Recruitment Secret 'Recruiters Pay Human Resources' and what you can do for your career knowing this
What You Can Do
If you are a candidate, here are a few tips:
1. listen to the language used by the recruiter
words like 'I look after their entire recruitment', 'you can meet us here or at the hotel', or the more brazen 'even if you go to them directly, they will send you to me' - are dead giveaways.
2. If you know the company needs someone for a position and is still lethargic in its response to your application or worse you apply to the company email and a recruiter calls you.
3. you go to an interview and people are not really sent in based on what time they came.
so what can you do?
1. If you've figured it out, then woo the recruiter and not the company.
for you, the recruiter is now the person to look after. Take care of him, he will take care of the company.
2. Refer two more 'good' candidates. Not for your position but for another position that the recruiter is currently recruiting for. He will love you for the extra business.
3. Assure the recruiter you plan to stick around. you can either find out from them what is the time period for them in the contract to get paid or simply leave hints. The recruiter hates to search for free if you quit too soon.
4. Speak well of the recruiter. In front of them and the company.
5. Do not approach the company directly. The company will tell the recruiter and the recruiter will not be happy.
6. If the company does call, keep the recruiter informed. Don't assume the company will tell him. Keep communication lines open.
7. Once an offer is made, discuss the same with the recruiter. Remember higher your pay, higher his pay. Maybe he could ask for more, for you. Win-Win for you and him.
8. Last but not the least, remember the names of the key decision makers. If this is what they are doing at this company, most often than not they will carry this behavior to the next.
All the best!
The What & The Why
This is a dirty one.
Its not something that would happen at the best of companies, or then again you would think it does not happen.
Its all about demand and supply.
Industries where the demand for manpower is more than the supply, the recruiter is vital for existence and business, the instance of this happening is low. But, the other way around and you have possible "grease" money exchanging hands.
Some companies would not change their recruiter for the world and some HR professionals seem to carry the recruitment agency from one company to the other. I want to believe that this is all about merit, but then again, I know better.
Where it does not happen, you are good, where it does, you should know what to do.
Some years back, I asked a very promising young candidate to approach hotels in New Delhi directly. I told her to forget recruitment agencies and recruiters coz she was very very good. I did not see a hotel not wanting her. The position of a GR/ Front Office is one that is always in demand for a suitable profiles and she was perfect for it.
My logic then was, if a company was getting someone without having to pay the recruiter, it would grab that opportunity.
Saving HR costs would go down well on the KRA of any HR manager. I was wrong.
Out of the 9 leading hotels she went in to drop her resume, only 3 met her.
The rest asked her to just leave the resume.
Out of the 6 that asked her to deposit the resume, 3 called back to tell her they would get in touch in the next recruitment cycle and 3 never reverted.
But what is fascinating is, 2 recruiters called her.
They asked her to come across to their offices and assured her, they would get her the job she desired.
Now, how did the recruiters get her contact details? you don't have to be a genius to figure this out, from the HR.
One could look at this in a nice fashion too. I have some clients who will send everyone who approaches them for a job to me, so that I can do all the screening that we have come to offer them and they have come to trust. For an employer, this is worth the money he/she pays the recruiter. Having a special relationship of this sort, leaves the HR free for all the other tasks that a company HR needs to perform.
or you could look at it as what it could also be. reward-sharing. kickbacks. bribes.
I have repeated this process to figure out the HR folks (its not the company, its the people) who indulge in this and stay away from them. But what do you do as a candidate?
Here's another angle to the same story.
Recruiters for some leading hotels/companies are related to the decision makers. I know of General Manager's wives who run people search operations for the hotels where their spouse is the General Manager. You cannot tell me all of them are objective in their hiring decisions. It may not be just the HR, and it may not be just money.
but, how can you figure it out?