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1. Recruitment Training
Manual
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( D I V . : B I G I D E A S H R C O N S U L T I N G P V T . L T D . )

2. What is Recruitment?
Recruitment is a process of searching the candidates for employment and stimulating them to apply
for jobs in the organization. It is the activity that links the Client and the Candidates (job seekers).
Recruitment is thus a process of attracting, selecting and placing the right candidate for the right job
at the given time and economy.
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3. Evolution of Recruitment – The People Industry
It is highly admiring that a process has been successfully transforming for several decades and
will continue to do so. While researching about recruitment for more than a decade, it was
discovered that there is strong belief about recruitment being existent since the day people
formed / gathered in groups to perform any task – we may date this back to the stone-age or
time of emperors or the industrial revolutions or pre-post World Wars to today.
This as an evolution of task to a process and to an industry, may be a Transformation.
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4. The Old – Age (Days of Emperors)
When a baby was born, he / she was believed to be the soldier and was taught the arts of war to
join the Army. This was said to be ‘Self Recruitment’. Later, there were protests against the
emperors for farms / fields and for the right to sell the goods directly to the public for a better
price. As they progressed, entrepreneurs started recruiting the labour.
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5. Industrial Revolutions (1760 – 1840)
With the rapid increase of industries across nations was the need for more manpower. But, the working
conditions were uncertain like - child labour, less wages, poor-living conditions and long working hours.
Workers started forming unions to protest against this which led to first & second revolutions resulting in
urbanization, decreased child labour, better wage and benefits. This encouraged people to migrate to
urban cities. Agencies played a major role planning and recruiting the manpower. This had led many small
& mid-sized agencies to scale-up and look at recruitment as the future. Agencies advertised jobs through
bulletin boards, newspapers, announcements & flyers in public places, theatres, town halls, etc.
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6. Pre & post World Wars – World War I / World
War II (1914 – 1945 – later)
As the army was in the battle, many positions were open. Companies and the government approached the
agencies to recruit manpower. Agencies began to advertise for members of society who were not called
into military service. Once the war ended, the agencies remained with the purpose of finding the
returning war veterans (with their new skills) a job. Distributing the CV/resume (self-written, hire type-
writers, take the help of agencies) was the new job searching avenue during this time. Agencies had
ownership of candidates CVs’ written by them.
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7. Birth of Public Agencies:
First proposal to establish a public agency ("Office of Addresses and Encounters") was in 1650 by Henry
Robinson which was rejected by The British Parliament.
Since the beginning of the 20th century, every developed country has created a public recruitment agency
as a way to combat unemployment and help people find work.
In the UK (also ruling the EMEAI), the first agency began in London, through the Labour Bureau (London)
Act 1902; amended in 1909 as Labour Exchanges Act 1909. In the USA, The initial legislation was Wagner-
Peyser Act of 1933 which was amended as Workforce Investment Act of 1998.
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8. Birth of Private / for-profit agencies
The first private recruitment agency ‘Engineering Agency’ in the USA was formed by ‘Fred
Winslow’ in 1893. It later became part of General Employment Enterprises who also owned
Businessmen's Clearing House (est. 1902). In 1906, Katharine Felton had started a recruitment
agency as a response to the problems brought on by the San Francisco earthquake and fire.
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9. Regulation of the Recruitment Agencies
In 1919, International Labour Organization of US recommended for the abolition of fee-charging
agencies. After 14 years of discussions by the government and agency unions about this convention a bill
was passed in 1933 that resulted in abolition of for-profit agencies if the agencies were not licensed and a
fee scale was not agreed in advance. In most countries, agencies are regulated. Like, UK - Recruitment
agencies Act 1973; Germany - Employee Hiring Law of 1972, etc. By 1970s along with the booming
economy, there was a shift in focus. Recruiters began to work for the client as an increasing amount of
corporate and expanding businesses began to outsource their hiring needs to recruitment agencies.
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10. The Internet age – Today
Though Internet/www was launched in 1982, Commercial Internet service providers (ISPs)
began to emerge in the late 1980s and early 1990s; fully commercialized in the U.S. by 1995. The
first job portal was launched in 1994 by Monster followed by Netstart which is now
CareerBuilder.
In 2000s, Web 1.0 and its sequel Web 2.0 have highly influenced recruitment industry by letting
recruiters leverage Social Media. The concept of "head-hunting" became ever popular while
Mobile based recruitment was popping in the market. With several sources available and the
need for niche talent, recruitment/sourcing has transformed from being a task to a Research
Function. Agencies started forming exclusive sourcing teams and research functions. Today, web
based self-branding has become a necessity that most of the applicants, recruiters and agencies
have online presence. Be it LinkedIn, Facebook, Twitter, Google+, Wordpress, etc. Few
recruiters/candidates own blogs, websites, online portfolios/resumes making web/internet ‘One
World Database’ and the trend of ‘Cloud Sourcing’. This new technique includes sourcing the
resumes/e-profiles of applicants from web (including but not limited to) search engines,
social/professional portals, blogs, e-directories, etc – to keep it short, everywhere!
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11. The Internet age – Today (contd.)
Recruitment has been one of the ancient yet prominent industries. Throughout this evolution, one
aspect has remained the same – ‘Change is the trend’. We will see continued transformation in
future as well, especially in methodical and technical approach of recruiters. Data
analysis/intelligence is expected to be a critical area of focus for the recruiters/agencies. Agencies,
recruiters, candidates/applicants have high visibility in the internet world. So, everyone should be
unique & innovative to offer a competitive-edge. In addition to your processes, tools, methodologies
– your willingness to change for better will help secure the position in the competition.
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12. RECRUITMENT PROCESS
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13. Methods of Recruitment & Selection
Internal Sourcing : Internal sourcing is the practice of advertising a new or recently vacated
position within a business to existing employees. More businesses have come to use internal
sourcing as a method to recruit employees upward or laterally within the company because little
or no training is needed, and expenses that include advertising for a new employee and running
background checks are spared. It also fosters loyalty and parity among team members.
External Sourcing : External sourcing is a method of recruitment that conducts an employee
candidate search through external recruitment tools, such as job boards, newspaper
advertisements and trade publication announcements. This method favors bringing in job
candidates that may or may not have direct experience in your small business' line of work; a
candidate within a satellite field may offer a fresh, out-of-the-box perspective to the
organization.
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14. Methods of Recruitment & Selection
(contd.)
Third-Party Sourcing : Third-party sourcing involves using a placement agency or headhunter to find
qualified job candidates. These third-party sources use various techniques and tools to find
appropriate job applicants, such as extending offers of improved salary compensation and more
flexible benefits packages.
Interviewing/Pre-Selection : All Business suggests that you should schedule interviews when you
know you will have uninterrupted time to review the candidate's resume. When having telephonic
conversation do not focus solely on the applicant's credentials or experience instead, listen to his /
her answers to your questions without interruption and take notes on key points.
Candidate Selection : Using notes of telephonic conversation you have taken, compare each
candidate with his resume and look to see if you have missed anything while reading his resume the
first time. Make your candidate selection is on the basis of how competently he answered your
questions and what questions he asked during the conversation. Candidates who do not ask
questions are either shy or uninterested.
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15. TOP 10 HR COMPANIES IN INDIA 2015
First in the list of top 10 HR Companies in India is Randstad. Randstad
is a leading Human resource company that was established in 1992
and has 22 years of experience in recruitment industry. It is known for
providing excellent staffing services to clients across the globe. Their
service portfolio includes recruitment, compensation management,
payroll management etc. Established – 1992
Second is the list is Kelly Services India. Kelly Services is a famous
recruitment firms in India that helps top notch companies to hire right
talent. It was started in 2001 and has earned good reputation in the
market. Kelli provides staffing solutions in the area of IT, Oil & Gas,
engineering etc. Established -2001
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16. TOP 10 HR COMPANIES IN INDIA 2015 (CONTD.)
Third in the list is Mercer India. Mercer India is another
prominent name in recruitment industry. It was established in
1992 and offers services like human resource consulting,
investment consulting & talent management. Establishment-
1992
Fourth in the list is Adecco India. Adecco India is a leading
recruitment firms, provides quality resources to famous
companies in India. It has huge network of 85 branches that
provides staffing solutions to over 1500 clients. It helps needed
candidates to get dream job.
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17. TOP 10 HR COMPANIES IN INDIA 2015 (CONTD.)
Fifth in the list is a black and white business solution. Black and
white business solutions is a well know staffing and IT services
company that provide staffing top famous BPO companies.
Alongside staffing, company also develop tailor made applications
according to need of clients.
Sixth in the list is ABC Consultants. ABC Consultants is counted
among the oldest & trusted staffing firms in India, provides quality
resources to companies in telecom, IT, banking and infrastructure
sector. It was established in 1969 and doing excellent work from
last 50 years.
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18. TOP 10 HR COMPANIES IN INDIA 2015 (CONTD.)
Seventh in the list is Genius consultant Ltd. Genius consultant Ltd is an
outstanding player of HR industry. It was established in 1993 and
provides staffing solutions that includes temporary staffing,
outsourcing, payroll processing, employee verification etc. It has
numerous branches in pan India and has a customer base of 1200
clients.
Eighth in the list is Career expert. Career expert is an excellent staffing
solution that works across retail, banking and BPO industry. Besides
staffing, career expert also conduct training workshops in top notch
companies, sales consulting for needed clients.
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19. TOP 10 HR COMPANIES IN INDIA 2015 (CONTD.)
Ninth in the list is Talent Mappers. Talent Mappers was established in
2006 and over the years become the leading player in staffing
industry. It is Bangalore based company that has strong team of 200
employees; provide services to over 100 clients. Talent mappers
works across three verticals that includes staffing solutions, e-
learning services and talent recruit.
Last in the list is 3 Leads. 3 Leads is a Bangalore based consulting firm
that provide staffing solution to global companies. It is specialize in -
recruitment solution, staffing, customer satisfaction, application
development etc.
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20. Top Global Recruitment Agencies
Adecco S.A. is a Swiss multinational human resource consulting
company based in Glattbrugg, Switzerland. Adecco Group is the world's
largest provider of HR solutions. With more than 33,000 FTE employees
and a network of over 5,500 branches, in over 60 countries and
territories around the world, it offers a wide variety of services,
connecting over 700,000 associates with well over 100,000 clients every
day. The company was formed in 1996 as a result of the merger of the
French company Ecco and the Swiss company Adia Interim.
Aditi Staffing is a technology staffing company based out of Bellevue,
Washington, USA, and Bangalore, India. It was founded in 1994 by its
current Chairman, Pradeep Singh. The company provides contract &
full-time Software Engineering and IT employees to customers across
the USA. Aditi Staffing utilizes a globally distributed recruiting model
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21. Top Global Recruitment Agencies
Aquent LLC is an employment agency headquartered in Boston,
Massachusetts. Founded in 1986 by Harvard University classmates John
Chuang, Steve Kapner, and Mia Wenjen, Aquent, then called MacTemps,
was the subject of a Harvard Business School case study, which focused on
building loyalty in the contingent workforce. Aquent gained recognition in
the early 1990s as one of the first employment agencies to offer temporary
workers accessible and affordable health benefits.
Bid Solutions is the leading global recruiter of bid and proposal
professionals. They provide both permanent and contract staff and can
rapidly deploy experienced consultants to plug specific skill gaps within a
bid campaign. Founded in 2002 and headquartered in London, they have
the largest global network of bid and proposal specialists and offer a
complete recruitment service - from initial campaign planning through to
induction support.
Aquent
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22. Top Global Recruitment Agencies
Blue Arrow Limited is a United Kingdom based employment and recruitment
agency that places individual jobseekers in employment and provides
businesses with temporary and/or permanent staff in the industrial sector,
catering sector, driving sector, logistics sector and office sector. The head
office is in Luton, Bedfordshire. Blue Arrow used to be a constituent of the
FTSE 100 Index but is now part of the Impellam Group plc, an international
staffing business traded on the Alternative Investment Market
Hays plc is a British company providing recruitment and human resources
services. It is listed on the London Stock Exchange and is a constituent of the
FTSE 250 Index. Hays plc is a specialist recruitment group with operations in
the UK, Continental Europe, The Americas and Asia Pacific regions.
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23. Top Global Recruitment Agencies
Michael Page International plc is a leading British-based recruitment
business. It is headquartered in Weybridge, Surrey and is a constituent
of the FTSE 250 Index. PageGroup is a provider of permanent, contract
and temporary recruitment for clerical professionals, qualified
professionals and executives.
Randstad Holding NV is a Dutch multinational human resource
consulting firm headquartered in Diemen, Netherlands. Randstad is the
world's second-largest HR service provider after Adecco. It was founded
in the Netherlands in 1960 by Frits Goldschmeding and operates in
around 40 countries. In 2013, the company achieved a turnover of
€16.6 billion and a net income of €230.7 million.[4] Randstad employs
around 28,000 staff. Globally, Randstad has 4,587 branches. Randstad’s
head office is in Diemen, in the Netherlands.
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24. Top Global Recruitment Agencies
Robert Walters plc is a specialist professional recruitment consultancy and
focuses on placing professionals into permanent, contract and temporary
positions at all levels of seniority. Established in 1985, the business has a
global presence spanning five continents
SThree is a British-based recruitment business. It is listed on the London
Stock Exchange and is a constituent of the FTSE SmallCap Index.
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25. BIG PHARMA JOBS

26. 5 Key Recruitment Trends For 2015
Increased Focus on Quality of Hire
It’s no secret that hiring the best people is the way to boost organizational success, and 2015 will see
the quality of candidates becoming an increasingly important factor. Global recruiting leaders have
cited quality of hire as a top priority, and as the most valuable metric for measuring a recruiting
team’s performance. Four years ago, referrals were the best channel for sourcing quality hires. Today,
job boards and social professional networks are preferred.
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27. Increased Emphasis On Using Social Networks
Social recruiting has been big in 2014 and it’s set to be even bigger in 2015. With this in mind,73% of
recruiters plan to invest more in social recruiting. But currently 33% of recruiters don’t spend
anything at all on social recruiting, so there are still big changes that need to be made in this area.
LinkedIn remains the clear champion social site for hires with 79% of recruiters having found a hire
through the site. While 94% of recruiters are using LinkedIn, next in line is Facebook, used by only
66% of recruiters. Social is now one of the most ripe platforms for finding top candidates, with both
quality and quantity of candidates proven to improve when a social recruiting strategy is put in place.
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28. 2015 is going to see a big shift toward closing the gap that exists between active and passive candidates. Active
candidates (those currently seeking employment) have been the main focus of recruiters for some time, but passive
candidates (those who are not looking but are open to speaking to a recruiter) are a key talent pool that is not to be
missed. In fact, 75% of professionals would categorize themselves as “passive,” yet this potential is greatly untapped,
with only 61% of companies recruiting passive candidates. A recent poll has revealed that on LinkedIn, at least 63% of
members are not actively looking but would still be interested in new job leads. 2015 is certainly the time for
companies to capitalize on the passive talent pool.
Closing the Gap Between Active and Passive Candidates
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29. Embracing the Concept of Talent Branding
Talent branding is the social, public version of your company brand that seeks
to promote your company as being a great place to work so as to attract new
talent. Companies are increasingly noticing the impact that a good brand and
company culture has on their hiring process. Research from LinkedIn has found
that costs per hire can be reduced by 50% and turnover rates lowered by 28%
when a company has a strong talent brand in place. On top of this, three-
quarters of talent acquisition leaders have said that talent brand significantly
increases their ability to hire good talent. To give themselves as edge against
other employers, 73% of organizations plan to highlight company culture in the
coming year. There is no doubt about it, the line between recruiting and
marketing is blurring, as recruiters are finding that marketing a strong talent
brand helps them to attract better candidates.
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30. This key trend is one of the least tapped into by recruiters so far. There’s a growing disparity between the 43% of job seekers who use a
mobile device for their job searches and the 59% of recruiters who don’t invest in mobile career sites at all. Not to mention the fact that
the number of candidates searching and applying for jobs on mobile devices is on the rise. Companies and recruiters need to increase their
mobile recruiting behaviors to match candidate demand. 2015 is the time to make recruitment websites mobile-friendly and to mobile-
optimize job postings. The easier it is for candidates to search and apply, the more applicants companies will be able to screen.
2015 is going to be a competitive year for recruiters who are facing skills shortages but high demand for quality hires from companies.
Tapping into these five key recruitment trends will guarantee that companies and recruiters can keep up with the competition; there’s no
option for lagging behind next year.
Using Mobile Recruiting
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31. Recruitment Marketing
Recruitment marketing is the process of building an organization's employer brand to attract top talent.
Because a strong employer brand can play a significant role in convincing a job candidate, human resource
management (HRM) departments have increased marketing efforts to compete for candidates with scarce skills.
Examples of recruitment marketing initiatives include employment videos, search engine optimized career sites
and social media job advertising. There are also several technology platforms that can help HR managers get
started with recruitment marketing. Vendors include SAP-SuccessFactors, SmashFly Technologies, Jibe and
Jobvite.
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32. Recruitment in a Nutshell
The role of a recruitment consultant is more closely aligned with sales than HR, as recruitment consultants sell our
services to clients to secure their vacancies to recruit for. We then seek the right candidates to fill those vacancies, using
a combination of advertising, head-hunting and selection amongst other activities. A lot of this can be phone-based,
although we do meet clients and candidates across all our markets as well. The recruitment lifecycle covers everything
from understanding what the client wants to sourcing the right candidate to negotiating the job offer. This requires the
ability to multi-task, as our consultants handle a number of different candidates and vacancies at any one time.
Recruitment companies are usually heavily focused on performance and we’re no exception. This means that all of our
consultants work on targets and a commission structure that rewards good performance. This offers exciting career
opportunities and also rewards our staff for providing the best service to our clients. The culture is result-driven & fast-
paced.
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