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Saturday, 14 June 2014

Why most of time Relationship between Consultant & Company HR doesn’t last more than 6 Months?

Gap from Company HR?

  1. Consultants are deprived of fresh mandates.
You haven’t made Group Email address Book or forget to add some consultant on that group and your consultant realize opening in your company however he is not informed. To ensure this please don’t forget to update your Group Email address & inform consultants to confirm if they will have time to work on this position.
  1. You don’t share feedback of interviewed candidates.
Your consultants keeps on sending you mail about their lineup however they never get feedback on who got selected and who got rejected and why. Sharing rejection reason is more important for them as if you have to groom them you need to tell them where they are missing.
  1. You don’t pick calls of your consultant.
You are so busy in meetings and on your work that you forget to call the consultant who is working on your positions. You have told them that you will call back however knowing the interviewer or shortlisting will not happen in next few day you opt to disconnect consultant calls. To ensure you don’t do these, inform consultants in advance about best time to call you & solve their some quires on email/phone timely.
  1. Delayed vendor Bills.
Your consultant has done his job however his bill is stuck for payment may be due to signing authority not available, you have exceeded your hiring budget, your finance team is having cash crunch & have set a diffident priority for your vendor payments or you have misplaced the bill in your papers. – Reactiveness, Transparency & Ownership is the Key here to ensure you keep your vendors happy.
  1. No Response on the CV shared.
You have received many resumes from your consultants for the position which you floated recently, however person responsible is not available for shortlisting or position JD/Location/Level might change. Inform your consultants why are you not replying and when they should expect revert from you.  

Gap from Recruitment Consultant?

  1. You share Junk CV without matching JD. 
As you work on multiple positions similarly Co HR has multiple tasks like multiple vendors, reviews, presentation, MIS, Interviews, Coordination & the list can go really long. You are judged with the quality of work which you do and if HR gets resumes which are not properly read & shortlisted by you as per JD, it creates a negative perception about your consultancy.
Always try to understand JD & interviewer perspective in-depth before you speak to prospective candidates so that your filtration is well and your candidates gets rejected only based on organizational fitment aspect only.
  1. You don’t discuss your priority.
As you have read “customer first” and “Never Say No” Jargons so you didn’t inform Co HR that you have a family function or your team has planned a trip or you have given prior commitment to some other client to work on their position.
It is advisable you consider yourself as an extended arm of Co HR and update them about your situation clearly instead of giving a wrong commitment as based on your commitment Co HR will be giving commitments to their internal customers.
  1. You work in unorganized manner.
As you are working on multiple positions so you have lineup candidates but have not mailed Co HR about interview schedule of few candidates interview were postponed however you forget to inform them. & HR discovers your lineup when candidate is at their reception.
Suggest you divide your day between BD, Sourcing, and Follow-up & MIS and finish pending task on planned time slots itself as one client lost is equal to 15 Pipeline BD cases.
  1. Negative feedback about Your Consultancy.
Candidates lined up through you don’t give a positive feedback about their interaction with your recruiters or Recruiters fail to give proper response on some candidate/lineups/mandate.
These situations are dangerous as you not only loose client but also it affect the brand value of your clients also. It is advisable you audit call of your team to check how they are pitching the job/company and correct where ever required before a candidate or client observe. 

please feel free to write your comments / share your suggestions on roshankrawat@gmail.lcom

Tuesday, 10 June 2014

How to create a successful student referral Program in a Institute?

Why student referral program fail?
·         1. Institute authorities are not able to establish continues communication with students.
·         2. No Recall mechanism is created to keep the Drive on.
·         3. Institutions do not recognize efforts of admission team while driving student referral.
·         4. Student who refers admissions do not get their dues.
·         5. Referral scheme Remain as undercover Project instead of a well marketed activity.
·         6. Too Many terms and conditions make Referral Incentive looks far to achievable.
Elements of an Successful Student Referral Program?
1. Communication
2. Positioning
3. Reward
4. Recognition
5. Feedback
6. Follow-up

Element No. 1 - Communication
1.    Ensure Communication happens from Top to Bottom.
2.    Referral Scheme should be communicated through all tools i.e Group Announcement, Email, Posters, Internet, and One O One Sessions.
3.    Device a separate communication Plan for Fresh admissions, First Year, Final Year and Alumni students.
 Element No. 2 - Positioning
1.    Referral Scheme should bring a sense of ownership among students.
2.    Special incentive on referring Scholars as admission.
3.    Classification of Student’s Parents based on their Priority and involving them through testimonial, Reason for selecting institute.
Element No. 3 - Reward 
1.    Referral reward to be designed as a attractive tool i.e much above of a fee discounting or money making scheme.
2.    Referral Scheme to be designed as a extended support by institution to supports student’s parent financially.
3.    Reward those who are able to generate walk-in for admission form, Counseling also. 
Element No. 4 - Recognition
1.    Students who contribute marginal or marginally better are not recognized publicly by defining authorities.
2.    Recognition of Contribution is limited to class and only on Non serious Platforms. 
3.    Students get recognized after several follow-ups by referee resulting in lack of motivation.
Element No. 5 - Feedback
1.    Referred Students who attend counseling or pick admission forms are not followed up properly due to which interested students do not get complete required information.
2.    Updates on Referral Status is generally Unstructured and remain ineffective due to which Referrer students are not updated on the development with Referred Student and gradually loose the interest.
3.    There is no score card system for referral program due to which many students who could ignite due to Pear Pressure doesn't get enough kicks to participate.
Element No. 6 – Follow up
1.    No commitment is taken from every student about Referral Count to be given due to which complete referral program revolves around limited targeted audience.
2.    Face to Face meeting with students who promise to Refer however didn’t referred are not done often.
3.    Ownership with Subject Faculty remains least due to which there is no serious follow-up is sensed. 
In case of any clarification/discussion please feel free to reach me.

Thursday, 10 April 2014

Is your Recruitment Process Positive?

“I don’t understand it. They told me that they were just looking now and that they would not make a decision for at least another three months. Why would you have me make this effort? If I find the role I am looking for, do they honestly think I will stick around for their call? The nerve of them.”

As I heard that, I said that yes, it does make sense. But I also know that we all have done informational interviews from time to time, but three months out is totally different. I don’t know what type interview that I would classify that as.

But this I do know: if a candidate has a bad experience applying for a job, that can play a critical role if your company decides to offer that candidate a position. Your organization is then behind the 8-ball from the start, so if the candidate takes the position, they are probably coming in not fully engaged and already skeptical.

Recruiting: it’s sort of like dating

I have always looked at recruiting as dating, in the old sense of the word. You both put your best foot forward during the courtship. You both display excellent manners until one of you decide that it is, or is not, a match made in heaven. You would never be rude or unresponsive.

And in the end if it does not work out, then you have that conversation and move on. That’s the way that I have always approached recruiting, too — no bad blood and walk away as friends, because in life, you never know how or when things will come around again.

I had lunch with a good friend the other day who had an interview years ago with a higher level person who basically just stuck her head in the door and spent a few minutes chatting before she passed her on. All the while, she was rude and rushed — and she was the hiring manager.

As fate would have it, this hiring manger lost her job not too long after that encounter. Then at an industry event a few months ago, my friend — now gainfully employed — was approached by this individual, and now, she was all ears with all the pleasantries, good to see yous, etc.

She even offered to do lunch or grab a cup of coffee together. It is amazing what unemployment will do to a person. Now the roles had shifted, and now this person wanted to network.

What you get from a bad candidate experience

Bad treatment during the courting process can cause a candidate to stop pursuing that company or turn down a job offer — that is, if he or she gets that far. But that’s not the end of it. Employers could lose out on more than just talent when the applicant experience is bad; the company’s reputation and business can suffer, too.

There was a time that organizations were in control of their culture. Not anymore; now you can go to a website like and learn everything that goes on inside a company, although I got into a discussion with a senior leader who told me that Glassdoor posts were all from losers and just sour grapes, so to speak.

But my point was that if you took the time to read through some of the statements posted at Glassdoor, and you find a common thread, whether it be about your recruiting process or statements about the company culture, you have a problem.

I always suggest that leaders should take a look at these kind of websites and see what your current, as well as your past, employees are saying about you. If you are trying to build a brand, repair a brand, or just want to maintain your brand status, you have to be aware of what is being said.

5 things to ask about your recruiting process

And on the other hand, your recruiting process must get corrected, so first you should take a quick look at how well your process works. You should:

•      Test the process: Have someone go to your website, and have them search and apply for a job. This is the usually one of the major complaints people have. Is the process easy or is it numerous clicks before they submit? That is why I am a big fan of “Apply with Linkedin,” because it can’t get any simpler than that.

•      Did you receive it? If you did receive the application, did your company acknowledge it? According to a CareerBuilder survey, a massive 44 percent of job applicants heard nothing after applying. That’s kind of like putting it in bottle and tossing it out to sea, then hoping and wondering that someone will come along and pick it up.

•      Kiss and tell: If you had a bad date, will you talk about it? There was a time that this would never happen. Today, not only will people share their every moment, but they surely will tell, text, and tweet to everyone they know about what happened. If they are mistreated, someone else will surely hear about it.

•      Are you intrigued at first sight? When you were initially contacted by the recruiter, did they sound excited and positive? Or, did they sound like this is a call they have to make to go through the hoops? There is a huge difference. That first contact should be exciting and provide a great “customer” experience. Have you ever called customer service and you had someone on the other end that was so enthusiastic that you felt it? If not try Amazon. It was the most amazing call I have ever had.

•      Keep ‘em warm: Every recruiter that has worked for me knows that we have to keep “potentials” engaged in the process. If you say you will call next week, dammit, call next week. If you say you have nothing to tell them, tell them that. Do not under any circumstances tell someone that you will follow up and then not follow through. Our word is our bond. If you agree to something, live up to it. Silence is not an option. My father would always tell me that the most important thing to remember is to always keep your word.

The bottom line is, you can’t mistreat people. You can say you are overworked, have 30 reqs open, working long hours, etc. Yes, you’re probably busy, but I still say that you can’t mistreat people. You must develop a process for following up and keeping them warm because it is important.

They also need to understand the business to recruit and select the right kind of people. “The fate of your business is held in the hands of the youngest recruit of the staff,” said Akio Morita, the well-known founder of Sony Corporation of Japan.

Yes, those are words to remember — and a good reason to remember why your recruiting process, and treating applicants well, is so critically important to the future of your organization.

 Extract from article of Ron Thomas of Buck Consultants.

Addition by Roshan Kumar : Industries operating through volume Hiring Mode cant sustain without a positive Recruitment Process as Word of Mouth and Employee Referral Program must yielding better contribution in Hiring  channels.

While HR focks do lot to ensure a candidate once Selected get the best treatment right from Issuing Offer Letter to On boarding tools to Budding during OJT and mentoring post 3 months of hiring. However their has been ZERO focus towards candidates who doesn't fit the bill however are part of same Talent Pool and Region.

With 35% Walk in to selection Ratio & 50% Selection to Joining Ratio it is utmost that we create a strong   Engagement model with first 65% Job seekers who were not selected due to any of the reason as they will be playing role of a Advisor while approaching similar talent Pool. This pool share their views on social media , open forum as well as in close circuits and can hit organisation Branding if not respected equally. 

Following are the Quick Actionable from this:

1. Thank you SMS to all Job Seekers.
2. Thank you email along with JD and Pre requisite of the Position which they applied for.
3. Reminder mailer about the cooling period for attending Interview.
4. Asking for Referral for open positions time to time.
5.Email flier of all future opening in the organisation.

Will be writing a detailed action plan for the same in forthcoming Article.