This is a bsic recruitment whitepaper for staffing industry employees.

1. Whitepaper on Recruitment management, in regards to
Disputes and Resolutions.
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2. Belling the Cat.
Disputes and Resolutions
Created By Shambhu Arvind for Agile Informatics Pvt. Ltd.
Today the recruiting industry is going through the most dynamic period of world market. This kind of
dynamism or change has never been witnessed before. The functions of, purely refilling human
resources has given way to providing the whole myriad of recruiting solutions and services.
The gamut of challenges has increased with different industries seeking for different set of people in an
ongoing basis. Varied streams like Finance, IT, Marketing and Sales have changed the course of
recruiting which was basically formed for replenishing factory workers, traditionally.
Huge challenges like matching the correct person with a correct job, loyalty identification and pressure
taking traits are being taken into consideration while selecting candidates. Hence, the models and
marketing theories in relation to recruiting changes day in day out.
These challenges are to be put into a process where the recruiting companies are always ready with the
best resources so as to adhere to demanding clients. Every recruiting firm/business needs a process
through which the “going – to – market” time reduces drastically. Lots of software options are available
but this process could also be customized with traditional tools across every recruiting business.
Integration between the business’ front end and sourcing end is needed and should be impressed upon..

3. Recruitment Management:
Sourcing, Identifying and Recruiting being primary functions have turned into very professional gamut of
skill game. It also encompasses compliance and environmental factors in its mix. From budgeting to legal
parameters, every framework is found in recruiting management nowadays. This makes recruitment
management the most comprehensive user of business functions across the spectrum.
Divided Field Retaining the patrons
The constant barrage of staffing/recruiting Any recruiting agency, which doesn’t have a
agencies has made this industry into a stream of clients for long term, will perish.
small margin one. The good margins are Period. Recruiting agencies needs to be
now only allocated for the companies who proactive in making processes which are
made a name in this highly volatile space. If adaptable and scalable, for generating and
we look at the world market, Japan has the maintaining client relationships.
largest number of staffing/recruitment
Take up a survey, manage a blog for new
agencies in the world followed by US.
developments in recruiting business; this
For a world, which is considered flat now, exercise will help staffing agencies to remain
we can see the divide. This immense divide in contact with their clients as well as potential
of cultures and miles generally puts across clients. The impact of constant useful
a highly fragmented way of working, information telecast would help you be on the
ensuring very difficult compatibility. This top of mind of your client. They are getting
space can be won if consolidation starts. something in return other than CVs in their
The other case may be, like Manpower, inbox.
Adecco etc. the brand name is associated
with high chance of landing a job.
Maturity
Mature economies or mature companies usually have a set of objectives which they need to meet
during their recruiting process. This makes it easy for the stakeholders to zero-in at correct
replenishments. Labour market deregulation across different countries, also play a crucial role.
In Indian market, companies refrain from having Temps but in other markets across the world, it is quite
common. Now, with the maturity level and varied functions, few Indian companies are taking Temp
recruitment seriously.

4. Resource Attraction
The success of any company is valid on the raw materials. Staffing industry’s success depends on
REFINED materials. Attracting and retaining the human resources for others has become considerably
difficult due to immense completion and attraction bargains.
How many times a staffing agency has researched on job description? Seldom, is one word answer.
Consider this example: In case a staffing agency gets a contract for a project manager in a reputed oil &
gas conglomerate. Usually, the staffing agencies, work solely on the base of other brands, thereby
hurting their own. Coming back, if the recruiter or staffer researches not only the company but the
growth avenues of the position, it becomes easy to attract the resource in a single call. Tell him/her
what he/she would gain by accepting the job offer, where does a recruiter see the concerned person in
next 5 years based on industry/company performance.
This will not only attract but also retain the REFINED resource as it is easy for him/her to relate to
somebody who has his/her growth prospects in mind.
Relate and Update Revising Relationships
Just as you require your clients business, If you look closely into any recruiting
you also need a pool of human resources agency, one would find that 40% -
who are ready to listen to you. How 50% of time there is spent by people
many times a staffing agency calls a on administrative tasks. This is
client? Millions. How many times a important but the main target of any
staffing agency calls a recruit they have company dealing with human
landed? Seldom resources is enhancing relationship
management.
When a good recruit is placed by you or
gets in contact with you, put him/her in a Having the names of contacts at all
USEFUL list. Make sure you track and the companies with whom one works
update their career changes and with is not enough? Make sure that
movement. One great employee you know their birthdays,
recruited by you, can take your company anniversaries, special days etc. This
from delivering middle level manager to would take time, but Rome wasn’t
delivering CFOs. Keep in touch and be won in a day either. The mushy e-
close to their rise. cards and mails are a passé. Make
sure you have a small and
manageable gift like a paper weight
or a laptop mouse which is branded
in you company’s name. This will find
a place on their tables and you close
to their mammalian brains.

5. Demographic and Social Media
The demographics of the whole world are changing and the dynamism of social media is making it easy
to sway all your goodwill in one shot.
A company can have a global impact if it chooses to direct its updates or status in a professional and
timely manner. Content on social media have the power to generate immense profits for companies.
Staffing agencies can gain a lot. Instead of hourly update or daily one, a staffing company can put its
recruiting needs. This will create the presence of one’s company in all corners of the digital world yet
making it accessible to clients and recruits together.
So update the status on facebook, twit around, and connect to linkedin so that you stay at everybody’s
PC, Laptop or Mobile.
We are Agile Informatics Pvt. Ltd., a company which is built on a strong foundation of professional
excellence and pioneering and scalable technology standards.
Agile Informatics boasts of 200+ associates and a pool of more than 50000 professionals which are
experienced and capable in varied industries. Our process for finding the correct fit for your organization
is tested, yet simple.
We have immense pool of people in-house who have large experience from various sectors like
engineering, oil & power, HR functions, export-import etc. which makes it easier for them to understand
correct fits for companies who need expertise.
Our business intelligence is one of the best in the industry. We have resources placed in different