| Recruitment refers to a process where by the most | | | | candidates. This is not a very ethical procedure and is |
| qualified and able candidates are screened and | | | | not talked about openly. The poaching process is |
| selected to fill vacant position in an organization. In | | | | very common in the retail and software industry. |
| the current times, there have emerged different | | | | Job Boards Play a Key Role |
| types of recruitment processes. | | | | In this age of globalization, information and |
| Staffing Outsourcing | | | | technology, the internet has become one of the |
| One of the most common trends in the recruitment | | | | biggest weapons acquired by the recruitment |
| process can be said to be the process of | | | | executives. The job sites post information about the |
| outsourcing, says A. Harrison Barnes the CEO of The | | | | latest job openings. Even the job seekers can make |
| outsourcing firms can help to recruit those candidates | | | | use of the technology to advertise their professional |
| who possess suitable skills and abilities for a particular | | | | careers. The job seekers are required to upload their |
| institution or organization. These outsourcing firms are | | | | resumes in the leading job sites and thereafter get |
| a pool of human resource for their recruitment | | | | drawn into by the prospective employees. is one of |
| procedures says A. Harrison Barnes. Fees are charged | | | | the leading job sites, that has latest job posted on its |
| by these outsourcing firms for the services they | | | | site says A. Harrison Barnes. |
| provide. These outsourcing companies however, have | | | | All that a job seeker needs to do is, search for their |
| a number of advantages as well as disadvantages. | | | | field of interest and apply for the vacant post. Make |
| Advantages: | | | | sure that you up load a professionally made cover |
| • The outsourcing companies provide a | | | | letter and resume to attract attention of the |
| considerable amount of flexibility and competitive | | | | recruiters, says A. Harrison Barnes. Try to incorporate |
| benefits. • The companies are not required to | | | | in your CV all the details about your educational |
| negotiate salaries, look through the unsuitable | | | | qualification, work experience and other related |
| resumes, or make plans for human resource in | | | | certifications that are valid and related to your career. |
| advance, thereby it saves a lot of its time and effort | | | | There are several advantages of this kind of |
| says A. Harrison Barnes. The outsourcing companies | | | | recruitment, like the job seeker is not required to |
| provide quality service with speed. These companies | | | | spend too much of time or other resources while |
| provide a well defined business strategy for staffing. | | | | searching for jobs, and there are no intermediaries |
| • The outsourcing companies claim to alter fixed | | | | involved either. |
| investment costs to variable costs. This cost | | | | Contract or the temp recruitment agency |
| generally varies with the activities concerning | | | | Another major aspect of recruitment is contract or |
| recruitment. | | | | the temp recruitment agency. These are the kind of |
| Disadvantages: | | | | recruiting agencies that supplies workers on |
| • The main problem that some firms charge | | | | contractual or temporary basis. Unlike the permanent |
| astronomical fees for outsourced staffing. • | | | | recruiting consultants, those which are temporary |
| Sometimes dealings exceed the cost of the internal | | | | recruiting consultants have the responsibility of |
| staffing department. • At times it may so happen | | | | managing both the candidates and clients, says A. |
| that the outsourcing companies may fail to meet the | | | | Harrison Barnes. Apart from this, the consultant is |
| requirements put forward by the customer in terms | | | | also required to ensure that the staff employed on a |
| of quantity or quality of staff the customers require. | | | | temporary basis are carrying out their work well and |
| • The level of competitiveness may go down if | | | | maintaining a stable clientele relation. |
| the recruitment process is restricted in the hands of | | | | Another kind of recruitment agency is the small |
| a single recruiter, rather than that of multiple | | | | industry detailed staffing agencies says A. Harrison |
| recruiters. • It will be wrong to perceive that the | | | | Barnes. The expenditure involved is not too high so |
| outsourcing companies can productively incorporate | | | | commissions for placements most of the times are |
| the client’s brand status. | | | | high up to 50-60% of that of the placement cost. |
| Staffing By Poaching | | | | There are no training phases involved in such |
| Another kind of recruitment procedure may be | | | | scenario. These companies mostly look for |
| staffing and poaching method says A. Harrison | | | | experienced candidates rather than new graduates, |
| Barnes. In this method of poaching, a qualified and | | | | so training phases are not involved. |
| competent employee who is already in the service | | | | The recruiting agencies can be very helpful, they |
| profession is hired by another organization of the | | | | assist you to make career choices and head towards |
| same industry. The attractive salary package, terms | | | | the right direction says A. Harrison Barnes. |
| and conditions can attract qualified and competent | | | | |