PRE-HIRE SCREENING.

BPO HR management is the fastest growing segment of HR services. The reason being, machines and labor are both human in BPO industry. BPO recruitment consultancy growth is indicative of the scope of expansion. Recruitment consultants have been successful playing with there solid reference base and 'you scratch mine & I scratch yours' strategy.
Why would we need recruitment consultants in the first place?
They have space, facilitators, and the most crucial of all they have good referral base. Domain expertise! I m sorry, even if they have it they do not use it. However, we don’t need much initially.
A little over-view would help you understand better.
It is four times more preferable than a company walk-in:
1. from consultant perspective: Recruitment consultants are happy 'cause they are getting business.
2. Recruits are happy 'cause they are getting jobs. Getting through a BPO interview facilitated by a recruitment consultant is a lot easier than a direct company walk-in.
May be because consultants know how to keep things moving.
3. Company is happy 'cause is getting the resource.
4. Company HR is happy as she is meeting her targets and also getting lots of extra benefits.
Extra-how?
Everything is related. And money is what keeps business relationships strong.
Yes, money is the driving force but how could it make the recruitment process easy, and how exactly everything is related?
As you know that everybody wants more, more and more and more; just the salary ain't enough when we can make a little extra otherwise. Company HR monitors the hiring process; though they are closely associated with Human resource management; understands quite well the benefits of not being loyal to the organization.
They are a crucial part of the nexus which is governed by recruitment consultants.
Paying to get a job is not something new, everybody knows! We have seen it before. However, this is a little tacit in BPO industry and more lucrative than any other industry.
Prospect wont pay 'cause she has options; if not this some other. The most profitable link has to pay for the favors.
The vendor!
But what about the quality of the resource?
What if the recruits are not trainable or what if training vertical doesn't have tools to train them?
And why should the HR get all of the benefits?
Training intervenes with these questions to get its share; human again.
Consultants know exactly how to lure and how far can we run from money.
There is a concern about the quality of recourse provided by recruitment consultants. Finally the company is the one who suffers.
Disintegration of recruitment and screening functions is what we'll see in days to come.