Engaging the Recruiter


During my 2 years at IIM Ahmedabad and even during my 5 years in the corporate world, I have learnt that focusing on the customer and keeping him engaged is the most critical factor for success. The customer here means internal as well as external customer ranging from employees to internal as well as external service providers.

Organizations talk about keeping their employees engaged so as to bring about a sense of belonging and to ensure that employees are satisfied in their roles and stick on to the organizations longer. Attrition is a big problem today, especially in the Financial Services Industry including Banking and Insurance. Employee Stickiness is low with growing demand for talent within the Industry and companies are trying to reduce attrition by way of job rotation or functional changes. A lot of effort from the organization side is being made to reduce attrition.

Engaging the external service provider seems to be a low key agenda for corporates today. Though this point manages a mention on the corporate strategy PPTs but not focussed on as hard as the employee engagement bit is. Engaging the recruitment partners especially is not high on the HR agenda.

The Recruitment partner can be one of the key elements in helping organizations to reduce attrition. One of the major reasons why people leave organizations is because they do not feel that they are a fit in the changing organizational demands. This can be corrected at the recruitment stage itself by clearly spelling out the expectations to the prospective employees and who else is better equipped to do this than a recruitment partner.

Selecting and involving the right kind of recruitment partners is an important part of the entire recruitment exercise. Once the recruitment partner understands client needs, he needs to be completely kept engaged with the latest happenings in the organization. A well informed recruitment partner will be able to build the right expectations about the organization.

Many a recruiters are given assignments by companies where they just pass on the JD to them and expect them to be able to provide them the best fit candidates. A JD is not a sufficient document to complete the hiring exercise. A recruiter needs to know about the organization, its past performance, its future plans, the prospects of he candidate in the job role mentioned, growth path of the candidate, day to day activities to be performed by the candidate in that role etc. All this is required to get a deep understanding of the candidate profile that will best suit the organization. All this information can help a recruiter to provide the best fit candidate and ensure that there is a high stickiness factor.


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