JIVAN PANT tells SHAlINI SAKSENA that a candidate seeking a job needs to be able to self assess his strength and weakness, be reliable and flexible to land that perfect job
How do you manage to keep client satisfaction at par with talent expectationsIJ
Client’s satisfaction and candidate’s expectation are equally important. Rather managing candidate’s expectation often leads to client satisfaction. For the same we focus on basics i.e. Right person for right job. We ensure this by offering to candidate a right company, culture, job profile, salary package, location. It is being diagnosed beforehand the reasons of candidate’s job switch.
What’s your key to providing tailored services to clientsIJ
Tailoring services is significant because every client is unique despite many similarities. Not only client but their needs are also quite unique. I must mention here that needs also keep on changing time to time. Our key to handle it is flexibility to design our services as per client needs. For the same, we maintain our own resources in a way to provide any kind of recruitment model. We have segregated our team basis different recruitment model.
To what extent does a consultancy firm contribute to hiringIJ
Businesses can run successfully subject to having right people at right time. And this is significant since not having quality manpower impacts business in a big way. Imagine an organisation in telecom business with no quality manpower to maintain the telecom network. Customers will have multiple call drop experience and hence they will move to other telecom operator impacting the business of existing operator. Hence recruitment consulting companies like ours have become the integral part of business houses and corporate eco system.
Where do you position your company five years down the lineIJ
We are planning to increase present strength of 70-plus HR professionals to 500-plus. In the coming years, we are planning to expand extensively in the areas of executive search, recruitment process outsourcing and HR advisory. Apart from increasing headcount and turnover, future growth plan is to become India’s most respected, trustworthy, reliable, client centric and leading provider of HR solutions. We also envision becoming the most preferred employer who provides best workplace environment and opportunities to learn and grow.
Being an HR firm, what are your expectations from a job seeking candidateIJ
Must know self strengths, weaknesses and differentiators. Candidates must be realistic in their salary expectations. Candidate must be aware of job profile applied for and the organisation applied in. Be flexible. Practice your negotiation skills. Must not lie because any small false commitment can lead to rejection.
How do manage your services at recession timeIJ
Recession is painful especially for recruitment companies since during recession first step that companies would take is not to add manpower. Rather at times mass terminations are also observed. At such time we focus on capacity building since team would have sufficient time for getting trained.
You have a diverse segment of client’s services from Telecom to healthcare. How do you manage to keep up to each segment clientsIJ
We have different specialist teams for every segment. Hence diversity in industry segments has not been a challenge for us despite being catering to different industries. We have a competent team at leadership level, best system and processes, high end technology and capacity to run RPOs and turnkey recruitment projects effectively. More than methodology, what works is our passion, approach and our mind set of successfully executing every assignment offered.
In last decade, what difference have you noticed in the market as a HR expertIJ
The job of a recruitment consultant has become lot more challenging now and expectation of clients have increased manifolds. The entire industry is going through a major consolidation phase wherein consulting companies having competent team, best system and processes, high end technology and capacity to run RPOs effectively, can only survive. HR technology based on data and analytics is replacing the traditional subjective approach in hiring and recruitment. Without proper data analysis, it is like driving a car with closed eyes. It is indeed playing a significant role in hiring process. It is benefitting entire recruitment fraternity in terms of making the data available and drawing conclusion based on that. Though it can never replace ‘traditional subjective approach’ in hiring, it can only act as a catalyst that too for some part of hiring processes.