Placement Consultants in Bangalore

The distinction Between a Headhunter and a Recruiter?

In the process of seeking a Placement concern and you are in the process to employ a recruiter or a headhunter to assist you with your search and the terms headhunter and recruiter are often used synonymous and reciprocal, but in general, the terms represent differences in who these individuals work for and how an individual put their efforts and skills in bringing an explication to the current needs.

Headhunter Vs Recruiter 

Usually all recruiters earn their service Charges by working for one or more clients and assist them fill any vacancy that are currently open. In this process any recruiters may have to screen and interview candidates.

Sometimes recruiters work for placement consultancy firms on a contractual basis or as freelancers and assist their clients find suitable employees and while you are working with a recruiter, you will be charged a fees to have them help you find a suitable candidate and a Recruiter is generally paid by the placement consultancy firms that you are having a working agreement as a client and a vendor.

On the other hand, headhunters often work only on a predicament or predicament basis, meaning an head hunter only gets paid if they are able to find an copacetic or unexceptional fine employee for a company or organization. Since headhunters work on an agreed commission, they often have a greater incentive to find jobs for their clients than recruiters do. Headhunters can be paid either by the placement consultancy firms  looking for employees or the job seeker looking for work.

Recruitment Employment professionals can work for placement consultancy firms and Retained firms look for people who fill senior roles in companies like Country Heads,General Manager  or critical high end openings and for the same a head hunter do a great deal of research to make sure the individuals they are recommending have the necessary qualifications to fill these high level positions. Retained placement consultancy firms  usually get paid in installments by the hiring company as they move through recruitment process.

Placement consultancy agency compete with each other to place suitable candidates with companies that are looking to fill specified positions and Placement consultancy only get paid when they successfully place someone, so these recruiters can only expect to get paid only successful completion of any given task by the  Placement consultancy agency.

Placement consultancy agency are most often used to fill more junior roles in companies who are looking either for contract workers or permanent employees. In general,Placement consultancy agency fill lots more jobs than retained firms because employers need these workers immediately and don't have as much time to spend on regular hiring process.

Advantages

An outstanding and incomparable best executive is one who has sense enough to pick good people to do what he wants to be done, and self-restraint enough to keep from obstructing the routine tasks while they are entrusted with the task and both headhunters and recruiters are good aristocrats to know when you are seeking a change in your career and  headhunters and recruiters keep working with several companies that could be looking for someone with your skill set at any given point in time and only if a recruiter /headhunter has your resume in storage you have a better chance of getting job offers for positions that could advance your career. on any given point of time a headhunters is always looking to match the right people with the right jobs, so building apposite consanguinity with these aristocrat employment professionals could be beneficial to your future as well.

And don't ever forget 'Hire Nice or Hire Twice' 

To know how we can become your long-term Hiring Partner, please feel free to Call us at +917795547089   or Mail us at   team@bangaloresecretary.com   for a detailed discussion.

Placement recruitment agencies bangalore

Placement recruitment agencies bangalore

Employee Quits

In any Company, an employee quits the company for so many reasons, and if the Management of the company is not having a proper employee retention plan and an effective policy which may be rewarding to the employee who is performing and if growth in the company is certain for the right employee then a company may not lose its employees.
The Management has to ascertain the truth behind if so ever any employee leaves the company for whatsoever reason and a good employee who quits on his own will severe the company in the following ways.

1.Loss in Production.
2.Cost and time involved in recruiting a new employee.
3.Time consumption in training of the new employee.
4.Client relationship the employee had gained while in the company is a matter of concern.
5.Frustration and stress involved within the time frame for the new employee to join the team.

So in brief retaining the existing talents in the company is the best possible solution any company may adapt, and it does not always means hiking the market trend and paying more than existing pay packages in a similar company relevant to your line of operation and always the best method is to fine tune the pay package linking with production and turnover and performance, and if it may involve Activities in the sales department a pay package or incentive based pay check directly linked with the gross turnover can be the possible option in retaining a talented employee.
An employee may leave the company for the following reasons.

1.Politics in the company.
2.Frustration and constant friction with the team members.
3.No growth in the company is predicted or foreseen.
4.Negative environment in the workplace.
5.Low salary when compared in the market.
6.Bureaucratic or diplomacy in the hierarchy system.
7.Lack of challenging work or monotonous working style.
8.Lack of proper supervision.
9.lack of required resources or materials essential for quicker and better performance.
10.Personal reasons.

If in an organization, a couple of talented employees or few of them have concluded and decided to quit the job and the Management quick reaction can be to investigate the reasons behind the same in all possible manners.
If a competitor is trying to intrigue your wok force then a firm decision has to be taken wisely, and a board meeting or arbitration of serious concern within the management had to be taken.
When an employee is serious in quitting his job and trying to Allure more from your company to your competitor firm and a stern action of discipline needs to be taken by the management and if an employee is serious in quitting the job and if you had employed all possible maneuver to retain him and the employee is firm in his decision and then the best possible way is quickly and firmly palliate the candidate and start looking out for an alternate candidate with all possible sources and alternatives.


Murali Reddy is the CEO Bangalore Secretary Services and offers Staffing Solutions Bangalore Secretary Services is a staffing firm assisting individuals and corporations in making the right employment fit.

Visit Bangalore Secretary Services web site at

http://www.bangaloresecretary.com/placement-services-in-bangalore.html