The Craftsmanship of Recruitment

Do you know the Indian job Market has reported 20% Y-O-Y growth in the month of June, 2022 compared to last year? Isn’t it wonderful? Yes, definitely this is exciting news not only for the recruitment industry, but also for the HR Managers and job keepers!

We believe that this is not just some kind of a headline, but also gives us an edge to understand from where exactly this growth is coming? Then why do we need to analyze this growth rather than enjoying our share in the pie? The answer will be Yes and No.

Yes we are happy but it also provokes us as an industry expert to investigate further and understand the ratio of these opportunities.
So at Talent Corner we divide all the incoming requirements into 3 categories.

So the next question is which one is our favorite? The answer is very simple. Don’t you believe it? Found it a bit sugar coated? Then let us explain why all – Junior, Mid and Senior level profiles are important for us!

Before we talk more about it, let us explain to you the percentage of each job profile in our eco-system.

• Junior Level – 25% – Salary Budget (Gross fixed CTC) between Rs. 2.50 Lakhs up to Rs. 5.00 Lakhs per annum
• Mid Level – 65% – Salary Budget (Gross fixed CTC) between Rs. 5.00 Lakhs up to Rs. 10.00 Lakhs per annum
• Senior Level – 10% – Salary Budget (Gross fixed CTC) Rs. 12 Lakhs and above.

Fundamentally, if we analyze the above data, then the main question is why we focus more on Mid & Junior level profiles? The Answer is simple: these profiles are easy to close and the payment cycle is comparatively shorter.

Let me elaborate the process further –

So typically there are 4-5 steps involved in the recruitment process. Yes, definitely there are sub steps and plenty of follow up ☺ but we all know that isn’t it?

So let’s take an example of 2 recruiters, what we will call them?? Let’s call them Recruiter A and Recruiter B.

Now both of them got 1 position each. Now there is a difference. The ticket size of Recruiter’s A profile is Rs. 4.8 Lakhs per annum and recruiter B is working on a Profile with a ticket size Rs. 15 Lakhs. Now a quick question: if you are in their place of these recruiters, which profile will you pick? So the obvious answer is Profile B … Ticket size 15 Lakhs. … Billing amount @ 8.33%, which will be Rs. 1,24,950 then 75% Franchise Partner’s share …. i.e. Rs.93, 712.50 is your share. Isn’t that exciting? Now let’s quickly check the earning of Recruiter B will be Rs. 4.8 Lakhs we charge 8.33%, which will be Rs. 39,984 … The Franchise Partners share will be Rs. 29,988

So now Recruiter A will get the amount in the 30–35 days from the date of joining of the Candidate. Whereas Recruiter B will get the payment for 6-8 months from the time the work has started. So which is better?

Hence we always recommend that a Recruiter or a Franchise Partner should always initially start working on the junior or mid level profiles. These are the profiles which keep the wheels moving.

So are we saying that one should always work for junior and mid level positions and never aim higher? Are we saying that “You need to be a small fish in a small pond?” No, we are saying exactly opposite. We are saying that be a big fish in a mid-sized lake!!! Change the perspective! In our Franchise Business model we offer Client Exclusivity. That means once the client is assigned to ‘XYZ’ franchise partner, then that client remains with that franchise partner till the time the Franchise Partner is working with Talent Corner. When you are working on any junior or mid level profile; while working on it you are a one point of direct contact with the client. So during this process you get a chance to build a good rapport with the client and win the HR Manager’s confidence. Then whenever they get any high profile requirement in the future they know they can trust you with that requirement! Hain na amazing!

“Is it good to be Jack of all?

Yes in today’s world post COVID it is better to have exposure to all profiles.

The second most important accept for the Recruitment Industry is not keeping all the eggs in the same basket! The same rule which all of us apply when we are doing investments. The main idea of working for the IT & Non-IT industry is you get a better exposure to all industries and profiles.

In the Q1 we have received requirements from diversified industries.

Which also makes the Recruitment Process Interesting and Exciting!

We hope that the above article will give you clarity about the different job profiles and their importance in Recruitment’s ecosystem.
To know more about our Recruitment Franchise Business opportunity, please feel free to connect with us.

Happy Recruiting!