Recruitment Consultants / Placement Consultants offer services for recruitment of all categories but when it comes to recruitment of Executives, they need to have Consultants with expert caliber in making rapport, developing relationship, convincing power etc.
In view of the increased opportunities and globalization and also due to the need for specific skill sets overseas, people have started looking for jobs abroad thus the need for Executive Search Recruitment Consultants arises. Many Recruitment Consultants have therefore decided to expand their business internationally with a thrust on `Executive Search'.
Executive Search Companies come across various problems and may have to face numerous questions from the candidates:
i) Good candidates are already placed in a good position with good Companies and are not interested to change their job. Candidates would require valuable reasons to think about changing their present employment and might ask for innumerable questions such as the Company size, management, working environment, salary package, perks, job guarantee, and flexibility in timing.
ii) Executive Recruitment is just not like selling positions and candidates but about building relationships, educating and influencing highly qualified and experienced candidates. The task of influencing the candidates is not that easy and hence the Executive Search Consultant would have harder time getting the job done.
Once the Executive Search Recruitment Consultant establish a contact and convince the Executive candidate to go for the interview process, he may still face certain problems till the proposed candidate joins the organization:
i) Has the candidate been convinced and is he seriously interested?
ii) Will the candidate attend the interview process as scheduled by the Company?
In case the candidate frequently find excuses and avoid attending the interview process repeatedly, it would be advisable to drop him rather than chasing him.
iii) Will the Company meet the expectations of the candidate in terms of his CTC, joining date and other demands?
iv) It can so happen that the selected Executive candidate needs to serve 1 to 3 months' notice period to his present employer. Under the circumstances, will the Company be prepared to either wait for such period or buy out his notice period.Certain Companies do not expect their employees to leave the Company without the notice period being served. In such cases, there is no other alternative but the Company who needs to employ him needs to wait till he serves the notice period.
v) During the notice period, the Executive candidates are tempted to search for better options, and there are chances that they may find opportunities where Companies offer better salary and other perks, and the Executive Candidates turns down the offer so received by him. The Recruitment Executive Search Companies needs to play a prominent role here by following up with the candidate and convince him to join the Company on the due date of joining.
In view of the above, it would be just in order if the Company and the Executive Search Recruitment Consultants could shortlist a few more suitable candidates for the job, arrange interview and complete all formalities, except issuing the offer letter. Offer could be given immediately; in case the Executive candidate who was offered turn down the offer at the last moment.
There are good chances of the prospective candidate joining the organization on the due date of joining, in case of the Recruitment Consultants is able to make a good rapport by continuous followup with the prospective candidates, making a relationship with them, convincing them that they are going to join a better Company, in terms of his salary, perks, working atmosphere, future prospects, opportunity for building up their career, and opportunity for getting promotions.
In view of the increased opportunities and globalization and also due to the need for specific skill sets overseas, people have started looking for jobs abroad thus the need for Executive Search Recruitment Consultants arises. Many Recruitment Consultants have therefore decided to expand their business internationally with a thrust on `Executive Search'.
Executive Search Companies come across various problems and may have to face numerous questions from the candidates:
i) Good candidates are already placed in a good position with good Companies and are not interested to change their job. Candidates would require valuable reasons to think about changing their present employment and might ask for innumerable questions such as the Company size, management, working environment, salary package, perks, job guarantee, and flexibility in timing.
ii) Executive Recruitment is just not like selling positions and candidates but about building relationships, educating and influencing highly qualified and experienced candidates. The task of influencing the candidates is not that easy and hence the Executive Search Consultant would have harder time getting the job done.
Once the Executive Search Recruitment Consultant establish a contact and convince the Executive candidate to go for the interview process, he may still face certain problems till the proposed candidate joins the organization:
i) Has the candidate been convinced and is he seriously interested?
ii) Will the candidate attend the interview process as scheduled by the Company?
In case the candidate frequently find excuses and avoid attending the interview process repeatedly, it would be advisable to drop him rather than chasing him.
iii) Will the Company meet the expectations of the candidate in terms of his CTC, joining date and other demands?
iv) It can so happen that the selected Executive candidate needs to serve 1 to 3 months' notice period to his present employer. Under the circumstances, will the Company be prepared to either wait for such period or buy out his notice period.Certain Companies do not expect their employees to leave the Company without the notice period being served. In such cases, there is no other alternative but the Company who needs to employ him needs to wait till he serves the notice period.
v) During the notice period, the Executive candidates are tempted to search for better options, and there are chances that they may find opportunities where Companies offer better salary and other perks, and the Executive Candidates turns down the offer so received by him. The Recruitment Executive Search Companies needs to play a prominent role here by following up with the candidate and convince him to join the Company on the due date of joining.
In view of the above, it would be just in order if the Company and the Executive Search Recruitment Consultants could shortlist a few more suitable candidates for the job, arrange interview and complete all formalities, except issuing the offer letter. Offer could be given immediately; in case the Executive candidate who was offered turn down the offer at the last moment.
There are good chances of the prospective candidate joining the organization on the due date of joining, in case of the Recruitment Consultants is able to make a good rapport by continuous followup with the prospective candidates, making a relationship with them, convincing them that they are going to join a better Company, in terms of his salary, perks, working atmosphere, future prospects, opportunity for building up their career, and opportunity for getting promotions.
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