Dear All,
Greetings for the day ahead!!!!
We have just launched an unique method of distributing our databse which is called PPR ( Pay per resume). In this method, the buyer is supposed to pay for only such resumes which they want to buy and not for the complete database. In our opinion, this is going to be the next wave in recruitment solution.
We would like to have the esteemed members of Citehr to come up with their views on the same. Anything that comes to your mind about the technique called "PPR" is welcome!
Regards
Team GroupHR
From India, Chandigarh
1Greetings for the day ahead!!!!
We have just launched an unique method of distributing our databse which is called PPR ( Pay per resume). In this method, the buyer is supposed to pay for only such resumes which they want to buy and not for the complete database. In our opinion, this is going to be the next wave in recruitment solution.
We would like to have the esteemed members of Citehr to come up with their views on the same. Anything that comes to your mind about the technique called "PPR" is welcome!
Regards
Team GroupHR
From India, Chandigarh
Dear All, 27 views, no reply!!!!!!!!!! I believe that the topic qualifies for your discussion. After all, it is challenging an estiblished practice of recruitment method in India. Regards
From India, Chandigarh
From India, Chandigarh
Hi HR,
This method would really contribute to the cost cutting measures of rapidly growing companies. The charges for the resumes can be varied based on the position/job profile the buyer is looking for... i.e, resumes with niche skills or vast experience can be charged higher than freshers. But do promote freshers otherwise you won't get experienced candidates for the future requirements...!
From India, Bangalore
This method would really contribute to the cost cutting measures of rapidly growing companies. The charges for the resumes can be varied based on the position/job profile the buyer is looking for... i.e, resumes with niche skills or vast experience can be charged higher than freshers. But do promote freshers otherwise you won't get experienced candidates for the future requirements...!
From India, Bangalore
what ever gets the candidates and can control costs associated with it is welcome. please keep us posted on more about this
From India, Mumbai
From India, Mumbai
Dear Priya,
You are right. Well taken!
But at the same time,it is also true that freshers post their profiles on a lot of network sources and not just job portals, hence making it easy for recruiters to find their resumes. We on our part is trying to provide whatever the recruiter requires, freshers as well as experienced. At the same time, we collect all kinds of resume and do not discriminate fresher , at all.
Regards
Team GroupHR
PS- More ideas welcome!!!!!!!
From India, Chandigarh
You are right. Well taken!
But at the same time,it is also true that freshers post their profiles on a lot of network sources and not just job portals, hence making it easy for recruiters to find their resumes. We on our part is trying to provide whatever the recruiter requires, freshers as well as experienced. At the same time, we collect all kinds of resume and do not discriminate fresher , at all.
Regards
Team GroupHR
PS- More ideas welcome!!!!!!!
From India, Chandigarh
Dear Savi,
Greetings!!!!!
The term PPR stands for pay per resume. It has come out of the handicap that we had at the time of starting our recruitment solution firm. Major part of our fund was spent on job portal subscription and over a period of time, we realized that we were not able to completely use our subscription because we didn't have enough positions. At the same time, there was no point of taking limited database sub. ( such as location specific or skill set specific) because whatever requirements we had were skill independent and from Pan India. We started collecting resumes from the very first day we tarted operating and now boast of a huge database.
PPR has basically been started to help small consultants, freelancers and such companies which have only periodic recruitment needs. Such set of customers are always averse to pay huge amounts as anuual subscription fee and it is not beneficial either.
In the PPR thing, we send resumes according to the requirement of customers. For example, lets say that you are recruiting a relationship manager for a particular bank. We will send lets say about 25 resumes which will be suitable according to this particular requirement. All these resumes will have no contact number or mail id. Lets say, you select 10 resumes out of these 25 , which according to you are the most suitable. You make the payment for these 10 resumes and we will give you the contact number. Just to mention, this is beta version and we are soon going to launch the whole thing on web.
PPR not only saves your cost but also the time which is spent on browsing a plethora of resumes in job portals where repetition is high and relevance is also only upto 40-50%. In PPR, there is 0 repetition and relevance is always more than 80%. Our ultimate aim is to make the relevance 100%, so that every resume will become equally important for you. Also to mention, you take it when you require it and there is no hidden annual or subscription cost.
As far as the existence of method is concerned, it is being practiced in developed world but limited to niche skill set. In India, the concept is still very nascent but our opinion is that it is going to be the next wave. The rumuor is that Monster is siletly testing this model with a set of its loyal clients but nothing concrete, at this point of time.
Regards,
Team GroupHR
PS: Keep posting to know more.
From India, Chandigarh
Greetings!!!!!
The term PPR stands for pay per resume. It has come out of the handicap that we had at the time of starting our recruitment solution firm. Major part of our fund was spent on job portal subscription and over a period of time, we realized that we were not able to completely use our subscription because we didn't have enough positions. At the same time, there was no point of taking limited database sub. ( such as location specific or skill set specific) because whatever requirements we had were skill independent and from Pan India. We started collecting resumes from the very first day we tarted operating and now boast of a huge database.
PPR has basically been started to help small consultants, freelancers and such companies which have only periodic recruitment needs. Such set of customers are always averse to pay huge amounts as anuual subscription fee and it is not beneficial either.
In the PPR thing, we send resumes according to the requirement of customers. For example, lets say that you are recruiting a relationship manager for a particular bank. We will send lets say about 25 resumes which will be suitable according to this particular requirement. All these resumes will have no contact number or mail id. Lets say, you select 10 resumes out of these 25 , which according to you are the most suitable. You make the payment for these 10 resumes and we will give you the contact number. Just to mention, this is beta version and we are soon going to launch the whole thing on web.
PPR not only saves your cost but also the time which is spent on browsing a plethora of resumes in job portals where repetition is high and relevance is also only upto 40-50%. In PPR, there is 0 repetition and relevance is always more than 80%. Our ultimate aim is to make the relevance 100%, so that every resume will become equally important for you. Also to mention, you take it when you require it and there is no hidden annual or subscription cost.
As far as the existence of method is concerned, it is being practiced in developed world but limited to niche skill set. In India, the concept is still very nascent but our opinion is that it is going to be the next wave. The rumuor is that Monster is siletly testing this model with a set of its loyal clients but nothing concrete, at this point of time.
Regards,
Team GroupHR
PS: Keep posting to know more.
From India, Chandigarh
This method was launched in many countries and still active, but was not 100% successful,
We have utilized such databases but result was not satisfactory as resume is not the whole thing to judge the candidates. it definitely cuts the cost but makes the sourcing and screening process slow.
From India, Hyderabad
We have utilized such databases but result was not satisfactory as resume is not the whole thing to judge the candidates. it definitely cuts the cost but makes the sourcing and screening process slow.
From India, Hyderabad
Hi,
Even we cannot judge the candidate by seeing the profile. when i am searching for a Windows administrator requirement in Job portal. I am getting the profiles which shows that he/she is having hands on experience in that skill but when i started testing on technical knowledge most of the resources are not even having 50% knowledge on what they mentioned in the resume.
In this case i don't find PPR is beneficial.
Even we cannot judge the candidate by seeing the profile. when i am searching for a Windows administrator requirement in Job portal. I am getting the profiles which shows that he/she is having hands on experience in that skill but when i started testing on technical knowledge most of the resources are not even having 50% knowledge on what they mentioned in the resume.
In this case i don't find PPR is beneficial.
You are right, Mr. Dinesh. You can't judge the candidates purely on the merit of resumes. You have to test them, as well. But there has to be a reference point or a source from where you reach a candidate. Job portals provide you that source.
We never said that you are going to get such resumes where the merit of candidate has already been tested. But, with PPR, you definitely can increase the chances of having a better candidate because this is filtered database on a number of parameters such as company, work exp., location, current CTC etc.
Regards
Team GroupHR
From India, Chandigarh
We never said that you are going to get such resumes where the merit of candidate has already been tested. But, with PPR, you definitely can increase the chances of having a better candidate because this is filtered database on a number of parameters such as company, work exp., location, current CTC etc.
Regards
Team GroupHR
From India, Chandigarh
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