Recruitment 360

Hi, this is my first post. Well, 360 degree term is used now a days in many corporates which indicates that the person is responsible not only for a particular activity but from head to tail of that activity. Here I will give an example of mine where I was handling 2 key accounts of major clients one was from Oil & Gas industry whereas other was from Telecom. The combined annual turnover of these clients was around Rs. 10 Cr. (USD 1.7 million) Here I was handling a team of recruiters, office coordinator, supporting payroll asst., supporting invoicing asst. and site coordinators for different locations. My responsibilities included all the activities related to staffing of these client which included sourcing, shortlisting, interviewing, issuing offers, joining, induction, deployment, coordination, grievance handling, processing timesheets, reimbursing claims, payroll, new recruitments, replacements, transfers from other SP, business development, client relationship, invoicing, collection…   is it over ?  No, additionally being a hard core recruiter I could not resist accepting challenges of taking new assignments of manpower requirements for other clients.  Binding all these activities required me to keep in touch with all related personnel working with me with close monitoring. Most of them were developed in such a way that they were also aware of the activities of other team members. It was so good that there was none down the line with knowledge in only one area but all. E,g. Our SPOC's (single point of contact) who were assigned the job of coordinating site activities for deputies became good source of building my resource databank (potential recruitees) due to their site contacts and I could immediately fulfill the resource requirements against replacement or fresh requirements. In office all my team members were aware of each others work and hence I faced less incidents of quality issues or delay in service delivery to the client or deputed personnel. In turn I earned their trust and belief that we could do the work in efficient manner and helped us pool more business from them.

The sole purpose of this article is to make you understand what I meant for the term recruitment 360. It was not only limited to sourcing, selection and closure but there’s a lot more to do. Guys, companies now a days expect employees to contribute towards adding value to the business. You just can’t shrug off saying you are limited to the work assigned to you, think beyond it, utilize your skills and try adding value to your work.  Don’t feel dejected even if your efforts are not taken seriously by your seniors, believe me your performance is always observed somehow. Why spoil good habits just because nobody is noticing. Enrich yourself with knowledge and skills. Pay attention on what your senior says, they have reached the level because of their expertise in the field. Bullying  and non competent bosses are faced by everyone in their life, those who have not faced are lucky.  But you will get atleast one good quality to adopt. Observe, estimate your work situation and if you feel that your progress became stagnant or your skills were not paid deserving compensation, bring it to the notice of your superiors, have discussion with them.

I used to hold one to one discussion session with my team members where we used to discuss each others behavior, work style, performance improvement, etc. It really helped me in many aspects.

Never forget, your wish to take initiative and accept challenges of taking additional responsibilities is always judged by your employer.