Oct 25, 2005

Hunting talent at the mall and multiplex

This weekend we went to Prasad's the mall-cum-multiplex in Hyderabad to watch a Hindi movie. But what popped my eyes was to see a stall set up by Adecco People -One blaring out notices like

"Come apply to us for a chance to work with our Fortune 500 clients in their BPOs"


"Refer a friends CV and carry home a cool gift"

Before the movie started I was forced to see an ad by Ma Foi (how effective is this kind of advertising anyway?)

That really brought home the point that how difficult it is becoming for organizations to hire people even at the entry stage. Once upon a time recruiters had more CVs than they needed and very few clients. Now the demand clearly is pulling ahead of supply. Or, let's qualify that. Quality supply. This is leading to salaries rising and active poaching in the BPO industry. even if existing players have a no-poach arrangement (a practice that I think is very inefficient) new players are constantly coming in and to cut through the clutter differentiating themselves on salary.

The thought being:

These people don't look at it as a long term career, they are here to make a fast buck and therefore lets give them the inducement of more cash and they'll come.

I think the real differentiator in this market would be an organization that actually offers a career and helps them to develop for further roles. Cunselling and organizational support given by employers can ensure that loyalty to the organization is not an outdated concept.

The bottomline being, so long as organizations treat people as 'resources' that's the mindset that the people have towards the organizations.


  1. Innovative ideas in hiring practices are required in the search for the right talent. I believe it should get more interesting as you start searching for the higher level positions. To find talent, search out places where people don't normally search - libraries, book stores, blogs, net, training conferences colleges... based on what you're looking for.

    Does anyone do this?....what about college recruiters spending a few days (wander about/observe, of course silently) in colleges before the hiring day to seek out what they would be looking for?? One might have to spend more time but the insights and results might be far richer.

  2. getting people is TOUGH; getting good people is TOUGHER; getting good and committed people is IMPOSSIBLE.

    You cant blame orgs for doing all that they are doing. All this about people wanting careers etc. if NOT TRUE. A few extra bucks and they are ready to jump.

    Committment and integrity are things of the past....and employees no longer appreciate them nor value them.

  3. I disagree - Swiggyy.

    Ya what you expressed is right - "Getting people is TOUGH, getting good people is TOUGHER, getting committed people is IMPOSSIBLE", There are employees who have dedicated their lives to companies, there might be different reasons for an employe to compromise on his/her commitment, as such

    1. Office politics
    2. Better Role and his career growth
    3. Personal reasons
    4. Remuneration

    If all these aspects of an employee are adressed at the right time, why will they try to move out.

    Do let me have your comments.

    Abijith I P
    Ling - Technologies

  4. Hi Abijith,

    An organisation as an entity cant really fulfill the aspirations of thousands of employees just at the time when the employee wants it - and the employess of today want it now.

    My comments on each of the reasosn to leave an organisation:

    1. Office politics - the employee should be mature enough to know how to handle this. Btw, this being on top of your list signifies that you have had a problem with this. Am I correct? ;)

    2. Better Role and his career growth - I think better designation would be more apt. Many people would jump just for a fancier designation irrespective of the work or the role.

    3. Personal reasons - On this point, I would like to mention that many many employees, once they have made their decision to leave the company, do not believe in serving any kind of notice periods. "My new company wants me to join next week" - when an employee says this, I have often asked him, "So what about this company - dont u owe anything to this organisation?????"

    4. Remuneration - aha !!!! this is never enough for most employees.

    I am not saying that organisations are always right ....but the fact remains that employees are no longer patient about getting their rewards. They want everything today!!! And that is just not possible. Some of my best rewarded people are those who have contributed persistently and for a long time. If an employee is ready to jump for a few extra bucks, then why shouldnt the organisations treat him just so - just a resource!!!!