The document discusses recruitment and placement services and provides information on how to set up and run a successful recruitment consultancy business. It outlines the key services recruitment consultancies provide including recruitment and placement, employee assessment, training solutions, and performance management. It also discusses the hiring process, important fields recruitments consultancies work in, top recruitment consultancy companies and their services, and differences between established and startup recruitment consultancy businesses.
6. Recruitment & placement
services
It provides placement or job guidance a/q to the need
& requirement in short time, matching the candidates
profile a/q to the company profile.
It mainly focuses on the growth & satisfying the needs
of the clients:
1.company
2.job seekers
7.
8.
9. How to set up….
Get website
Decide on business entity
Get current a/c in bank
Get business tools
10. Specialization of consultancy
services
Realistic commitment
Hiring in large volume
Headhunting for different levels
onsite assistance
Employee assessment
Performance & rewards
management
Training solutions
Geographic presence
Placement per year on different
levels
11.
12. What can be the benefits??
Practical knowledge/experience
Increase in confidence
Professional contacts
Stand out as a potential employer
Support with practical arrangements
Organizational cultural activities
Make new friends & acquainted with a different culture
13. Steps to build clients??
1.Location you want to target
2.Target company which urgently requires the manpower
3.Advertisements in newspaper
4.Contact people through newspaper
5.Face to face meetings
6.Provide best candidate
7.After closing, ask for the feedback & ask for references
14. How to maintain growth
consistency??
Work should be demanding
Focus on small clients too
Plan for expansion into small cities
Focus on fortune clients
15.
16. Threats/ barriers:
Inability to drive the business case
Lack of substantial successful implementation
Low maturity of markets
Stagnant growth outlook
Availability of talent pool
Question on ability
Longer recruitment cycle
Lack of qualified trainer
Increase in competition
17. Results & response should be….
Hard working
Very quick to respond the needs
Reactive & proactive
Candidates very well targeted
Planning of interviews was well organized
Very good organization in the premises for the interviews
Great hospitality
18. Some of the fields in which
consultancies hire for…
1.Real estate
2.Technology & Telecom
3.FMCG
4.IT & ITES
5.Retail
6.Pharmaceuticals, healthcare & life
7.Education
8.Infrastructure
9.Engineering
10.electrical, electronics & energy
19.
20. Hiring process
During the hiring process, a human resources manager will use
the following steps to determine the best possible fit for the job:
1.Review job applications
2.Test candidates
3.Interview selected candidates
4.Choose candidates based on a pre-determined selection criteria
5.Perform background and reference checks
6.Send selected candidates for a health check
21. Top 10 business consultancy
& their services
1.ABC Consultants
2.Team lease
3.Kelly services
4.Manpower consultants
5.TVA Infotech
6.Adecco
7.Egon zehnder
8.Kornfeery asia
9.Mancer consulting
10.Ma foi randstand
26. 11.Financial services
12.consumer & services
13.automobiles & auto component
14.aerospace & defence
15.media & entertainment
16.not for profit
17.outsourcing & offshoring
18.global outsourcing
27. FEATURES:
1.employe agencies
2.HR Consulting
3.outsourcing
4.Recruitment for MNCs also
5.developed industry expertise in different sectors
6.Well accepted CSR
- committed to sponsor a minimum of 525 students
who will be provided vocational training & life skills through
livelihood camps across India
28. 7.Recruitment Process
Outsourcing
Dedicated specialist recruitment team
Single point of accountability for recruitment &
redevelopment
Significant value add
a). Partnership
b). Integrity
c). Confidentiality
75% of its revenue comes from its existing clients
29. Process/search
methodology
1. Understanding the client organization
2. mapping position specific competencies
3. Search target plan
-industry/company mapping
-people mapping
4. First shortlists
5. Evaluation
6. Interviews
7. Reference check
8. Post recruitment follow up
31. -> American agency
-> operates in 41 countries including India
-> employs more than 5,30,000 annually
-> ranks 471 in the fortune 500 list of America’s largest co.
-> 1100 employees in corporate head quarter in Troy
Michigan
-> 7000 approx. employees in global network branch
offices
32. -> revenue in 2011 was $5.3 billion
-> provides employment to 25,55,000 employees in
2015 (temporary)
-> listed in NASDAQ
-> committed to CSR
-worker empowerment
-personal integrity
-environment policies
-ethics & governance
-employees & people
33. Fields they serve:
Official services
Accounting
Engineering
IT
Law
Science
Marketing
Cretive services
Light industries
Education
Health care
36. It mainly focuses on:
Recruitment & assessment
Training & development
Career management
Outsourcing
Workforce consulting
Career tips
37.
38.
39. Process of recruitment
1. Mutual agreement
2. Clients need description
3. Planning
4. Short list resume
5. Contact candidate
6. Forward short listed candidates
7. Line up interviews
8. Joining formalities
42. What most business owners do.??
1. Put an add in paper/internet
2. Receive phone calls & resume’s
3. Pick out the good ones & get them in for an
interview- select the one you like
43. Don’t have a systematic approach
Falsified qualification
Resumes embellished & selective deletions
Behavioural suitability poor
Guesswork
Process is not more objective
44. FACT:
93% of business owners are not skilled in
interviewing
50% hiring decisions are wrong
Most decisions are made in 3 minutes
Made on emotion (dislikes, subconscious, etc)
Buy the candidate emotionally & justify logically
Men are influenced by the female candidates’
appearance
37% of resumes are phony
25% of work history is falsified
33% of higher education qualification is false
45. Job suitability
Will the candidate actually enjoy the job?
Are their character traits suited to the position?
How do we quantify this?
Done if resume, selection criteria & references
are suitable
Final piece of the jigsaw
Only then is the interview arranged
46. Basic difference b/w established &
startup manpower services:-
1. Systematic
2. Revenue
3. Capital
4. Experience
5. Knowledge of market
6. Brand established
7. Existing clients
8. Advertisements
9. Expansion
10. Organized environment