With hundreds of other agencies in UAE how do you stand out?
FACT FIRST: UAE is a remarkable place for both employers and job seekers and this diversity has also attracted some of the leading recruitment service providers.
So how do we stand out? Well one way we have addressed this is by listening to our customers and their need of the hour. We call this 'pain-management'. By understanding what #HRTECH & #HRSOLUTIONS would make their jobs easier and the recruitment process more manageable and predictable.
When hiring has a 46% failure rate (approximately the same as flipping a coin), it’s hard to justify why the resume is so central to the hiring process.
Open Flood Gates:
Most HR professionals don't understand the complexity in executive recruitment. It's a situation that is manipulated from the start. Let me explain. Firstly and most commonly a job ad is placed in the most popular media. Right from this point onwards the floodgates are open and control has been lost over:
- who reads the job-ad
- how the job ad is interpreted
- most importantly who responds to it
From this point onwards it's a long slope ahead as thousands of people start sending their profiles. Most companies I talk to would receive an average of 600+ profiles (depending on its name & reputation) out of which they claim that only 10% - 15% are relevant. Nonetheless someone still has to go through all the applications to identify that 10%.
When the 10% has been identified then begins the next challenge of telephone screening the selected candidates.
The Phone Screen:
For the applicants this is a selling opportunity. To phone screen you first need to make sure the candidate has time for a discussion first. When that time has been booked than you have a candidate's profile on one hand and the candidate on telephone on the other hand. Both are unfavourable situations for the recruiter as both are well prepped and fractionally exaggerated in some cases. This has nothing to do with dishonesty of the candidate but it is only natural to put your best foot forward.
Once the candidates have gone through the first round of screening they are further sorted by the recruiter before being presented the line manager. The candidate CV's by now have gained recruiter comments and scribblings as well based on the first screening.
The line manager when he/she is available and has the time will eventually start going through the same profiles and recruiter comments and may even engage with the candidates on the second telephonic screening before sending his request for a meeting/video conference call with the candidates. By now the shortlisted candidate have probably already gone through two screening calls with very similar Q&A.
Once the profiles are returned back to the recruiter than begins the cat & mouse game of making sure that the candidates are available at the same time as the line manager or managers if it's a panel interview. This back and forth further burns more time and money with chances of losing the candidate to competition as well. Most applicants on average apply to 3+ jobs during their job search.