Dear Colleagues,
It is very necessary to hint from the very begining that there is no how you share a fried egg, someone would always have the lion share.
By implication the Consultant employed to carry out recruitment can only try within the limits of what he can see within the period of assessment.
One thing of note is that sreening these days come in different froms-online sreening, submission of hard copy resume, direct chat interview, apptitude test-gmats,gre, assessment centre, etal
However more importantly is the fact that it is what the Client/s wants most times that the Consultant looks for-age limit, experience, background etal
Professionally it is left for such Consultant/s to recommend when they come across exceptionally gifted candidates who perchance might be older than the age bracket wanted or even be of a different background-eg candidate with an A dministative background seeking a Marketing job.
In addition to the above is the issue of morality-what yardstick is available to measure this aspect of human life within the assessment period allocated-remember that it could take a life-time to understudy an individual's moral standards.
The long and short of all these is that no matter the level of experience acquired, certification, brilliance, every new intake needs to be inducted so as to allow easy adaptation-within this exercise the business culture is introduced, employee policy manual interpreted, questions are asked.
It should be noted that Corporations cannot hold Consultants liable in totality for any misconduct carried out by people recommended and eventually recruited by them-Employers of labour still owe these new intakes-INDUCTION.
I would like to submit here that we can only try we can never legislate morality and human behaviour.
Thanks
From Nigeria, Lagos
6It is very necessary to hint from the very begining that there is no how you share a fried egg, someone would always have the lion share.
By implication the Consultant employed to carry out recruitment can only try within the limits of what he can see within the period of assessment.
One thing of note is that sreening these days come in different froms-online sreening, submission of hard copy resume, direct chat interview, apptitude test-gmats,gre, assessment centre, etal
However more importantly is the fact that it is what the Client/s wants most times that the Consultant looks for-age limit, experience, background etal
Professionally it is left for such Consultant/s to recommend when they come across exceptionally gifted candidates who perchance might be older than the age bracket wanted or even be of a different background-eg candidate with an A dministative background seeking a Marketing job.
In addition to the above is the issue of morality-what yardstick is available to measure this aspect of human life within the assessment period allocated-remember that it could take a life-time to understudy an individual's moral standards.
The long and short of all these is that no matter the level of experience acquired, certification, brilliance, every new intake needs to be inducted so as to allow easy adaptation-within this exercise the business culture is introduced, employee policy manual interpreted, questions are asked.
It should be noted that Corporations cannot hold Consultants liable in totality for any misconduct carried out by people recommended and eventually recruited by them-Employers of labour still owe these new intakes-INDUCTION.
I would like to submit here that we can only try we can never legislate morality and human behaviour.
Thanks
From Nigeria, Lagos
Thanks ajayi
Yes Indeed what you have said is true and it seems you wrote it with much experience and I agreee with you. 8)
I have an another query "DON'T YOU THINK THAT CONSULANTS ARE THE REAL HEROES(MAJOR FACTORS) FOR INCREASING ATTRITION in corporates BY HEAD HUNTING."To what extent is it justified please comment. :?:
Srikanth Gupta
+919848482624
From India, Hyderabad
Yes Indeed what you have said is true and it seems you wrote it with much experience and I agreee with you. 8)
I have an another query "DON'T YOU THINK THAT CONSULANTS ARE THE REAL HEROES(MAJOR FACTORS) FOR INCREASING ATTRITION in corporates BY HEAD HUNTING."To what extent is it justified please comment. :?:
Srikanth Gupta
+919848482624
From India, Hyderabad
HI ALL,
YOU KNOW WHAT I FEEL ABOUT THE WHOLE THING? CARELESSNESS: THAT SUMS OUR ATTITUDE. It is very often fun to do nothing and get away with the booty. And I too am a consultant. When I find my peers going scotfree, think about it - the next time I land up with a good account, I might also think twice about having to give my best in order to get the check. For they get it without giving theirs.
Debraj.
From India, Calcutta
YOU KNOW WHAT I FEEL ABOUT THE WHOLE THING? CARELESSNESS: THAT SUMS OUR ATTITUDE. It is very often fun to do nothing and get away with the booty. And I too am a consultant. When I find my peers going scotfree, think about it - the next time I land up with a good account, I might also think twice about having to give my best in order to get the check. For they get it without giving theirs.
Debraj.
From India, Calcutta
Dear Colleagues,
If you ask me- I would say they are doing a good job within the limits of their Clients' request or requirements.
However addressing the issue of HeadHunting-to me I think it is a better option when compared with Poaching!!!
Consultants come in between an establishment that wants a vacancy filled and a potential candidate for such position-this seems civil and acceptable.
On the other hand poaching seems "crude" and at times could be very initimidating. This involves direct negotiation between a firm and a potential candidate who obviously has a job, most times in a rival/competing company.
In some cases it is the CEO of such rival firms that does the negotiation-promising heaven and earth to the candidate to be poached.
Record has it that most times they do not fulfil all their mouth watering promises-hence in a short while the new intake becomes disgruntled and waiting to be poached by another firm.
However with all sense of responsibility I would rather have a candidate Headhunted for a job using a Consulting Firm than poach from competitors.
Thanks.
From Nigeria, Lagos
If you ask me- I would say they are doing a good job within the limits of their Clients' request or requirements.
However addressing the issue of HeadHunting-to me I think it is a better option when compared with Poaching!!!
Consultants come in between an establishment that wants a vacancy filled and a potential candidate for such position-this seems civil and acceptable.
On the other hand poaching seems "crude" and at times could be very initimidating. This involves direct negotiation between a firm and a potential candidate who obviously has a job, most times in a rival/competing company.
In some cases it is the CEO of such rival firms that does the negotiation-promising heaven and earth to the candidate to be poached.
Record has it that most times they do not fulfil all their mouth watering promises-hence in a short while the new intake becomes disgruntled and waiting to be poached by another firm.
However with all sense of responsibility I would rather have a candidate Headhunted for a job using a Consulting Firm than poach from competitors.
Thanks.
From Nigeria, Lagos
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