Death of the mandate?

you must have been surprised to notice that this blog has suddenly had a large output - almost a torrent ...

but for the knowledge of every one who is about to have heightened expectations from this blog...

the fact is that i had cut pasted some of the posts that i had been writing for a corporate...i found these posts relevant to the content of this blog ..but let me assure this is genuine stuff and written by yours truly only

anyways i was having a discussion about writing good job postings to a friend from the Recruitment Firm fraternity. She was not too impressed. In fact she was out rightly cynical about it - told me that i was living in some fantasy world

according to her recruiting divisions in companies do not really give detailed recruitment mandates since they themselves are not too clued on to the technical aspects of the role
They are in a hurry and expect the Recruitment firm to do research on the same and come back with a fleshed out mandate

Though i was tempted to disagree with her - after all i used to be on the other side as a Recruitment Manager not too long ago, i stopped myself.

Again every coin has two sides to it....
I decided to explore this angle ....

Why is that Corporates really do not give good search mandates.?

while i have mentioned some reasons in the course of the last couple of posts - and my friend has also mentioned a couple her self...there is more to it that that meets the eye...

There seems to a be a crisis of skill here ...traditional recruitment has always been the responsibility of the HR function. With the massive surge in hiring it was spun off to become a completely separate function. However it still was considered to be a spin off of HR - attracting people who wanted to pursue a career in HR and looked at Recruitment as a back door entry.

Recruiting requires a completely different set of skills versus hr -ref my blog on Recruiter Skills
in the sept 2006 blog post

Secondly roles are a lot more complex and high on multi-tasking resulting in the death of the job description.

The corporate recruiting department depends on the verbal information provided by the line managers while putting together the search mandate ...and here there is a lot of spillage... A lot of what line managers mention do not reach the ears of the Recruitment Firm.

Similarly recruitment firm have not paid too much attention to client management skills. Again these firms also attract a lot of HR personnel who donot possess client facing skills.

So there is clearly a concerted need for the Recruitment team within the corporate and consulting firms to work on the same

So the reason for this lengthy essay was to just state this simple point that there is a need to up the ante on the client management skills of the Recruitment Firms and the vendor management skills of Corporate Recruiters ...both of these topics we shall look at in detail in the coming posts