Hey Recruiter, you must know that your priority will never match that of your clients; however, if something goes wrong, you would be held responsible for what you have no idea about.
That's what, is, perhaps the darker side of an amazing - love and hate - relationship between a recruiter and her clients.
This is not an observation emerging out of shear frustration only, but noticing a gross mismatch between the objectives and required actions by HR department of some of the most reputed companies.
To be precise, I'm highlighting the decision making processes involved in finalizing external hiring deals in some of the highly reputed Indian companies and India based MNCs.
Despite making a hue and cry over the importance of talent management, the recruitment activities in so called modern HR department of those companies - being too lean and thin - mostly take the backseat over other priorities.
Ultimately, this delay causes a costly - and fatal as well - consequence of losing out good candidates to other organizations, I mean the competitors, as all of us know how severe is the talent crunch all over the world -- particularly in emerging market like India.
Frankly speaking, what I have written above is reflecting my own experience: A few very good candidates, despite being cleared by actual users, and shortlisted by HR for making offers to them, are awaiting their letters for more than a few months by now.
you must be wondering about the reason for this delay?
Don't worry, it's very simple: Non availability of concerned managers at various levels and, making it slightly complicated, the workload of front-line manager who are supposed to complete the documentation.
Sounds silly? Yes, it is!
Well, even if you forget the plight of the poor recruiter - who keeps jumping in all directions like a haunted monkey - isn't it a serious issue, negatively impacting effective implementation of organisations' Talent Management programs and, in a way, its future growth and prospects?
With due respect to the leadership capabilities of my professional friends from HR fraternity, I would request them to wake up, understand the gravity of the situation, and ACT accordingly: Please, be proactive in what really matters to building your organization rather than getting lost in useless day-to-day non-activities!
What's your take on this issue? Do you think that HR is really proactive in hiring the best available talent or messing it up?
