It is disheartening being a recruiter when have to hang-up a call saying "sorry I can’t consider your profile as you have a curricular gap" There can be three dimensional perspectives to these circumstances, one from the candidates perspective , one can be from a recruiter’s perspective and the last one who is ruling both the perspective is the client and their desideratum for the position to be filled.

Namaste Recruitment – (Article # 3 of the series) The most ridiculous question someone can ever ask about his own profession is why I get paid? Or more correctly, what is it for which I am paid?...While the confusion looms large over Consulting as a profession and for the Recruitment Industry in particular. In fact, it is interesting that if the same question is asked to a Client and also to the Recruitment Agency, the answer differs! While consultant would say that, it is for my expertise and the other may say, for a successful hire or the few CV’s or for the referral.

Namaste Recruitment – (Article # 2 of the series) In an acute view, one observes the Triangular formation of the Recruitment Industry which is a confluence of the 3 C’s – ie, Company, Candidate and the Consultant. While I would have liked the formation to be that of an Equilateral Triangle, many a time I find it to be Isosceles (2 sides equal) and at worst it is a Scalene (all 3 sides different). At all times I find the Consultant to be the shortest or the smallest side in any formation….or rather, do call it the weakest???? (The power perspective). Seldom have you found a Consultant to be at the Demand end as he ends up at the Supply side on all formations. It is funny, that in India we talk about unemployment. You ask any recruitment Consultant and he will never agree to it, even if he is an Economist!!! For, he is always convincing the candidate to look at a certain Job opportunity and the candidate obliging him by attending the interview! Never mind, the half a dozen times of follow ups and coax. Consultant perpetually awaits feedback from the company as he would be mandated to fill up the vacancy ASAP. Company may take their own time to revert since they are usually entangled in their internal process challenges and finally the position goes on hold!!! Whatever the case may be, the recruitment consultant has to search, assess and submit CV’s on time………….After all, the consultant ends up feeling that it is for him that the company is hiring, it is for him that the candidate takes up another Job!!!

(Article 1 of the series...Namaste Recruitment) Being in the Recruitment Industry for over 2 decades and having seen the transition from Manual to Technology supported processes, having witnessed various green field Industry roll outs in the Indian sub continent, ranging from IT to Telecom to Private banking to Insurance to FM media to Clinical Research to Analytics......by partnering and supporting various Corporate Clientele, I bow to you... the Recruitment Industry and its people, who withstood enormous challenges of learning not only technology but the weather of Industrial changes and globalisation from its Brick and Mortar to cloud supported models..

Talent Management is one of the most challenging aspects of modern day Human Resource Management (HRM). Effective Talent Management determines an organisation’s success to a great extent. Challenges of attraction, engagement and retention of employees require innovative, proven and effective methods of approach and communication

Its righteously the era of instant, quick up, facilitative things, which has made our lives an easy nut to crack. But then, the “ ache din” does not remain constant, and especially not, when it comes to corporates.