Recruitment Training Manual

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What is Recruitment?

Recruitment is a process of searching the candidates for employment and stimulating them to apply for

jobs in the organization. It is the activity that links the Client and the Candidates (job seekers).

Recruitment is thus a process of attracting, selecting and placing the right candidate for the right job at

the given time and economy.

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Evolution of Recruitment – The People Industry

It is highly admiring that a process has been successfully transforming for several decades and

will continue to do so. While researching about recruitment for more than a decade, it was

discovered that there is strong belief about recruitment being existent since the day people

formed / gathered in groups to perform any task – we may date this back to the stone-age or

time of emperors or the industrial revolutions or pre-post World Wars to today.

This as an evolution of task to a process and to an industry, may be a Transformation.

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The Old – Age (Days of Emperors)

When a baby was born, he / she was believed to be the soldier and was taught the arts of war to

join the Army. This was said to be ‘Self Recruitment’. Later, there were protests against the

emperors for farms / fields and for the right to sell the goods directly to the public for a better

price. As they progressed, entrepreneurs started recruiting the labour.

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Industrial Revolutions (1760 – 1840) With the rapid increase of industries across nations was the need for more manpower. But, the working conditions

were uncertain like - child labour, less wages, poor-living conditions and long working hours. Workers started

forming unions to protest against this which led to first & second revolutions resulting in urbanization, decreased

child labour, better wage and benefits. This encouraged people to migrate to urban cities. Agencies played a major

role planning and recruiting the manpower. This had led many small & mid-sized agencies to scale-up and look at

recruitment as the future. Agencies advertised jobs through bulletin boards, newspapers, announcements & flyers

in public places, theatres, town halls, etc.

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Pre & post World Wars – World War I / World War II (1914 – 1945 – later)

As the army was in the battle, many positions were open. Companies and the government approached the

agencies to recruit manpower. Agencies began to advertise for members of society who were not called into

military service. Once the war ended, the agencies remained with the purpose of finding the returning war

veterans (with their new skills) a job. Distributing the CV/resume (self-written, hire type-writers, take the help

of agencies) was the new job searching avenue during this time. Agencies had ownership of candidates CVs’

written by them.

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Birth of Public Agencies:  First proposal to establish a public agency ("Office of Addresses and Encounters") was in 1650 by Henry Robinson

which was rejected by The British Parliament.

Since the beginning of the 20th century, every developed country has created a public recruitment agency as a way

to combat unemployment and help people find work.

In the UK (also ruling the EMEAI), the first agency began in London, through the Labour Bureau (London) Act 1902;

amended in 1909 as Labour Exchanges Act 1909. In the USA, The initial legislation was Wagner-Peyser Act of 1933

which was amended as Workforce Investment Act of 1998.

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Birth of Private / for-profit agencies The first private recruitment agency ‘Engineering Agency’ in the USA was formed by ‘Fred

Winslow’ in 1893. It later became part of General Employment Enterprises who also owned

Businessmen's Clearing House (est. 1902). In 1906, Katharine Felton had started a recruitment

agency as a response to the problems brought on by the San Francisco earthquake and fire.

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Regulation of the Recruitment Agencies

In 1919, International Labour Organization of US recommended for the abolition of fee-charging agencies.

After 14 years of discussions by the government and agency unions about this convention a bill was

passed in 1933 that resulted in abolition of for-profit agencies if the agencies were not licensed and a fee

scale was not agreed in advance. In most countries, agencies are regulated. Like, UK - Recruitment

agencies Act 1973; Germany - Employee Hiring Law of 1972, etc. By 1970s along with the booming

economy, there was a shift in focus. Recruiters began to work for the client as an increasing amount of

corporate and expanding businesses began to outsource their hiring needs to recruitment agencies.

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The Internet age – Today Though Internet/www was launched in 1982, Commercial Internet service providers (ISPs) began to emerge in the late 1980s and early 1990s; fully commercialized in the U.S. by 1995. The first job portal was launched in 1994 by Monster followed by Netstart which is now CareerBuilder.

In 2000s, Web 1.0 and its sequel Web 2.0 have highly influenced recruitment industry by letting recruiters leverage Social Media. The concept of "head-hunting" became ever popular while Mobile based recruitment was popping in the market. With several sources available and the need for niche talent, recruitment/sourcing has transformed from being a task to a Research Function. Agencies started forming exclusive sourcing teams and research functions. Today, web based self-branding has become a necessity that most of the applicants, recruiters and agencies have online presence. Be it LinkedIn, Facebook, Twitter, Google+, Wordpress, etc. Few recruiters/candidates own blogs, websites, online portfolios/resumes making web/internet ‘One World Database’ and the trend of ‘Cloud Sourcing’. This new technique includes sourcing the resumes/e-profiles of applicants from web (including but not limited to) search engines, social/professional portals, blogs, e-directories, etc – to keep it short, everywhere!

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The Internet age – Today (contd.)

Recruitment has been one of the ancient yet prominent industries. Throughout this evolution, one aspect has remained the same – ‘Change is the trend’. We will see continued transformation in future as well, especially in methodical and technical approach of recruiters. Data analysis/intelligence is expected to be a critical area of focus for the recruiters/agencies. Agencies, recruiters, candidates/applicants have high visibility in the internet world. So, everyone should be unique & innovative to offer a competitive-edge. In addition to your processes, tools, methodologies – your willingness to change for better will help secure the position in the competition.

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RECRUITMENT PROCESS

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Methods of Recruitment & Selection

Internal Sourcing : Internal sourcing is the practice of advertising a new or recently vacated position within a business to existing employees. More businesses have come to use internal sourcing as a method to recruit employees upward or laterally within the company because little or no training is needed, and expenses that include advertising for a new employee and running background checks are spared. It also fosters loyalty and parity among team members.

External Sourcing : External sourcing is a method of recruitment that conducts an employee candidate search through external recruitment tools, such as job boards, newspaper advertisements and trade publication announcements. This method favors bringing in job candidates that may or may not have direct experience in your small business' line of work; a candidate within a satellite field may offer a fresh, out-of-the-box perspective to the organization.

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Methods of Recruitment & Selection (contd.)

Third-Party Sourcing : Third-party sourcing involves using a placement agency or headhunter to find qualified job candidates. These third-party sources use various techniques and tools to find appropriate job applicants, such as extending offers of improved salary compensation and more flexible benefits packages.

Interviewing/Pre-Selection : All Business suggests that you should schedule interviews when you know you will have uninterrupted time to review the candidate's resume. When having telephonic conversation do not focus solely on the applicant's credentials or experience instead, listen to his / her answers to your questions without interruption and take notes on key points.

Candidate Selection : Using notes of telephonic conversation you have taken, compare each candidate with his resume and look to see if you have missed anything while reading his resume the first time. Make your candidate selection is on the basis of how competently he answered your questions and what questions he asked during the conversation. Candidates who do not ask questions are either shy or uninterested.

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TOP 10 HR COMPANIES IN INDIA 2015

First in the list of top 10 HR Companies in India is Randstad. Randstad is a leading Human resource company that was established in 1992 and has 22 years of experience in recruitment industry. It is known for providing excellent staffing services to clients across the globe. Their service portfolio includes recruitment, compensation management, payroll management etc. Established – 1992

Second is the list is Kelly Services India. Kelly Services is a famous recruitment firms in India that helps top notch companies to hire right talent. It was started in 2001 and has earned good reputation in the market. Kelli provides staffing solutions in the area of IT, Oil & Gas, engineering etc. Established -2001

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TOP 10 HR COMPANIES IN INDIA 2015 (CONTD.)

Third in the list is Mercer India. Mercer India is another prominent name in recruitment industry. It was established in 1992 and offers services like human resource consulting, investment consulting & talent management. Establishment- 1992

Fourth in the list is Adecco India. Adecco India is a leading recruitment firms, provides quality resources to famous companies in India. It has huge network of 85 branches that provides staffing solutions to over 1500 clients. It helps needed candidates to get dream job.

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TOP 10 HR COMPANIES IN INDIA 2015 (CONTD.)

Fifth in the list is a black and white business solution. Black and white business solutions is a well know staffing and IT services company that provide staffing top famous BPO companies. Alongside staffing, company also develop tailor made applications according to need of clients.

Sixth in the list is ABC Consultants. ABC Consultants is counted among the oldest & trusted staffing firms in India, provides quality resources to companies in telecom, IT, banking and infrastructure sector. It was established in 1969 and doing excellent work from last 50 years.

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TOP 10 HR COMPANIES IN INDIA 2015 (CONTD.)

Seventh in the list is Genius consultant Ltd. Genius consultant Ltd is an outstanding player of HR industry. It was established in 1993 and provides staffing solutions that includes temporary staffing, outsourcing, payroll processing, employee verification etc. It has numerous branches in pan India and has a customer base of 1200 clients.

Eighth in the list is Career expert. Career expert is an excellent staffing solution that works across retail, banking and BPO industry. Besides staffing, career expert also conduct training workshops in top notch companies, sales consulting for needed clients.

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TOP 10 HR COMPANIES IN INDIA 2015 (CONTD.)

Ninth in the list is Talent Mappers. Talent Mappers was established in 2006 and over the years become the leading player in staffing industry. It is Bangalore based company that has strong team of 200 employees; provide services to over 100 clients. Talent mappers works across three verticals that includes staffing solutions, e-learning services and talent recruit.

Last in the list is 3 Leads. 3 Leads is a Bangalore based consulting firm that provide staffing solution to global companies. It is specialize in - recruitment solution, staffing, customer satisfaction, application development etc.

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Top Global Recruitment Agencies Adecco S.A. is a Swiss multinational human resource consulting company based in Glattbrugg, Switzerland. Adecco Group is the world's largest provider of HR solutions. With more than 33,000 FTE employees and a network of over 5,500 branches, in over 60 countries and territories around the world, it offers a wide variety of services, connecting over 700,000 associates with well over 100,000 clients every day. The company was formed in 1996 as a result of the merger of the French company Ecco and the Swiss company Adia Interim.

Aditi Staffing is a technology staffing company based out of Bellevue, Washington, USA, and Bangalore, India. It was founded in 1994 by its current Chairman, Pradeep Singh. The company provides contract & full-time Software Engineering and IT employees to customers across the USA. Aditi Staffing utilizes a globally distributed recruiting model

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Top Global Recruitment Agencies Aquent LLC is an employment agency headquartered in Boston, Massachusetts. Founded in 1986 by Harvard University classmates John Chuang, Steve Kapner, and Mia Wenjen, Aquent, then called MacTemps, was the subject of a Harvard Business School case study, which focused on building loyalty in the contingent workforce. Aquent gained recognition in the early 1990s as one of the first employment agencies to offer temporary workers accessible and affordable health benefits.

Bid Solutions is the leading global recruiter of bid and proposal professionals. They provide both permanent and contract staff and can rapidly deploy experienced consultants to plug specific skill gaps within a bid campaign. Founded in 2002 and headquartered in London, they have the largest global network of bid and proposal specialists and offer a complete recruitment service - from initial campaign planning through to induction support.

Aquent

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Top Global Recruitment Agencies Blue Arrow Limited is a United Kingdom based employment and recruitment agency that places individual jobseekers in employment and provides businesses with temporary and/or permanent staff in the industrial sector, catering sector, driving sector, logistics sector and office sector. The head office is in Luton, Bedfordshire. Blue Arrow used to be a constituent of the FTSE 100 Index but is now part of the Impellam Group plc, an international staffing business traded on the Alternative Investment Market

Hays plc is a British company providing recruitment and human resources services. It is listed on the London Stock Exchange and is a constituent of the FTSE 250 Index. Hays plc is a specialist recruitment group with operations in the UK, Continental Europe, The Americas and Asia Pacific regions.

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Top Global Recruitment Agencies Michael Page International plc is a leading British-based recruitment business. It is headquartered in Weybridge, Surrey and is a constituent of the FTSE 250 Index. PageGroup is a provider of permanent, contract and temporary recruitment for clerical professionals, qualified professionals and executives.

Randstad Holding NV is a Dutch multinational human resource consulting firm headquartered in Diemen, Netherlands. Randstad is the world's second-largest HR service provider after Adecco. It was founded in the Netherlands in 1960 by Frits Goldschmeding and operates in around 40 countries. In 2013, the company achieved a turnover of €16.6 billion and a net income of €230.7 million.[4]

Randstad employs around 28,000 staff. Globally, Randstad has 4,587 branches. Randstad’s head office is in Diemen, in the Netherlands.

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Top Global Recruitment Agencies Robert Walters plc is a specialist professional recruitment consultancy and

focuses on placing professionals into permanent, contract and temporary

positions at all levels of seniority. Established in 1985, the business has a

global presence spanning five continents

SThree is a British-based recruitment business. It is listed on the London

Stock Exchange and is a constituent of the FTSE SmallCap Index.

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5 Key Recruitment Trends For 2015

Increased Focus on Quality of Hire

It’s no secret that hiring the best people is the way to boost organizational success, and 2015 will see

the quality of candidates becoming an increasingly important factor. Global

recruiting leaders have cited quality of hire as a top priority, and as the most valuable metric for

measuring a recruiting team’s performance. Four years ago, referrals were the best channel for

sourcing quality hires. Today, job boards and social professional networks are preferred.

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Increased Emphasis On Using Social Networks

Social recruiting has been big in 2014 and it’s set to be even bigger in 2015. With this in mind,

73% of recruiters plan to invest more in social recruiting. But currently 33% of recruiters don’t spend

anything at all on social recruiting, so there are still big changes that need to be made in this area.

LinkedIn remains the clear champion social site for hires with 79% of recruiters having found a hire

through the site. While 94% of recruiters are using LinkedIn, next in line is Facebook, used by only 66%

of recruiters. Social is now one of the most ripe platforms for finding top candidates, with both quality

and quantity of candidates proven to improve when a social recruiting strategy is put in place.

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2015 is going to see a big shift toward closing the gap that exists between active and passive candidates.

Active candidates (those currently seeking employment) have been the main focus of recruiters for some

time, but passive candidates (those who are not looking but are open to speaking to a recruiter) are a key

talent pool that is not to be missed. In fact, 75% of professionals would categorize themselves as “passive,”

yet this potential is greatly untapped, with only 61% of companies recruiting passive candidates. A recent poll

has revealed that on LinkedIn, at least 63% of members are not actively looking but would still be interested

in new job leads. 2015 is certainly the time for companies to capitalize on the passive talent pool.

Closing the Gap Between Active and Passive Candidates

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Embracing the Concept of Talent Branding

Talent branding is the social, public version of your company brand that seeks to

promote your company as being a great place to work so as to attract new talent.

Companies are increasingly noticing the impact that a good brand and company

culture has on their hiring process. Research from LinkedIn has found that costs per

hire can be reduced by 50% and turnover rates lowered by 28% when a company

has a strong talent brand in place. On top of this, three-quarters of talent

acquisition leaders have said that talent brand significantly increases their ability to

hire good talent. To give themselves as edge against other employers,

73% of organizations plan to highlight company culture in the coming year. There is

no doubt about it, the line between recruiting and marketing is blurring, as

recruiters are finding that marketing a strong talent brand helps them to attract

better candidates.

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This key trend is one of the least tapped into by recruiters so far. There’s a growing disparity between the 43% of job seekers who use a mobile device

for their job searches and the 59% of recruiters who don’t invest in mobile career sites at all. Not to mention the fact that the number of candidates

searching and applying for jobs on mobile devices is on the rise. Companies and recruiters need to increase their mobile recruiting behaviors to match

candidate demand. 2015 is the time to make recruitment websites mobile-friendly and to mobile-optimize job postings. The easier it is for candidates

to search and apply, the more applicants companies will be able to screen.

2015 is going to be a competitive year for recruiters who are facing skills shortages but high demand for quality hires from companies. Tapping into

these five key recruitment trends will guarantee that companies and recruiters can keep up with the competition; there’s no option for lagging behind

next year.

Using Mobile Recruiting

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Recruitment Marketing Recruitment marketing is the process of building an organization's employer brand to attract top talent.

Because a strong employer brand can play a significant role in convincing a job candidate, human resource

management (HRM) departments have increased marketing efforts to compete for candidates with scarce skills.

Examples of recruitment marketing initiatives include employment videos, search engine optimized career sites

and social media job advertising. There are also several technology platforms that can help HR managers get

started with recruitment marketing. Vendors include SAP-SuccessFactors, SmashFly Technologies, Jibe and Jobvite.

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Recruitment in a Nutshell

The role of a recruitment consultant is more closely aligned with sales than HR, as recruitment consultants sell our services to

clients to secure their vacancies to recruit for. We then seek the right candidates to fill those vacancies, using a combination of

advertising, head-hunting and selection amongst other activities. A lot of this can be phone-based, although we do meet

clients and candidates across all our markets as well. The recruitment lifecycle covers everything from understanding what the

client wants to sourcing the right candidate to negotiating the job offer. This requires the ability to multi-task, as our

consultants handle a number of different candidates and vacancies at any one time.

Recruitment companies are usually heavily focused on performance and we’re no exception. This means that all of our

consultants work on targets and a commission structure that rewards good performance. This offers exciting career

opportunities and also rewards our staff for providing the best service to our clients. The culture is result-driven & fast-paced.

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