The Benefits and Limitations of a Dedicated Recruitment Team

A dedicated recruitment team is a team of recruitment experts provided by the firm for the client to work dedicatedly on one single project as a part of a prior agreement. The process is simple: The client communicates his technical and professional requirements. A team in-line with the requirements is assembled by the firm and starts working on the project with the directions from the client.

This model is highly effective when the in-house team of the client lacks the specific skill set to solve the problem at hand. Due to the inherent process of this model, the team working with the client at the client location is in a good position to understand the business goals and hence can devote the time develop the project specific solutions improving the efficiency and productivity.

Below are some of the advantages of fielding a dedicated recruitment team:

  1. Highly qualified resources at disposal with complete control in the client’s hand.
  2. Better communication and compatibility with the team.
  3. A better budget controls with no overhead operational costs.
  4. Flexibility in making changes to the scope of work.
  5. A clearer vision for the team towards the business goals.

Although there are some concrete benefits for this model,it should be noted that the scope of this model is limited. So if you are to seriously consider choosing this model, here are some limitations you should be aware of:

  1. Not feeble for short term projects.
  2. Selection of resources and other parts of the process may involve a lot of time for execution.
  3. Communication and management of the team have to be taken care of the clients which can be a quite risky.

It should be noted that the clients looking for the dedicated recruitment teams are generally equipped with both time and resources to handle these minor limitations. On the whole, this model is one of the most effective and economic models for long-term projects.

Social Media Recruiting: Using Facebook as your recruitment tool.

With an average active user strength of more than 1 Billion, Facebook is generally viewed as a platform for engaging with our friends. A lot more can be done from a recruiter point of view if you choose to use this platform for your recruitment process. So, How do you find the right fit for your recruitment process using Facebook? Here’s a basic guide that helps you do the same:


Using dedicated Facebook pages must be a definitive part of your long-term strategy for recruiting. You must first try to build an image for your company and concentrate on building followers. This can be done by giving a sense of value to your audience regarding the posts you will be sharing with them. You can market your services and post your job ads . Coming from your page it holds a lot of value to your audience. You can also use others tool for swift and specific purposes.


The“Facebook Marketplace”is another service you can try. Most people are only aware of Facebook ads to target the audience for the job position, but the “Facebook Marketplace”is also a better option if you want to post your ad for free. You have to fill this basic information about your job posting: job title, location, the category with a small description about your job particulars. The main difference between a “Facebook advert” and a job posting of this type is that you cannot target your set of audience for this type of posting. So, if you are short of time and are need of an aggressive approach you can try “Facebook Adverts”.


By far Facebook Adverts are the most efficient way to go about your business as a recruiter. Given that they charge good bucks for their service, it has to be said that “Facebook Adverts” are the super-effective and economic compared to Google Ad words and other similar platforms. The most important thing about these adverts is its ability to literally pick the target audience. Being one of the largest social media platforms it can give your advert an extraordinary reach coupled with a laser-like targeting capability. You can target your audience based on their location, gender,sex, their interests,their digital activities and what not. For example, if you are in search of a candidate for a senior level position living in or around Florida; you can show up your ad only to these folks giving you a good chance of getting a lead . But make sure that you did not narrow this search too much as you might be missing on a word of mouth factor associated with a wider search.

The Importance of CV Database in RPO Industry

True to its name, the word ‘Database’ represents data. It is a collection of huge amount of data to make it more accessible, manageable and get it easily updated. A database management system takes care of everything to perform these functions with ease.

The data here for RPO industry is their huge collection of the digital representation of your potential employees; simply put the C.Vs .A recruitment process outsourcing consists a rich database of C.Vs that is expertly sourced from numerous job sites, online job boards, search engines and their wide networks and professional groups. They organize this large amounts of data based on the relevant parameters like qualification, skills, experience and the competencies of the candidates to make it easy during retrieval. Given that this sourcing and updating is a continuous process, the database grows regularly and may also contain the information that has become obsolete now (minor amounts).So ,in order to maintain the improve the relevance of their  databases, an RPO Services company follows various processes that include data cleansing, mining and  updating on daily basis.

Given the total amount of work that goes into creating an efficient database, an RPO services firm handles everything by employing experts in each domain which involve a lot of money too. So, almost all the time the organizations reach out to a professional RPO Services firm to avail their rich candidate database. Customized databases have to be created for each of the clients depending on their own requirements. An RPO Services firm use their own database coupled with their search in the job boards and other sourcing locations to give their clients that customized list they have asked for. The list is duly submitted and the final database is prepared only after the clients are happy with the list provided by the firm.

Some Do’s and Don’ts of CV Writing:

A CV is a like a window through which a recruiter chooses to look at the candidate. By far, it is one of the most effective forms of presenting your skills in a documented form. While a well formatted C.V improves the chance of giving your best shot, a bad C.V will definitely shut the door.

Here are the Dos and Don’ts we have composed to assist you in composing a better C.V:

Dos :
Check out the recruiter, get to know his requirements and compose your C.V with respect to the job you are applying for.

Start your C.V with concise details for communication i.e. your e-mail, telephone, fax and address.

Use positive language, start your sentences with action verbs and minimize the use of pronouns. For example start your sentence with “Executed a major project with a team …” instead of “I was a part of an execution team…”

Bullet points are easier to read; use them to highlight your achievements and responsibilities from your recent jobs.

Put your most recent job experience followed by others in timeline making it easy for the recruiters to check your relevance.

Include the time periods of your jobs with dates; leaving out gaps can give leeway to a thought that you are hiding something.

Take a special care on the layout of the document. A crispy and effective layout not only makes it easier to read but also improves the look.

Don’ts :

Don’t make your CV too long or lengthy to read. Two pages is the accepted, three is okay but only if you cannot make it into two.

Using a personal e-mail Id to submit your application is a big no too, use a professional one instead.

Don’t include the salary expectations, it is always better to discuss in or after your interview.

Don’t lie. We cannot stress this one more. Employers are equipped with their own methods to check the information. Make sure that the information you have provided is true to the last word.

Last but not the least: Never skip the grammar check.

Some Common Sourcing Mistakes Employers should be wary of:

Sourcing is no common task especially when you have to organize and implement everything by yourself. Hiring an RPO Service Provider can make your work simple but if you choose to do it by yourself then this piece is for you. We have made a list of three common mistakes committed by employers in sourcing talent. Read on:

Narrow Search for Candidates:

As an RPO Service provider , we cannot stress more on the policy widening your search for candidates in terms of age ,experience, culture ,gender. It increases your chance of attracting top talent and also enhances your reputation as a diversity program is an indicator of good employment practice.

Discounting fresh graduates:

While there are some okayish numbers of companies who take these fresh graduates seriously and call them for interview; Most of the employers desire experience and overlook fresh graduates.
More often than not, a fresh graduate can bring a lot to your team at a nominal cost and he can be easily modeled to fit your organization needs. The cost of hiring a fresher is also low when compared to an experienced .So, Instead of discounting them, you can check out his credentials to get an opinion and call him for an interview. When you are spending a lot of time on recruitment, giving a shot is a worthwhile approach.

Not using Social Media for Recruiting Process:

No one can deny the importance of branding and creation of social media awareness among your audience. There is a whole industry called “Social Media Marketing “to aid this process. But the most common mistake most employers seem to commit is not using their social presence for their recruiting processes. Be it while sourcing or gaining insight on the personality of your prospect, the social media can be an immense tool.

Three Common Misconceptions about RPO Services:

As much as we feel proud about the rise of RPO industry in recent times, we are also aware of some glaring misconceptions that are perpetuated in the market. So here are the most common misconceptions about RPO Industry and the real truth, of course:

Misconception –   RPO Services are only for Big Companies.

Truth – On the contrary, small and medium sized companies are the ones who usually get to enjoy the fruits of good sourcing and recruitment practices. As we have had our fair share of working experience with some small yet cool companies, we can vouch for the fact that they are in a dire need of qualified talent and it is very difficult for them to attract the right talent making a professional recruiter their go to guy.

Misconception –
RPO Services is costly.

Truth – A Professional RPO can always work under a budget constraint.  As we have said above, small and medium sized companies who work under a budget constraint can easily avail professional services at a cost that can be compared to their usual recruitment costs. Moreover the process of outsourcing is more inclined to the long term benefits of a company which can be boon to the small and medium sized companies who strive for long term growth.

Misconception – You loose control over your recruitments activities.

Truth – This is one of the most common myth RPO Services had to suffer. There is no point of loosing your control really. In fact you gain control. You can either outsource your entire recruitment activities or use the recruiter for only some special tasks in general. You are given a complete control over the final say and a RPO service provider is completely accountable for everything in his hand over which can be easily verified using quantifiable metrics.

What is Executive Search?

An Executive Search is recruitment service that is specialized in sourcing and recruiting candidates for senior level and executive positions. A ‘good hire’ at a senior level who can make a great impact on the performance of the company and its employs is what organizations generally look for. These talented ‘A’ listers are not as visible as others and hence you require a good headhunter (as they are called in recruiting business), who can get you the perfect blend of the best in business and the right fit.

It takes a lot of work from the recruiter’s side to get in touch and attract the prospective hire which is why the Executive Search is one tough job in the recruitment market. This work is performed by Professional Executive Search firms or sovereign departments in recruitment agencies with highly experienced head-hunters who are well versed in this line of work. These firms are hired by organizations that are looking to fill the senior positions to help them in sourcing and making right decisions in the recruitment process. An Executive Search Consultants (folks at these firms) work begins with identifying the best candidates for the job; personally meet them to evaluating their strengths and weaknesses and present and the detailed report to their client. As soon as the approval is given by the client they persuade the candidates and also tactically guide the negotiations.

As simple as it seems; it is easy said than done. The most important task for an executive search consultant is building a strong network and contacts, which happens to be also the toughest. Important because their job gradually becomes easy and tough because building a strong network is a continuous and a never ending process. An experienced firm is mostly preferred because of their strongly built network and contacts in the recruitment industry. But experience must not be the only queue in selecting an Executive Search firm; one must also consider the practices and operation of the firm to make the right decision.

What is Sourcing and how it is done?

The whole process of recruitment is about two processes: Sourcing the right candidates and selecting the best fit. Sourcing is the first and most important methods in the recruitment process, that is kick started as soon as the “Go ahead“is given to fill the vacant position.

What is Sourcing?

Simply put, Sourcing is nothing but searching for talented candidates for the vacant position. The basic purpose of sourcing is to create a talent pool of qualified individuals by using various methods available. Sourcing begins with defining our criteria and locking-in our requirements and then choosing the best method that can give us a better ROI. Traditional sourcing has always been about communicating the job details to the qualified candidates; more the number, better the results.

Over the time sourcing has been through Advertising in newspapers, specialist and organizational publications and Job centers. While they are the major go-to methods during those early years; there have been methods that are duly adopted that made the process of sourcing an effective one. Recruitment Consultants and Recruitment agencies have made it easy for the employers by developing standard procedures coupled with their strong technical and professional skills. In this era, the word sourcing is synonymously used with the term CV Sourcing for the fact that most of major sourcing methods are centered on CV Sourcing.

Consider this: There are almost an 80 million C.Vs online and 40,000 C.V locations which can effectively targeted by using present day technology to find the list of qualified and talented candidates for the job. These locations may include job boards, niche resume databases, search engines, professional groups, social media sites and networks. C.V Sourcing, being a most important aspect in Recruitment, RPO Service agency is equipped with an entire department with all the technical resources whose major work is to search this wealthy mine of CVs to find the best active candidates and screen them based on their clients requirements and present the fresh list of the creamy layer.

Find more on C.V Sourcing here

Job posting is not as effective as you think it is. Here’s why:

An age old way of sourcing candidates for the job starts with giving the call: “Vacancy advertisements” in newspapers, it has soon evolved in to job posting on specialized editions and later into online relevant job location portals. The system follows a familiar way: Invite applications, schedule interviews and select the best fit in the lot. This method has served its purpose for decades now and is almost on the verge of becoming obsolete.  Of course there is no harm in employing this method but you certainly will not reach your recruitment goals of sourcing good candidates, if this is the only method you had to use for sourcing the right candidates.

It has been found that there are not more than 30% of applicants who are in an active pursuit of job; the remaining 70% of the club is the combination of folks who are not in an active pursuit i.e. employed people who are not in search of jobs and also the folks looking for better positions. So basically by resorting to this age old practice of job posting you are only targeting those 30% of active job seekers and are most probably missing out on the majority. It was also found that more than 45 % of the applicants who respond and apply to your job posting do tailor their resume to suit your needs i.e. they are under skilled.

Statistically speaking, 45% of 30% is not good by any means, isn’t it? The fact that everything we said above is under the assumption that your job posting is visible (which is usually not) to all of this 14% of active applicants must worry you too. You do not get hold of the best candidates here. Not only that your exposure is very low, there is not much in your hands except for waiting. Yes, there was a time when job posting was effective but that was when it was the only go to option for sourcing. Isn’t it wonderful if you can get access to all the best candidates where entire control lies in your hands regarding the qualifications you need?

Yes, you bet it is. The process is C.V Sourcing and you can find more about it here.

The Evolution of CV Sourcing

The whole process of recruiting comprises of two areas in general: Sourcing and Selection. Sourcing is a process of extracting the information of suitable candidates and making it possible for them to attend the selection process.

Let us first get a hang of the recruitment process to get an idea about the evolution of CV Sourcing and gauge its importance. The process of recruiting dates back to the early days, Julius Caesar himself is said to have implemented a referral scheme; gifting each of the soldiers for one fellow soldier they bring into the army and that is how sourcing suitable candidature is taken care of.

For the most part of the successive years, this referral system has been pretty handy in filling the vacant positions. The pre-50’s, where industries are often in the demand of workforce in large numbers gave rise to wanted boards that hung in front. This period is followed by the coveted 60’s where advertising the jobs in local newspapers for sourcing candidates is practiced. The following 20 years paved the way for the recruitment consultants, who day in and day out had to squeeze their work hours on the telephone, sourcing candidates using then methods of specialized magazines and job boards. These methods were okay for those times, but as the job market grew in 90’s, online job boards made it easy for the employers to reach job seekers. The considerable increase in the internet users helped this process too. Fast forward 10 years, sourcing candidates using online job portals with an able support from platforms like LinkedIn became a norm now. But as the job market today grew by leaps and bounds and cut throat competition associated with it, these methods of operation prove to be ineffective. Yes, they are not good as they seem, period. Puzzled? Check out our next post in the series to find out the reason.

Click here for our next post:  The Importance of CV Sourcing.