You can add significant value to your business by focussing on recruitment quality. Look at recruitment in an integrated way and put the process under a scanner. Is it helping or hurting your business.

1. “On Demand” Hiring
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TALENTONIC RESEARCH DIVISON | www.talentonic.com
Recruitment Quality
In recent years, recruitment has emerged from behind
the shadow of the Human Resource Function as a
serious and scientific endeavour. The search to improve
recruitment quality (“fitness for use”) will continue to
be a challenge as organizations ramp up with very large
numbers to meet business requirements in IT, BPO,
Insurance & Retail Banking sectors. Too many
organizations still measure recruitment in an anecdotal
and impressionistic manner.
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The reverse pyramid of “on demand” hiring
Recruitment Quality is still a loosely used The recruitment function has emerged
term and reported anecdotally leaving the from behind human resources as a significant
Recruitment function with little guidance about contributor to company success and
how to improve it in a tangible manner. implementation focus. The Head of Recruitment
has become a key member of the senior
Bad recruitment quality has a huge cost. leadership. They are being charged not merely
Not the least of which is the high reputational with the responsibility to bring in numbers but
risk of early failures, infant mortality & forced to manage the organisation wide process for
attrition. Literally millions of dollars can be bringing quality talent into the organisation.
saved by industry by targeting the recruitment
effort better and putting some method into the
madness.

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“Trends & challenges”
Fitness for use is still the best way of
tracking what is happening in the reverse “Integrated pipeline management is
pyramid and how to improve the throughput. a great way of mitigating the inherent defects of
The COPC definition («number of employees who “on demand hiring” This includes source
are certified as a percentage of the number planning, recruiting in advance as well as
recruited ») is still the best way of getting a accepting the effort of in-house development as
handle on the leakages in the pipeline - Infant a means towards “fit for use” pipeline of talent
mortality, voluntary attrition, termination, to meet business critical needs. While some
training failures and deciding what to work companies are making an effort at doing this at
upon. the middle management level (Store Managers in
retail, Branch Managers in the case of a Retail
Banking Operation) there is still hesitancy in the
“On demand hiring” for front line jobs is cost benefit of doing this at the front line.
like running a production line. Massive benefits
in employee development, attrition, cost and
productivity can be gained by putting in place Investments in RPO are increasingly being
relatively simple measurement systems and considered. Once again, fewer folks ready to
calibrated certification processes. take the risk with the volume and quality
challenges in the front line in the conventional
RPO model. In the “hire and train” model
The source mix is always a good place to however, which is pretty close to “pipeline
start. We will invariably find that the management” there have been some successful
recruitment quality will change significantly case studies.
between referrals, hiring from partners, walk-ins
and web based solutions. What is the optimum
source mix is a careful decision based on nature Investments in technology are
of job, size of hiring, and cost and quality increasingly being considered as a way of
considerations. improving efficiency, tracking and getting the
benefit of integrated solutions. Still some
While front line hiring is still receiving some development work required to meet the
requirements of simultaneous mutli- location
attention, leadership hiring has yet to hiring in large numbers and to integrate hiring
catch serious attention and the benefits of with testing at this scale.
integrated solutions and managing a pipeline, as
different from filling a vacancy are still to be
realized.
Deepak Dhawan
CEO & Founder Talentonic HR Solutions (Pvt) Ltd
deepakdhawan@talentonic.com