HR consultants know the kind of candidates they want to hire and know how to initiate the recruitment process. They sometimes do not wait for the resumes to arrive and plan prior to interview process starts. Herein lies one of the benefits of HR outsourcing services. When HR professionals are focused and objective in their approach, it yields greater results in selecting the right candidate. They help their hiring clients to develop job descriptions in accordance to their long-term business schemes. Clients usually want to make sure that the qualifications, responsibilities and experiences match the right candidacy. The job role must be lucrative enough for them to grab the opportunity without delay.
If you find yourself questioning on the right kind of recruitment consultant who can help you find your niche in a well-to-do organization, look no further than their placement history and talent acquisition services. Information retrieved on recruitment process outsourcing, whether you are client or candidate will fetch you great deal of decision making power. Good placement service provider always makes it a point to check background details of candidates and screen the profile according to expectations. However, in case of candidates looking for a career break, arrangements for new hiring might largely depend upon whether they are traditional or nontraditional candidates.
Nontraditional candidates are the ones who have the necessary skills to fulfill a job role but presently working in a different industry vertical. A highly skilled individual can provide great insights, work using their job specific skill set and also contribute to the higher goals of an organization. Nontraditional candidates most of the times, are able to provide fresh perspective on daunting matters. No wonder, nowadays hiring clients understand this intelligence shift and are ready to hire non-traditional candidates, more often than not.
Feedback plays a crucial role in recruitment:
Candidates are believed to have an expectation of timely feedback after final rounds of interview. There are mostly multiple rounds in which a detailed feedback helps them to brush up their own CV or become aware of their strengths and weaknesses. The final round of interview and its outcome is often a matter beyond an HR consultant’s control.
Mostly, candidates are asked to visit twice for 2-3 interview rounds. Especially in matrix organizations, this is a common practice. But, on the negative side, it might take away precious time that candidates schedule for themselves. Also, there are work commitments and not everyone is comfortable in visiting an interview venue for more than once. HR outsourcing service providers are sensitive to this point and urge interviewers to come up with new questions (role specific), instead of flooding them with the same questions in each round.
Candidates are well-aware of their roles and expectations of hiring companies, hence it is crucial to keep a scalable candidate management process in hand, so that all hard work to meet the expectations of both the parties in the hiring process fructifies.
Content Source: http://impeccablehr.livejournal.com/2509.html
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