100'S OF JOB CONSULTANCIES AND THEIR MISMANAGED SYSTEM by hbr

hiring · @hbr · Nov 15 '18

$17.73

100'S OF JOB CONSULTANCIES AND THEIR MISMANAGED SYSTEM

![](https://cdn.steemitimages.com/DQmYEzgNReyrc4hMHt8JNy3YXhQJueDMinUUHL2pTdtz545/image.png)

A job consultancy liaises between job seekers and employers to find out which positions are available within employers, and which job seeker is best fit to their requirements. However, these consultancies will be seen in negative terms by those who wish to criticize them it may be either one among job seeker or employers or both.
Traditional job consultancies leave the companies with a better skills employees, but not the exceptional employee for the financial investment employers make. This is because traditional job consultancies come with a variety of flaws which make them not a perfect fit for modern-day businesses which include the several factors listed below.

# Cost

While hiring an employee you will be needing a great amount of skill, practice, and experience, however, if you are experienced in the online world it should bring out cost savings to your company.Yet few consultancies will be charging you as several thousand rupees more for their recruitment services, despite the low-cost tools at their disposal. Which is an inexcusable cost with the technology available?

# Process

The process which is used by many job consultancies is inefficient and outdated –  which will later explain charging of such a huge amount. Recruitment is all about targeting the right markets, yet many will be using the basic job boards which are generally inefficient and time-consuming and have a very little guarantee of the success.
Right people in Right chairs: Let's get into the best part at first which is rare to find. Also here Right people mean who are highly qualified also equally experienced and psychologically and mentally strong to tune in for the job which they are supposed to do.Managers will be loving to do their work themselves by never imposing a single task on any subordinate except the business goals. Generally, these are a flat organization with lesser hierarchies and engagement plays a key role which it is not professed, also the team is never overburdened. Team members also will have no doubt in approaching management for any reason and conditions.

Right people in Wrong chairs: These are people probably who are underemployed also shall take up jobs either seeing compensation or as a last career choice you will find them in several Indian companies also since nowadays there are  too many people graduating and coming out of universities with relevant education, abundance of identical skills who are forced to be underemployed for years, accepting lowest salaries, designations, and recognition then they deserve. Few examples would be you might see an agitated person having 10 years experience reporting a fresh graduate from foreign university or a chartered accountant working on excel database corrections.
Wrong people in Right chairs: Term 'wrong' here refers to those who create bureaucracy and politics who have spent the bunch of years in the same company also who will be utterly rigid and adamant people who will be just caring for their 'word', close ears to suggestions, new ideas, and changes.This is most dangerous because these people will be creating a system which will be impossible to change without their consent even directors of the company must think deep and later take manager's agreement before moving on with any new strategy. Employees are often kept in dark which makes those afraid to approach management. This category is better for the job when they join however over a long period of time these will start forming bureaucratic rules. This category shall basically herds above folks who are underemployed and freshers in the organization by infusing fake motivation, threats, rumors, and confusion.
Wrong people in Wrong chairs: This are type of people who are unqualified and inexperienced people to manage and run the company because either they come from the close referrals of the key people in the company or they may be startup entrepreneurs who sit on funds but lack business knowledge, also will have no other investment besides money. These are general managers who don't understand processes of business, neither update themselves with technology or understand needs from a people perspective. They lack skills required for the job, They mostly rely on their subordinates to complete tasks.

# Candidate Promotion

Many traditional recruitment companies will have list of good candidates but they are not concerned about the position and requirements you are hiring for only those consultancies just try to pawn them off on available companies in their databases, who don’t meet your needs and instead make you believe the fact that they are “good candidates.” They are good candidates, which allow them to get away from situations, but they’re not GREAT candidates, means that you’re being matched with an acceptable, but not exceptional candidates as per your needs.

# Contracts

Many companies will require you to work with long-term contracts. The problem is one does not need a recruitment company for every job as these companies just want to outsource the jobs that they can't or don't want to handle those in-house. Without a long-term contract, you will be able to do it in leisure time however with the long-term contract you will be stuck with that company. 

# Conclusion
Navigating the complexities of hiring or recruiting process is generally extremely difficult to do in-house without spending thousands upon thousands of dollars in both manpower and investment. 
 
 

References:

http://recruitshop.com.au/5-disadvantages-traditional-recruitment-agencies/

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@tts · Nov 15 '18

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@steemitboard · Nov 15 '18

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@booster · Nov 18 '18

re-hbr-100-s-of-job-consultancies-and-their-mismanaged-system-20181118t123441767z

You got a 8.48% upvote from @booster courtesy of @hbr!
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@steemitboard · Nov 21 '18

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@steemitboard · Nov 23 '18

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