Headhunting, Outsourcing & Man Power Companies
Headhunting
Recruiting personnel via
headhunters, is mostly utilized by top notch companies, who are in severe need
to find the perfect match for their vacant job titles. Since, job hunters provide a
guarantee for the candidate they presence, makes the employer’s selection process
easier. Headhunters normally have their own network with the HR departments of
companies so as they have built up their own PR in the corporate world. Headhunting
is a two-way system, the professionals who are geared up to undergo a headhunting
fee, directly contacts headhunters when they need a job which matches they updated resume.
Digital Headhunting
This was initiated by Linkedin itself,
with the use of the social platform and the Recruiter service to find the right candidate for
the job. Yet there is a risk of fabricated data, but however since everybody is
aware of the fact that Linkeidn is a professional network, the users keeps reminding
the community to keep it professional always.
On the other hand, Linkedin
"Lookup" acts as the hand of job seeking, which has now created a window for
Linkedin users to find the perfect job which matches their resume on Linkedin.
However, Linkedin has limit the full service with the requirement to upgrade the standard account to a premium one (this involves a monthly/annual subscription). A user with a premium
account gets highlights as top up candidates for companies who have used
Linkedin for job posts. Adding to this, companies can post their own job posts
on Linkedin by creating their own company profile on the platform.
Outsourcing
Companies outsource employees for
a multiple of reasons, mostly to keep them away from providing job security. This
is a trending recruiting sourcing method used currently in the country, by companies
involved in industries such as apparel, telecommunication, research and
advertising etc.
However, outsourced employees are
discriminated at some companies, which have tended to create an outer circle in
their corporate culture. By making them disengaged from corporate functions/activities
such as seasonal parties, gatherings, annual day outs, accomplishment meetings
etc. Arriving at companies benefiting from the cost factor immensely.
Whereby an outsource job vacancy appears,
the company HR informs the outsourcing company and they seek and list down a
number of candidates and forward it to the HR. Sometimes the company itself is
directly involve in the job postings but recruitment is being done via the
outsource company on prior notice.
Manpower Companies
Such companies are denoted in Sri
Lanka, as companies which provide foreign job opportunities who are willing to
migrate. There are hundreds of such companies in the country, some were even
caught up scandalling’s peoples’ money by promising overseas jobs.
Apart from that there are manpower
companies which helps both the corporate and household worlds in seeking and posting blue
collar jobs such as drivers, hand maidens, butlers, gardeners, mechanics,
construction workers etc.
To conclude, all these companies
play their own equal role in the process of recruitment on their own grounds.
So it is the candidate’s and the company’s duty to select and follow up the best
direction considering your whereabouts, budgets and the time factor.
Source- written by the author
Do you think headhunting can select the most appropriate candidate for the said position in a company? are there any pros and cons ?
ReplyDeleteOf course there are pros and cons Viraji, this involves an extra cost and from the other hand it saves our hunting time. But i think if we can give our requirement to a professional headhunter we can come up with a perfect candidate for our vacant job..
DeleteHeadhunters fill specific jobs, recruiters fill a high volume of jobs? Can you agree with its .
DeleteYes definitely, we go for headhunters when we need fighters and trained professionals to our game to play our cards right.
DeleteGreat reading.My personal experience is with head hunting in my professional teenier. I think proper heads to the proper organisational requirement can be match with head hunting.
ReplyDeleteYeah, true but still for that we need to find the proper headhunter in the game who is geared with the toolkit, especially the network.
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ReplyDeleteNicely drafted and straight to the point Ramesh. Great work! However I experienced with some top head hunting agencies here in Sri lanka, like DCI, Career Builders, Talent Search Global & Etc. When they interviewing the candidate through the phone, they are not asking only about our background, they got some pure and depth knowledge on the domain that they interviewing. And they nicely collaborate with their clients and do the HR part as well. Moreover when candidate apply through the H.H. agency, cost to the candidate is really low in every aspects. So I'd say HEADHUNTING has already touched the future of the Employee recruitment.
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DeleteTrue Viraj, but yet they are some outsourcing companies in the field who have misused the professionalism of true head hunting. We should conduct our own research before choosing our outsourcing partner. As it so hard to change the outsourcing journey once we stick with a company. I experienced this personally while i was supervising an outsourced team as a media supervisor and when the HR decided to change the outsource company, due to their weak system in almost every aspect of their work- recruiting, hunting, rewarding etc. So we have do our research well, especially get the feedback from past and current clients before engaging.
DeleteThese are excellent ideas............but we have to thinks following points also,
ReplyDeleteHeadhunting recruiting, They don't always have your best interests at heart and
waste your time interviewing for jobs you don't want
Outsourcing can provide good opportunities, but needs monitoring as it limits advancement.
Man powering may lack of fresh ideas and creativity.
True points Lasantha, but we cant pin point all these in general as there are professionals out their in the game with the gold cards. If we do the right research and identify the right people, it's a win win for all. However, manpower lacks the sense of creativity, but with its market segment, their need for creativity is quite low i presume, yet it is agueable with the nature of the job and the size of the man power agency.
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