in the system? Lets go in detail and find the solution.
Different resources available for sourcing
The following are the various resources available for corporate houses and organizations to get profiles for their requirements:
2) Employee References
3) Job Portals
4) Campus Hiring (including, hiring through different private institutes)
5) Recruitment Consultancies/Firms
6) ResumesÃ¢â‚¬Â¦posted on the website of the company
7) Direct Drop-ins
The last two are ill-managed resources. If managed properlyÃ¢â‚¬Â¦these two resources can be very useful and effective. Among the above-mentioned sources “Recruitment Consultancies/firms” is the only source where you cannot, directly get in touch with the “prospective employees”.
I am not against “Recruitment Consultancies”Ã¢â‚¬Â¦I am in favour of them and I want to use them in a better manner. I want to use this resource for “Headhunting”. This gives rise to two more questions? What are different resources available with Consultancy FirmsÃ¢â‚¬Â¦for sourcing and what is difference between Sourcing and Headhunting?
Different Resources available with “Recruitment Consultancy Firms” for sourcing Recruitment Consultancy Firms also use all the above-mentioned resources except “Campus Hiring” and “Employee Reference”. (Let me know if there is any other resource available to them). Then, why is it that you cannot tap the talent and they can? Probably, you are not aware of the market? Probably, you are not aware of the business?
What the “Recruitment Team” is actually doing?
First question, if the recruitment team of your company is the final authority to “Select” or “Reject” a candidate? In most of the casesÃ¢â‚¬Â¦your answer will be NOPE, they are not the final authority. That right has been vested on “The Departmental or The Functional Head”. If those Department and Functional heads selects anyone on their ownÃ¢â‚¬Â¦without informing youÃ¢â‚¬Â¦you cannot do anything.
Now the second questionÃ¢â‚¬Â¦you cannot take any decision (on selection or rejection)Ã¢â‚¬Â¦you cannot even source (just getting people from recruitment consultancy firms)Ã¢â‚¬Â¦then what are you doing in the company? Are you working as mediator or coordinator between “Consultancies” and “Functional Departments”? In such scenariosÃ¢â‚¬Â¦how can you justify the very existence to this “department” in the organization? I am not against “Recruitment Department”Ã¢â‚¬Â¦my question is if they are not doing the very basic and key function of their department-“Sourcing” , then what they are doing?
As soon as they get the requirement from any department or any division they just call their (their selected, short listed or favorite) consultants and place the requirement. I have seenÃ¢â‚¬Â¦in some cases they are not even able to explain to the consultantsÃ¢â‚¬Â¦the Job DescriptionÃ¢â‚¬Â¦Job Specifications and roles for the profile that they are looking for. It is an irony.
Solution and Conclusion
It is not my verdict and it is not my decision. It is your company and it is for you to pay. But, I suggest to “Corporate Heads” and “HR-Heads”Ã¢â‚¬Â¦either use your all resources minus recruitment firmsÃ¢â‚¬Â¦efficiently or outsource your total “Recruitment Process” to an external agency. This will save a lot of Administrative and Operational Cost. What do you say?
Looking forward to your comments, opinion and feedback.