Hi Divya,
This is a major fear faced by freshers... whether they would be labelled as "recruiters" if they selected recruitment to start off their career.
If we study in detail the other developmental activities like OB, T&D, Capability Enhancement... the main focus is understading human behaviour. And I tell you, the best way to understand human behaviour is interacting with humans... and there is nothing better than Recruitment.
I will put down the following advantages of having recruitments in the start of your career:
1. Understanding the various profiles in the organization/industry.
2. Understanding human behaviour/aspirations/thought process.
3. Getting to know first hand why people change jobs, what keeps them to stick to jobs, what makes them motivated, what encourages them, what forces them to change careerline, etc.
Once a person spends a minimum of 1 year in hardcore recruitments, I am sure he/she would be a perfect person to handle other assignments like T&D, Employee Involvement, Capability Enhancement, etc.
So.. please do not underestimate recruitments. I would say it is the building block of HRM.
Regards,
Ajay
From India, Chennai
This is a major fear faced by freshers... whether they would be labelled as "recruiters" if they selected recruitment to start off their career.
If we study in detail the other developmental activities like OB, T&D, Capability Enhancement... the main focus is understading human behaviour. And I tell you, the best way to understand human behaviour is interacting with humans... and there is nothing better than Recruitment.
I will put down the following advantages of having recruitments in the start of your career:
1. Understanding the various profiles in the organization/industry.
2. Understanding human behaviour/aspirations/thought process.
3. Getting to know first hand why people change jobs, what keeps them to stick to jobs, what makes them motivated, what encourages them, what forces them to change careerline, etc.
Once a person spends a minimum of 1 year in hardcore recruitments, I am sure he/she would be a perfect person to handle other assignments like T&D, Employee Involvement, Capability Enhancement, etc.
So.. please do not underestimate recruitments. I would say it is the building block of HRM.
Regards,
Ajay
From India, Chennai
5
Hi Divya,
Similar kind of problem i faced and that time i wished to do Trg, PMS etc, but started with recruitment, after 2+ yrs, I find recruitment to be very easy and any org will like 2 take me and now onwards i increased my profile with Training also.
Basic thing is that recruitment is related with revenue so this is very important for all HR prof, Even my senior GM - HR also go for naukri.com and search for top Senior profiles.
Don't be disharted but recruitment will certainly give u good hold for existance in any org,
Regards,
Gaurav Kumar
From India, Gurgaon
Similar kind of problem i faced and that time i wished to do Trg, PMS etc, but started with recruitment, after 2+ yrs, I find recruitment to be very easy and any org will like 2 take me and now onwards i increased my profile with Training also.
Basic thing is that recruitment is related with revenue so this is very important for all HR prof, Even my senior GM - HR also go for naukri.com and search for top Senior profiles.
Don't be disharted but recruitment will certainly give u good hold for existance in any org,
Regards,
Gaurav Kumar
From India, Gurgaon
Hi Divya,
Have you questioned yourself as to why you are not getting the required openings?
I would like to tell all the freshers in this forum please update your knowledge with what is the recent trend. Also see to it that if you interest in areas like PMS, CBM, HPWS, etc...., you everyday question yourself as to what you know in these areas. Do have enough theoretical knowledge on these concepts. Practical knowledge will come on its way by your appointment in some or the other organization. You can take initiative with the support of senior people in you firm to convert your theoretical to practical knowledge.
I am telling this because as a lecturer in my initial career life, my students usually come across with this kind of problem. I am happy that i can make the dream of atleast 10 to 15 students true.
You take maximum advantage of citehr wherein you can lot of practical wisdom. enhance your knowledge and believe me if you put atleast 70% in grabbing the knowledge in these aspects by the end of 2008 you can find in the early stage of your interested career.
If you want any other support you can mail me in my id:kavita@exploreceo.com.
Infact, i would say as the R&D Lead i am looking for such kind of interest and work along with us. if interested, why not drop in your cv to my id. if everything is in line with our company expectations we can work on these areas.
ours is a consulting firm established in India and abroad. you can learn more about us in our website: www.exploreceo.com
Regards
Dr. Kavita Shanmughan
From India, Madras
Have you questioned yourself as to why you are not getting the required openings?
I would like to tell all the freshers in this forum please update your knowledge with what is the recent trend. Also see to it that if you interest in areas like PMS, CBM, HPWS, etc...., you everyday question yourself as to what you know in these areas. Do have enough theoretical knowledge on these concepts. Practical knowledge will come on its way by your appointment in some or the other organization. You can take initiative with the support of senior people in you firm to convert your theoretical to practical knowledge.
I am telling this because as a lecturer in my initial career life, my students usually come across with this kind of problem. I am happy that i can make the dream of atleast 10 to 15 students true.
You take maximum advantage of citehr wherein you can lot of practical wisdom. enhance your knowledge and believe me if you put atleast 70% in grabbing the knowledge in these aspects by the end of 2008 you can find in the early stage of your interested career.
If you want any other support you can mail me in my id:kavita@exploreceo.com.
Infact, i would say as the R&D Lead i am looking for such kind of interest and work along with us. if interested, why not drop in your cv to my id. if everything is in line with our company expectations we can work on these areas.
ours is a consulting firm established in India and abroad. you can learn more about us in our website: www.exploreceo.com
Regards
Dr. Kavita Shanmughan
From India, Madras
Dear Divya!!!
After seeing so many response to your query... i'm surprised !!!!
To share my experience, As a fresher, I had joined as a recruiter which I was not interested like you do. And we do not get any openings for core HR or generalist profile and this profile was always open to experienced or very seniors!!!!!
But honestly speaking Divya, my experience as a recruiter for four months has helped me alot..... Trust me ,I have gained so much knowledge to learn about recruitment from the scratch!!!!
Presently working as a Hr Executive Generalist, I feel that a little bit of prior experience as a Recruiter in a consultant or a company for 6 months to 1 yr is really fruitful for a good career and slowly this will help you gain more experience in tackling other areas of work as you really are looking for.....
Why I have said this coz, you should be an expert in recruitment (CORE), then this actually help you or anyone in handling other HR Activities.
So start your career somewhere as a recruiter, learn from scratch properly about the different steps, methods, sources and so on and so fouth.... then gain some confidence and slowly you will achieve your goal to handle other activities of core HR that you have always wanted to do !!!!
This is my advice to all the other freshers who are getting calls only from consultants for an IT or Non -IT Recruiter's post!!!!!
CHEERS!!!!
Paromita
From India, Bangalore
After seeing so many response to your query... i'm surprised !!!!
To share my experience, As a fresher, I had joined as a recruiter which I was not interested like you do. And we do not get any openings for core HR or generalist profile and this profile was always open to experienced or very seniors!!!!!
But honestly speaking Divya, my experience as a recruiter for four months has helped me alot..... Trust me ,I have gained so much knowledge to learn about recruitment from the scratch!!!!
Presently working as a Hr Executive Generalist, I feel that a little bit of prior experience as a Recruiter in a consultant or a company for 6 months to 1 yr is really fruitful for a good career and slowly this will help you gain more experience in tackling other areas of work as you really are looking for.....
Why I have said this coz, you should be an expert in recruitment (CORE), then this actually help you or anyone in handling other HR Activities.
So start your career somewhere as a recruiter, learn from scratch properly about the different steps, methods, sources and so on and so fouth.... then gain some confidence and slowly you will achieve your goal to handle other activities of core HR that you have always wanted to do !!!!
This is my advice to all the other freshers who are getting calls only from consultants for an IT or Non -IT Recruiter's post!!!!!
CHEERS!!!!
Paromita
From India, Bangalore
Dear Paromita,
its nice to see your comments, actually i am also new to recruitments, as you told that you have started your knowledge from 0 to an expert in recruitment, Kindly guide me how to get trained in recruitments and all the process related to it,
It would really of very much.
Regards,
Shweta Swarnkar
From India
its nice to see your comments, actually i am also new to recruitments, as you told that you have started your knowledge from 0 to an expert in recruitment, Kindly guide me how to get trained in recruitments and all the process related to it,
It would really of very much.
Regards,
Shweta Swarnkar
From India
Dear Paromita,
I wont agree that expertise in recruitment will lead pavement to CORE HR. It will give you 5% knowledge on the different industries but CORE HR is more than that. I believe that if someone is interested in CORE HR one needs to take time to nourish their knowledge and prepare themselves to enter into core areas. then only the experience of recruitment can be of any use.
I have seen many of the recruiters say that they are no interested in recruitment and wants to come in core HR. but when i ask what you understand by HR they find it difficult to understand?
Tell me how many of the recruiters take their job from industry learning perspective than thinking of fulfilling the targets? Today most of the recruiters only work for targets as we see in marketing. i say with target one should keep track of learning. learning on how the interview has to be taken, what are the competencies to be measured for specific jobs, how interview has to be taken,etc....
regards
From India, Madras
I wont agree that expertise in recruitment will lead pavement to CORE HR. It will give you 5% knowledge on the different industries but CORE HR is more than that. I believe that if someone is interested in CORE HR one needs to take time to nourish their knowledge and prepare themselves to enter into core areas. then only the experience of recruitment can be of any use.
I have seen many of the recruiters say that they are no interested in recruitment and wants to come in core HR. but when i ask what you understand by HR they find it difficult to understand?
Tell me how many of the recruiters take their job from industry learning perspective than thinking of fulfilling the targets? Today most of the recruiters only work for targets as we see in marketing. i say with target one should keep track of learning. learning on how the interview has to be taken, what are the competencies to be measured for specific jobs, how interview has to be taken,etc....
regards
From India, Madras
Hi Swetha....
When I was working as a recruiter, it was totally on the job training.....
There were certain pooints we were made to remember or understand:
Firstly you need to know about the company's recruitment process. Any company....
Secondly, the other sources of Recruitment of that company
Third, the different job portals the company or the consultants are dealing or collaborated with.
Fouth, how is the screening of candidates done, either on paper or on web.
Fifth, find out if the company has criterias of selecting the candidates.
Sixth, if the company is very particular about criterias thay have, then what are those criters or parameters.
Seventh, shortlisting the candidates and calling them to attend the interview on so and so date and so and so place if they are interested
Eighth, inform the company about the perticular candidate comnig for the inteview for the so and so post!
Ninth, constant follows ups with the candidate as well as the client for the result of the interviews of the candidate.
Moreover, as you get on to understanding the kind of database that is available in front of you ,you should also be able to check the kind of database which matches with the profile.
Individuals that appear multiple times in the database because they have been independently identified many times
Start screening of candidates right from fresher and the kind of technologies they use..... understand how a resume screening is done and what are the various points you have to keep in mind to understand about the candidate by looking at his resume.
Constantly check that the client company should be very transparent with the consultant, for example by chance A consultant is recruiting for a client and later comes to know that the candidate has already attended the interview earlier with the client. the Client company should make sure that they inform the consultant immediately about the matter.
As a recruiter you may have to learn this way or I don't know how you are working as a recruiter in your company......there are other steps involved in recruitment process like pre screening and post screening od candidates.
Especially If your company or and consultant have the employee screening solutions-
This helps to minimize the costly threat of fraud or misconduct, the process of identifying the right candidates should include screening to verify that information provided by candidates is legitimate. you are protecting your organization by doing this pre-employment or post-employment screening strategy.
This is mainly the Step of scrutinizing of resumes.....
The Constant track of the Recruitment process of the client company.....
Check if the company has done with the prelimenary round of interview, either rejected or shortlisted.
The client company has to intimate you about it.
If selected..... offer letter from the consultant or company ....
Depending on
- Contract between you and the client
- They shouls also know about the terms and conditions of the consultant or the recruitment company.....
So different consultants differs in the kind of process they follow.
So as a reruiter, you have to understand the basic concepts of what a recruitment process involves.
How is it done practically in work place... have discussions with recruiters of other companies or consultants and how do they carry out the work.
you will start gaining confidence of the recruitment process you are going through in your company...... and will have drawbacks too.....
First think this job of a recruiter, which I felt was very monotonous as You are doing the same job repeatedly ... everyday......
From India, Bangalore
When I was working as a recruiter, it was totally on the job training.....
There were certain pooints we were made to remember or understand:
Firstly you need to know about the company's recruitment process. Any company....
Secondly, the other sources of Recruitment of that company
Third, the different job portals the company or the consultants are dealing or collaborated with.
Fouth, how is the screening of candidates done, either on paper or on web.
Fifth, find out if the company has criterias of selecting the candidates.
Sixth, if the company is very particular about criterias thay have, then what are those criters or parameters.
Seventh, shortlisting the candidates and calling them to attend the interview on so and so date and so and so place if they are interested
Eighth, inform the company about the perticular candidate comnig for the inteview for the so and so post!
Ninth, constant follows ups with the candidate as well as the client for the result of the interviews of the candidate.
Moreover, as you get on to understanding the kind of database that is available in front of you ,you should also be able to check the kind of database which matches with the profile.
Individuals that appear multiple times in the database because they have been independently identified many times
Start screening of candidates right from fresher and the kind of technologies they use..... understand how a resume screening is done and what are the various points you have to keep in mind to understand about the candidate by looking at his resume.
Constantly check that the client company should be very transparent with the consultant, for example by chance A consultant is recruiting for a client and later comes to know that the candidate has already attended the interview earlier with the client. the Client company should make sure that they inform the consultant immediately about the matter.
As a recruiter you may have to learn this way or I don't know how you are working as a recruiter in your company......there are other steps involved in recruitment process like pre screening and post screening od candidates.
Especially If your company or and consultant have the employee screening solutions-
This helps to minimize the costly threat of fraud or misconduct, the process of identifying the right candidates should include screening to verify that information provided by candidates is legitimate. you are protecting your organization by doing this pre-employment or post-employment screening strategy.
This is mainly the Step of scrutinizing of resumes.....
The Constant track of the Recruitment process of the client company.....
Check if the company has done with the prelimenary round of interview, either rejected or shortlisted.
The client company has to intimate you about it.
If selected..... offer letter from the consultant or company ....
Depending on
- Contract between you and the client
- They shouls also know about the terms and conditions of the consultant or the recruitment company.....
So different consultants differs in the kind of process they follow.
So as a reruiter, you have to understand the basic concepts of what a recruitment process involves.
How is it done practically in work place... have discussions with recruiters of other companies or consultants and how do they carry out the work.
you will start gaining confidence of the recruitment process you are going through in your company...... and will have drawbacks too.....
First think this job of a recruiter, which I felt was very monotonous as You are doing the same job repeatedly ... everyday......
From India, Bangalore
Swetha,
as per the different client's requirements .......the screening is done...
based on the company's criterias...
for example.... like the academics marks cut-offs, the age or correspondence .......
Some companies don't accept correspondence course or some people with part time jobs .... and so on ....
so based on the clients ..... you have to understand their requirements too!!!!!!!
From India, Bangalore
as per the different client's requirements .......the screening is done...
based on the company's criterias...
for example.... like the academics marks cut-offs, the age or correspondence .......
Some companies don't accept correspondence course or some people with part time jobs .... and so on ....
so based on the clients ..... you have to understand their requirements too!!!!!!!
From India, Bangalore
Dear Dr Kavita....
You made a valid point that Recruitment will not lead pavements to CORE HR.
It takes and needs lots of hardwork and thorough understanding of the practical working of CORE HR from the scratch... and it takes time for one person to nourish himself to work on core HR........
Its True that Recruitment jobs is purely target based and the recruiters have to constantly keep "TARGETS " in mind ...... the time management in mind!!!!!!!
Just few months back, I have also faced the same problem with an interviewee in HR looking for a job and end up not clearly explaining the important aspects of what HR is all about or what is the difference between HRD and HR Personnel.......
Thanks for your valuable suggestions!!!!!
From India, Bangalore
You made a valid point that Recruitment will not lead pavements to CORE HR.
It takes and needs lots of hardwork and thorough understanding of the practical working of CORE HR from the scratch... and it takes time for one person to nourish himself to work on core HR........
Its True that Recruitment jobs is purely target based and the recruiters have to constantly keep "TARGETS " in mind ...... the time management in mind!!!!!!!
Just few months back, I have also faced the same problem with an interviewee in HR looking for a job and end up not clearly explaining the important aspects of what HR is all about or what is the difference between HRD and HR Personnel.......
Thanks for your valuable suggestions!!!!!
From India, Bangalore
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