The document discusses various reasons why companies take a long time to recruit employees with the needed skills. It identifies 8 main causes: nature of the job, discrimination, bad reputation, competition, overseas opportunities, work in other domains, neglecting subjects, and permanent resignation. Each cause is then discussed in more detail with examples and impacts provided. The document also provides suggestions for how companies can improve their recruitment processes such as building relationships with candidates and avoiding discrimination.

2. Most of the companies take too long time to recruit employees the skills it needs. There
are many reasons where employers take too long time to recruit employees. In many cases,
the companies itself lose the project, and sometimes depend on other companies and
share the project, confidentially.
To name a few, the most important cause are:
1. Nature of the Job
5. Overseas Opportunities
2. Discrimination
6. Work for other Domain
3. Bad Reputation
7. Neglecting subjects
4. Competition
8. Permanent Resignation

3. Nature of the Job
Employees like to work in an good environment besides with handsome salary and
career growth. Lot of work pressure with low salary packages definitely put them
down and they move out from the job. With rapid change in technology and work
atmosphere, employees love to have the jobs that have career growth and
satisfaction. If some employees like working as a team, some like to work as an
individual contributor.
If some companies with air conditioned environment, some companies without basic
needs. Location and distance from there place are also the main reason where
employees keep an eye whether to work or not. Congested areas ,and facilities
available ( Hotels, Bus Stops, Transportation) can also affect employees decision. Most
Employees enjoy working in metropolitan cities rather than towns/small cities because
of excellent salary packages and extra benefits.
If these are the secondary decision for selecting the company, then primary decision
involves the domain; manufacturing or information technology. Many employees
enjoy working in software company rather than other domains because of high salary
and good atmosphere. Nowadays, students after graduation are getting so
sophisticated that they hate physical work and enjoy working only with computers.
All these factors are going to have big impact on the companies resulting growth or
downfall of the business in the future.

4. Discrimination
You might have seen lot of companies where you can find employees of same
reputed colleges or same language or same country/states. If this is the situation,
then definitely employers misses talented employees. Before attending an interview,
employees seeking employment check for current working employees and their
backgrounds /history that are available on many social media sites (LinkedIn). If an
employee don't find any unique employees working for the company, they can reject
the offer/interview, keeping secret. They might think about discrimination and its
affect on their future career.
Also, you might also know some employees with references are selected without
having any interviews, this may end up recruiting false candidate and rejecting
talented candidate. Though the selection process goes on confidentially, somewhat,
it is leaked outside secretly. If this recruitment process news is spread to external
employees, then companies can lose talent employees far away, unknowingly.

5. Bad Reputation
Illegal termination, harassment, rumors, discrimination, results bad reputation
keeping away employees far, resulting downfall of business. It depends on work
profile of the company. Company standards and management are discussed among
employees and colleagues/friends in public places, building reputation resulting
employees choice whether to offer or reject it.
If companies think about recruiting high profiles for their business needs, they should
maintain standard positive reputation internally as well as externally to maintain their
company standards for both clients and external employees. Talented employees
always look for the companies that have good management so that they are on right
track continuing there future growth.
First impression is the last impression – During interviews ( telephonic or face to
face), misbehaving with job seekers and employees (depending on the work profile
they apply for) also results bad impression, rejecting calls/offer for future
employment in the same company. Some are so sensitive that they even block
companies in job boards permanently.

6. Competition
Employees seeking employment check for benefits and compensations. Private
companies have their own packages and facilities to attract talented employees. There
is lot of competition among private companies including govt sectors for their
business growth. The better work culture and fun environment, the more applicants
from employees and job seekers. With high standard living changes with increase in
economy, employees go for better salary packages and benefits.
Especially, companies in metropolitan cities have better packages than companies in
towns and small cities that also results in competition on business among companies
of different locations. Even companies do lot of market research secretly and find
hidden talents and sell their growth opportunities to attract them. When companies
find difficult in recruiting employees giving importance only to salaries, they go for
extra benefits like free shopping, gift vouchers, tour packages etc to attract employees
and fill the positions competing with other companies.

7. Overseas Opportunities
After studying in their respective place, most of the job seekers go abroad for future
employment because of excellent packages in terms of foreign currency and better
standard of living even though they have excellent growth opportunities in there own
place.
Also, job seekers after education in small cities or towns live to work in metropolitan
cities to change their life style. This affects companies especially in small cities or
towns. Top rank students always find the place that have excellent growth
opportunities along with high salary packages and high living style. Standard of living
varies from place to place, the much modernized cities, the more talent employee
you can find. This results difficulty in sourcing the employees in small cities/towns.

8. Work for other Domain
After graduation, students jump to other domain because of high salary and fun
environment. What they study is completely different to what they work. Employers
struggle to employee the skills it needs, besides, some courses are ready to get
extinct. If this situation continues, then some job profiles including some subjects will
be unaware and get lost on its way resulting difficult to employee the candidates.
Lets say for example, the company wants to employee the candidates who have
learnt the subjects it needs, they will find the candidates of required skills and the
subject he has studied ,but the candidate rejects the offer because he may be
currently working in some other domain or he may not be interested because of poor
career growth and work nature.
As already mentioned, candidates like working in sophisticated environment with
high salary package. If one employees gets recruited in the domain of unrelated field ,
he helps his friends/classmates getting job through reference in his company, and
they follow similar domain for future growth.

9. Neglecting Subjects
Every subjects have its own uniqueness and advantages but they might not have
excellent career growth. Because of this reason ,it is losing its identity, and some
subjects with no students are in extinct stage. Though the subjects are easier to learn
and understand, some find it boring and less importance. They jump to other field
after graduation to MBA, or other vocational courses. The more demand, the more
students enrolling for the subjects leaving other subjects behind.
Due to lack of understanding and importance of the subjects among industries and
colleges, students fail to understand the career growth of the subjects. Students may
approach subjects that have high demand giving more importance to it and
neglecting other subjects.

10. Permanent Resignation
Employees who are ready with skills after gaining some experience may quit the
position to have their own business. With similar profiles of friends, altogether, they
carry their future by building new business of their own, instead working for other
companies. Mainly, employees from senior position of high profiles take this
decision.
Once they understand the business field and its nature, they take their own decision.
Specially, employees working in Information Technology are the one’s who have lot
of option because of low investment and high profit. Permanent resignation within
short period of time after gaining experience may affect the companies that want to
hire candidates with more experience.

11. False Approach
Mass mailing through job boards will end up wasting your time and thereby
decreasing your quality and increasing quantity. Calling for interview without going
through their profile and without communication with the candidates definitely
spoil your identity. Most of the employees once visited your company for interview
will never come back for future recruitment. So recruitment is not mass mailing
calling all candidates at once. It has to be targeted and fixed.
Always review their profile that matches the JD before communication followed by
face-face interview. If employees are not ready to come for interview on the day
because of some reason, don’t reject him, give him chance so that he is comfortable
for the interview the next day he is free.
The more flexible recruitment, the better targeted employees.

12. Have You Ever tried this…..
 Being an HR, have you attended exhibitions, events, seminars so far?
 Do you do market research on your company for, what people talk about your company?
 Did you ask question(feedback), why employees/job seekers reject the offer after interview?
Do you do research on employees, why they are not approaching you?
 How do you brand your company, internally & externally?
 Do you follow traditional method or advanced method of recruiting candidates?
 Do you know your competitor’s employees ?
 Do you approach employees through convincing and personal meetings when they reject
the offer?
 Do you have knowledge on human development index of your state/city?

13. Problems faced by companies in developed cities
 Too much of competitors. ( It is believed that Bangalore will have more than 10,000 recruitment
companies by the year 2015 (registered, non-registered, and freelancer).
 Difficult to find talented employees due to poor education and general knowledge skills.
 Sudden change in technology that affects current education ( old syllabus).
Unaware of some hidden job profiles.
 Sudden change in economy fingering employees to move on to other fields.
 Difficult in sourcing experienced candidates as they move overseas or permanently quit.
 Employees look for more sophisticated jobs than physical work.
 Competition among companies of different domains in recruiting, as employees work for the
company unrelated to their field.
 No job interest.
 After graduation , build their own business.

14. How to Approach Candidates?
LinkedIn is the best social media platform for recruitment. Search and pick up good
candidates and make a list of database of candidates for future hire. Have a
telephonic talk, discussing about your company profile and getting work history from
him even if your not hiring for anyone. An constant communication with the
candidates build up strong relationship and good reputation for company. Having a
frequent talk with the external employees helps you to hire a right person in a right
time. There is no need of any recruitment consultants.
Recruiter job is not only about getting touch only with internal employees, it involves
lot of communication externally rather than internally. Updating employees profile in
your database without communication is useless.
Talk to the candidate just as a friend (specially for high position and rare profiles) not
as a examiner even though if you don’t have vacancy to be filled. Don’t behave as a
school teacher with the employees while talking, they are not your students, they
may end up calls giving false reason.
Don’t communicate only through mails, they won’t respond. First have a talk with
them and send your company profile indicating what type of job profile you look for
and leave your personal official mobile number.
Nowadays, approaching candidates is becoming more and more flexible.

15. Employees will test you…
Employees will test you, the way you talk the way they neglect.
Sometimes, employees talk to you over confidently to test your behavior and work
nature. If you behave over confident with him, they may end up talking with you.
If the employee behave over confident with you, you may end up talking with him.
Interview is not a quarrel between two persons, or debate.
There should be constant communication between two parties maintaining
balance while talking. Reputed employees always communicate overly to make
you to reject him purposely. That means he is going to test whether you are
comfortable and selected the quality profile after filtering list of profiles. High
quality profiles and targeted candidates are always treated sophisticatedly. The
more you convince the candidate, the better and right answer are provided by
employees, interestingly. But it takes a lot of effort and tolerable. Don’t convince
too much, just maintain constant communication.
If recruiter is not sure about the profile and candidate is not sure about the JD,
both may end up discussion, refusing further talk, ending up call as soon as
possible.

16. Hidden secrets of employees and rare profiles
Not all profiles are available on job boards and social sites. Talented employees
never approach companies. Employers should have an eye sourcing hidden profiles
through various techniques. Some companies approach headhunting agencies to
find them.
Build network professionally selling your company profiles so that you get maximum
exposure reaching targeted candidates internally. Always expand your network
through reference with the candidates reaching maximum profiles and make a list
of candidates in your database for future recruitment. You should have thorough
knowledge on his/her profile and how it matches the current business and
technology they are currently working on.
Employees hiding themselves.
• High qualified candidates never post their profiles on job boards and social sites.
• Recruiters find them only through wide network and reference.
• It is not so easy to approach them. Well experienced professional headhunters are
best to recruit them.
• They may reject face to face interviews or telephonic discussion even if they
are looking for a change (It depends how you talk with them).

17. How to start with employees for telephonic interview
Start from the beginning and end with a beginning.
During telephonic interview, you should talk to candidate in such a way that
alternate person close to him should think that the candidate is talking to a known
person. Start like this;
Step 1
Step 2
• Can I speak to “Sam” or Is it “Sam” on the line?
• I am from “xyz” company or I work for “xyz” company as a recruiter.
• I got your number from job boards and I want to talk to you regarding job
openings in our company.
Step 3
Step 4
• Is it good time to talk?
• I saw your profile/work history and you have mentioned that you have worked
on html, css, and JavaScript. We have openings that exactly matches your JD.
Step 5
Step 6
• Currently are you working?

18. Step 7
Step 8
Step 9
Step 10
Step 11
Step 12
Step 13
Step 14
• Are you looking for a change, right now?
• How many experience do you have working on this field?
• Can you explain me your current role with the company?
• Can you come down for the interview for face to face?
• Let me know at what day you are available
• Ok. I am sending my company profile along with JD for your reference.
• If you have any doubts, you can contact me on this number.
• Thanks for talking with me.

20. Candidates of senior position and rare profiles are hidden from job market. Most
senior position may or may not identify themselves whereas rare profiles of
specified interest and passion always look for growth opportunities, and through
references, they occupy the position. Most of the employers give importance to
institutes, marks scored etc without considering their interest and passion for the
role and they fail to hire right candidates.
Talking with these candidates requires free body language to avoid confidence
while talking. Avoid confidence ( self-confidence or over confident ) while talking to
candidates during telephonic and face-face interviews. Be very free and friendly
with candidates during interview. If you don’t have smile on your face , candidates
avoid giving answers. Accept more answer from candidates with just few question.
Avoid personal question including deep eye contact and moreover to candidates
body language. Analyze their answers and look their interest in the field.

21. What to avoid during building relationship with the candidates
Age Discrimination and Racial Discrimination
Profile Discrimination ( Junior, Seniors, Job Seekers, Designation)
Sex Discrimination ( Male, Female, and Physically Handicap )
False Talk ( telling lies )
Mass mailing without talk

22. What to talk and how to attract candidates!
Talk to candidates related to current role and responsibilities followed by general
question and personal details; their future plans, job satisfaction, job change, change
in designation, location satisfaction, work environment etc. Discuss for at least 15mts
and update in your database simultaneously. Target passive candidates and potential
candidates, and if requirement comes, convince them and change their mind. If
these candidates are not open even on convincing, seek reference from them. Go on
multiplying and build network just as a spider home and you at the centre for strong
identification.
You can attract candidates the way you talk and behave with them. Its not all about
excellent communication, its more about constant relationship with them. Recruiters
of negative attitude definitely make the business down. Once candidates feel bad
about the company, they avoid attending interviews.

23. Good Recruiters skills
• Positive way of response ( voice and non-voice).
• Interest in the field.
• Always talkative.
• Good public speaking skills.
• Flexible while talking.
• Excellent convincing skills.
• Good knowledge on Technology, Business Economy and its manpower needs.
• Always ready to talk with the employees especially job seekers.
• Good research skills (Brain Mapping).
• Aware of new technology.
• Good approach.
• Feeling positive even candidate rejects the offer/interviews.
• Willing to learn new things.
• Continuation in similar field.

24. http://headhuntinginrecruitment.blogspot.in/