Don’t count your recruitment chickens before it hatches...

Offers are like eggs, you may not know which egg hatches at what time. Recruiters lay eggs (offers) and wait for the chicken (Joinee) to come out. Only count the chickens which has completely hatched and come out healthy. What normally happens in the recruitment industry is that the offers are counted as joinees and the back-ups are considered only at the moment when the candidate says ‘NO’. 

A client explains what kind of chicken they want which is not available in the world, Project manager understands the kind of chicken and do not want it to come out of an egg. An interviewer either doesn’t want the hen to drop an egg nor to cut it (Holding candidates for long time without coming to a conclusion). Recruiter explains the duration of the egg to hatch and the chicken to come out. External recruitment consultants are not given a clear picture about the scenario. They understand it as a duck rather than a chicken. Consultants send the duck and the interviewer shortlist the resume. Recruiter in a corporate gets confused whether to continue sourcing a duck or a chicken. After you lay eggs which belong to a sparrow, the client, project manager follows you everyday to check whether the eggs had been hatched.

But when no one is ready to wait for a healthy chicken what will you do?
  • Because of the pressure, recruiter tries to hatch by himself/herself (too much pressure on candidate to join early) then the egg breaks and gets stink.  A rotten egg can also spoil other eggs.
  • Before you sit on your hiring process get confirmation from your client / project manager on the time taken for a recruitment life cycle.
  • Don’t accept the work which makes you to lay any kind of eggs and to hatch asap.
  • Always count the chicken after it hatches and always have back-up offers.

1 comment:

  1. The recruiter must understand the dynamics of the client.Now a days client is co clever to hide the salary package and look for a more suitable candidate with a lower price.
    The project manager hastens to maintain a good business relationship with the client whereas the recruiters line up the candidate in his /her fullest capacity and once the client need an immediate launch of his new business or meet the sudden attrition of skilled talent, the pressure is realized at the recruiter's end.Here it is quite important to understand the complete business of the client and the project manger frequently updates the recruiters for the possible upcoming from the clients.
    To accommodate a change of plan in the consulting business,the database of a particular skill for a particular client must be enriched on regular basis.
    Thus the recruiter can withstand the pressure and the projects go smoother with more offer acceptance by the candidate and joining of candidate with shorter notice period or if a good compensation by the client, the candidate is lured and no option for candidate to further stick to the working organization.

    kamalesh sah