Just like how in a company culture flows from top to bottom, in a country, the culture flows from top to bottom.
We have a few political comedians who are fit for nothing! I must say, in that case, we are far below average compared to any other country. Even an ordinary robber will accept in his heart that he is committing a crime, but our politicians in broad daylight themselves steal! They say they have the power.
Why mention - one of the VAFI strategies was to keep women informed of local police station contact details (address). Now policemen themselves rape women reaching out for their help (fact - recent 6 Delhi constables who raped a girl)... where to go?
;-) Reality check!
From India, Madras
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57We have a few political comedians who are fit for nothing! I must say, in that case, we are far below average compared to any other country. Even an ordinary robber will accept in his heart that he is committing a crime, but our politicians in broad daylight themselves steal! They say they have the power.
Why mention - one of the VAFI strategies was to keep women informed of local police station contact details (address). Now policemen themselves rape women reaching out for their help (fact - recent 6 Delhi constables who raped a girl)... where to go?
;-) Reality check!
From India, Madras
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Good HR Associates. This is how you address your company, right? But I cannot see any good, neither in your language nor in your behavior. The way you write, it seems your company possesses zero professionalism. Before writing such things about corporate HR, I think you forgot that these are your clients from where you get your revenue and your bread and butter. How can someone who is professional write something like this about their clients on a social networking site?
For your kind information, we, corporate HR, never lie to anyone. If the position is on hold, we tell the truth. Moreover, the position goes on hold mainly because of the consultants. Why? I will tell you. When we receive the requirement from the technical department, they want the position to be closed within a time frame. We pass on the requirements to the consultant with the proper JD and explain the time frame to them. Firstly, they will send some scrap and waste at least three to four days, which is beyond the time frame. Finally, when they know exactly what they need to search for, the position goes on hold as the technical department does not require anyone since the project is being completed.
Apart from this, instead of supporting the client, the consultant tries to support the candidates and forces us to increase the package, which is not within our budget. To hide their incapabilities, they say it's hard to find a candidate with XYZ package and skills and later claim that they have sent numerous profiles before.
So, the profiles they send and have in our database are actually scrap, and we cannot use them in the future. I don't understand why the consultant cannot train their recruiters to send some good profiles as per the JD within the TAT. Now, that's a SHAME.
So, now, stop complaining about corporate HR and go and do some work. "As it says, action speaks louder than voice."
From India, Delhi
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For your kind information, we, corporate HR, never lie to anyone. If the position is on hold, we tell the truth. Moreover, the position goes on hold mainly because of the consultants. Why? I will tell you. When we receive the requirement from the technical department, they want the position to be closed within a time frame. We pass on the requirements to the consultant with the proper JD and explain the time frame to them. Firstly, they will send some scrap and waste at least three to four days, which is beyond the time frame. Finally, when they know exactly what they need to search for, the position goes on hold as the technical department does not require anyone since the project is being completed.
Apart from this, instead of supporting the client, the consultant tries to support the candidates and forces us to increase the package, which is not within our budget. To hide their incapabilities, they say it's hard to find a candidate with XYZ package and skills and later claim that they have sent numerous profiles before.
So, the profiles they send and have in our database are actually scrap, and we cannot use them in the future. I don't understand why the consultant cannot train their recruiters to send some good profiles as per the JD within the TAT. Now, that's a SHAME.
So, now, stop complaining about corporate HR and go and do some work. "As it says, action speaks louder than voice."
From India, Delhi
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Dear Mousumi,
Thanks for your views. But I wish you had read all the posts by me carefully before posting your opinions. You have given a knee-jerk reaction like so many others :(
The complaint is against the Bad HR practices & Bad Corporate professionals. I am assuming you are good so you don't need to defend the Bad Corp HR. You may give us some ideas on how to deal with Bad Corp HR, like Asha has tried to help.
Good HR Associates.
Mousumi kakoty said: "Good HR Associates. This is how you address your company, right? But I cannot see any good neither in your language nor in your behavior. The way you write, it seems your company possesses zero professionalism. Before writing such things about corporate HR, I think you forgot that these are your clients from where you get your revenue and your bread and butter. How can someone who is professional write something like this about their clients on a social networking site?
For your kind information, we corporate HR never lie to anyone. If the position is on hold, we tell the truth. Moreover, the position goes on hold mainly because of the consultants. Why? I will tell you. When we get the requirement from the technical department, they want the position to be closed within a time frame. We pass on the requirements to the consultant with the proper JD and explain to them the time frame. Firstly, they will send some scrap and will waste at least three to four days, which is beyond the time frame. Finally, when they know what exactly they need to search, the position goes on hold as the technical department does not require anyone since the project is being completed.
Apart from this, instead of supporting the client, the consultant tries to support the candidates and forces us to increase the package, which is not under our budget. To hide their incapabilities, they say it's hard to find a candidate with xyz package and xyz skills and later on will say that we have sent numerous profiles before.
So, the profiles they send and are in our database are actually scrap and we cannot use them in the future. I don't understand why the consultant cannot train their recruiters to send some good profiles as per the JD within the TAT. Now, that's a SHAME.
So, now stop complaining about corporate HR and go and do some work, "As it says action speaks louder than voice."
From India, Chandigarh
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Thanks for your views. But I wish you had read all the posts by me carefully before posting your opinions. You have given a knee-jerk reaction like so many others :(
The complaint is against the Bad HR practices & Bad Corporate professionals. I am assuming you are good so you don't need to defend the Bad Corp HR. You may give us some ideas on how to deal with Bad Corp HR, like Asha has tried to help.
Good HR Associates.
Mousumi kakoty said: "Good HR Associates. This is how you address your company, right? But I cannot see any good neither in your language nor in your behavior. The way you write, it seems your company possesses zero professionalism. Before writing such things about corporate HR, I think you forgot that these are your clients from where you get your revenue and your bread and butter. How can someone who is professional write something like this about their clients on a social networking site?
For your kind information, we corporate HR never lie to anyone. If the position is on hold, we tell the truth. Moreover, the position goes on hold mainly because of the consultants. Why? I will tell you. When we get the requirement from the technical department, they want the position to be closed within a time frame. We pass on the requirements to the consultant with the proper JD and explain to them the time frame. Firstly, they will send some scrap and will waste at least three to four days, which is beyond the time frame. Finally, when they know what exactly they need to search, the position goes on hold as the technical department does not require anyone since the project is being completed.
Apart from this, instead of supporting the client, the consultant tries to support the candidates and forces us to increase the package, which is not under our budget. To hide their incapabilities, they say it's hard to find a candidate with xyz package and xyz skills and later on will say that we have sent numerous profiles before.
So, the profiles they send and are in our database are actually scrap and we cannot use them in the future. I don't understand why the consultant cannot train their recruiters to send some good profiles as per the JD within the TAT. Now, that's a SHAME.
So, now stop complaining about corporate HR and go and do some work, "As it says action speaks louder than voice."
From India, Chandigarh
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Hi,
This is a typical situation, and you need to handle it diplomatically. You can explain to HR that you have been in touch with the candidate and convinced him for your requirement.
I had a very bad experience with one of the CMM Level 5 clients in India. The HR always used to tell me it was a duplicate profile. One day, I downloaded a profile from Naukri, changed it to my name, and they still replied that it was a duplicate profile. After 2 hours, I received a call from that company for discussions on that CV. Later, I informed them that I would not work for their company, and the HR was fired because of various instances.
From India, New Delhi
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This is a typical situation, and you need to handle it diplomatically. You can explain to HR that you have been in touch with the candidate and convinced him for your requirement.
I had a very bad experience with one of the CMM Level 5 clients in India. The HR always used to tell me it was a duplicate profile. One day, I downloaded a profile from Naukri, changed it to my name, and they still replied that it was a duplicate profile. After 2 hours, I received a call from that company for discussions on that CV. Later, I informed them that I would not work for their company, and the HR was fired because of various instances.
From India, New Delhi
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Dear Sir,
Why are you looking at only one side of the coin? We have to consider both sides, right? In my personal experience, some executives appointed through consultants end up having interviews arranged for our employees with different clients after a short period. It's easy for them as they have access to the database and know where these candidates are currently employed. Instead of accusing corporate managers, I suggest maintaining follow-ups with clients or even contacting the candidates if needed.
Regards,
Raghavendra
Dear HR Managers/Executives,
You'll agree and believe that positions/job openings are sent to consultants after careful consideration by Corporate Managers, including HR managers, taking into account manpower requirements, strategic HR planning, and more.
A common practice by corporate HR is to put the position ON HOLD after receiving a good number of profiles from consultants. This often leads to consultants being misled with reasons like internal restructuring or changes in hierarchy, which are claimed to be beyond their control.
"Position ON HOLD" essentially means, "Thank you, consultants, we now have enough CVs to work with and contact candidates on our own later!"
This scenario occurs frequently with many corporate clients, which is a disgrace to the HR fraternity. Should we then assume that corporate HR is incompetent in forecasting their HR needs? Are they unaware of internal changes within their own organizations? If they keep altering their requirements, does that not indicate a lack of clarity on what they truly seek?
It's all a facade. It's evident that they are building their own candidate database/pipeline.
To the HR Manager/Executive: Please refrain from deception and dishonesty towards consultants. Such actions equate to stealing the hard-earned efforts of others.
Shame on such practices!
Sincerely,
Good HR Associates
From India, Bangalore
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Why are you looking at only one side of the coin? We have to consider both sides, right? In my personal experience, some executives appointed through consultants end up having interviews arranged for our employees with different clients after a short period. It's easy for them as they have access to the database and know where these candidates are currently employed. Instead of accusing corporate managers, I suggest maintaining follow-ups with clients or even contacting the candidates if needed.
Regards,
Raghavendra
Dear HR Managers/Executives,
You'll agree and believe that positions/job openings are sent to consultants after careful consideration by Corporate Managers, including HR managers, taking into account manpower requirements, strategic HR planning, and more.
A common practice by corporate HR is to put the position ON HOLD after receiving a good number of profiles from consultants. This often leads to consultants being misled with reasons like internal restructuring or changes in hierarchy, which are claimed to be beyond their control.
"Position ON HOLD" essentially means, "Thank you, consultants, we now have enough CVs to work with and contact candidates on our own later!"
This scenario occurs frequently with many corporate clients, which is a disgrace to the HR fraternity. Should we then assume that corporate HR is incompetent in forecasting their HR needs? Are they unaware of internal changes within their own organizations? If they keep altering their requirements, does that not indicate a lack of clarity on what they truly seek?
It's all a facade. It's evident that they are building their own candidate database/pipeline.
To the HR Manager/Executive: Please refrain from deception and dishonesty towards consultants. Such actions equate to stealing the hard-earned efforts of others.
Shame on such practices!
Sincerely,
Good HR Associates
From India, Bangalore
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Dear Pschakrapani,
Thank you so much for sharing your experience. This was an eye-opener! I would request others to share more such experiences in this thread, as well as remedial measures we can take as consultants to avoid exploitation.
Good HR Associates
From India, Chandigarh
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Thank you so much for sharing your experience. This was an eye-opener! I would request others to share more such experiences in this thread, as well as remedial measures we can take as consultants to avoid exploitation.
Good HR Associates
From India, Chandigarh
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Dear Raghvendra,
I am assuming that you are a Good Corp HR. The shame is on Bad Corp HR who exploit the consultants, cheat them, use them to their advantage. If you are good with consultants, please keep it up. If the consultant is Bad, I will strongly recommend you immediately dump him, blacklist him, and expose his name on this forum.
Good HR Associates
Dear Sir,
Why are you looking at one side of the coin? We have to look at both sides of the coin, right? In my personal experience, some executives appointed through the consultant, after a short period, the same consultant arranges interviews for our employees with different clients. It's easy for them as they have the database and know where these candidates are working. Do not shame Corporate Managers. Instead, I will give a good suggestion – keep following up with clients, and if required, contact candidates as well.
Regards,
Raghavendra
Dear HR Managers / Executives,
You'll agree and believe that the positions / job openings are sent to consultants after deliberation by Corporate Managers, including the HR managers, and after due consideration of manpower requirements, strategic HR planning, etc.
A routine and common practice by corporate HR is to put the position ON HOLD after receiving a good number of profiles from consultants. They cheat the consultants of their hard work by citing internal restructuring, changes in hierarchy, and numerous other lame excuses "which are outside their control."
Position "ON HOLD" means, "Thank you, foolish consultants, now we have enough CV's to play around with and contact on our own later!"
This happens repeatedly with many corporate clients. It's a shame on the HR Fraternity. Should I believe that corporate HR is incompetent in predicting their HR requirements? Are they unaware of what is happening in their own companies? If they keep changing their requirements, are they not competent enough to know what they are looking for? This is all hogwash. We know they are creating their own database / pipeline of candidates.
Mr. HR Manager / Executive - Please stop lying and cheating the consultants. I equate this to stealing somebody's fruits of labor and hard work. Shame! Shame!
Good HR Associates
From India, Chandigarh
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I am assuming that you are a Good Corp HR. The shame is on Bad Corp HR who exploit the consultants, cheat them, use them to their advantage. If you are good with consultants, please keep it up. If the consultant is Bad, I will strongly recommend you immediately dump him, blacklist him, and expose his name on this forum.
Good HR Associates
Dear Sir,
Why are you looking at one side of the coin? We have to look at both sides of the coin, right? In my personal experience, some executives appointed through the consultant, after a short period, the same consultant arranges interviews for our employees with different clients. It's easy for them as they have the database and know where these candidates are working. Do not shame Corporate Managers. Instead, I will give a good suggestion – keep following up with clients, and if required, contact candidates as well.
Regards,
Raghavendra
Dear HR Managers / Executives,
You'll agree and believe that the positions / job openings are sent to consultants after deliberation by Corporate Managers, including the HR managers, and after due consideration of manpower requirements, strategic HR planning, etc.
A routine and common practice by corporate HR is to put the position ON HOLD after receiving a good number of profiles from consultants. They cheat the consultants of their hard work by citing internal restructuring, changes in hierarchy, and numerous other lame excuses "which are outside their control."
Position "ON HOLD" means, "Thank you, foolish consultants, now we have enough CV's to play around with and contact on our own later!"
This happens repeatedly with many corporate clients. It's a shame on the HR Fraternity. Should I believe that corporate HR is incompetent in predicting their HR requirements? Are they unaware of what is happening in their own companies? If they keep changing their requirements, are they not competent enough to know what they are looking for? This is all hogwash. We know they are creating their own database / pipeline of candidates.
Mr. HR Manager / Executive - Please stop lying and cheating the consultants. I equate this to stealing somebody's fruits of labor and hard work. Shame! Shame!
Good HR Associates
From India, Chandigarh
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Thank you, Shabz.
It is good to find that these 'churnings' are resulting in a few good suggestions. I request members to contribute with their opinions and experiences. The subject matter is something that has not been explored, discussed, or written about in detail earlier, anywhere. It will add to every HR practitioner's knowledge base and skills repertoire.
Regards.
From India, Delhi
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It is good to find that these 'churnings' are resulting in a few good suggestions. I request members to contribute with their opinions and experiences. The subject matter is something that has not been explored, discussed, or written about in detail earlier, anywhere. It will add to every HR practitioner's knowledge base and skills repertoire.
Regards.
From India, Delhi
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Hello everyone, I am quite new to CiteHR and it's really great to see good suggestions and experience sharing from all involved.
As with everyone else, this issue has happened to us multiple times, and the only thing that helped mitigate the risk of losing candidates to corporate HR is to proactively develop a strong rapport with the candidates and stay in regular touch with them. This way, even if the candidate is contacted directly and applies, he/she keeps us in the loop, and we can contact the HR once the process is over.
Also, if there are multiple openings for the same positions, please ensure that your shortlisted candidate gives you a reference if they know someone else who would fit the job requirements. Whether you take this reference or not, corporate HR will definitely ask for references from your candidate when he/she is shortlisted or offered the position.
Lahar Tahbildar
From India, Bangalore
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As with everyone else, this issue has happened to us multiple times, and the only thing that helped mitigate the risk of losing candidates to corporate HR is to proactively develop a strong rapport with the candidates and stay in regular touch with them. This way, even if the candidate is contacted directly and applies, he/she keeps us in the loop, and we can contact the HR once the process is over.
Also, if there are multiple openings for the same positions, please ensure that your shortlisted candidate gives you a reference if they know someone else who would fit the job requirements. Whether you take this reference or not, corporate HR will definitely ask for references from your candidate when he/she is shortlisted or offered the position.
Lahar Tahbildar
From India, Bangalore
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Hi,
Really interesting discussion, got to see it now only.
Well,
It is such a situation which has 3 entities in play: Corporate, Consultant, and candidate. Now, each of these 3 entities has, as representatives, one common creature called "Human" - and you know 'to err is human', it's all a play of interests, fears, temptations, etc. We can, at best, discuss various examples, cases, situations on this particular topic just to enlighten and get enlightened, but after all this, everyone will have as a takeaway only one thing - We need to act based on the situation and can't generalize...
That is why working with people, for people, makes it such an interesting and challenging profession (HR - Corporate or consultant).
Thanks,
Geeta
From Korea, Seoul
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Really interesting discussion, got to see it now only.
Well,
It is such a situation which has 3 entities in play: Corporate, Consultant, and candidate. Now, each of these 3 entities has, as representatives, one common creature called "Human" - and you know 'to err is human', it's all a play of interests, fears, temptations, etc. We can, at best, discuss various examples, cases, situations on this particular topic just to enlighten and get enlightened, but after all this, everyone will have as a takeaway only one thing - We need to act based on the situation and can't generalize...
That is why working with people, for people, makes it such an interesting and challenging profession (HR - Corporate or consultant).
Thanks,
Geeta
From Korea, Seoul
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