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Recruiting
from India
Search
and Selection Firms / Recruitment Advertising
The
second option is outsourcing your requirement of IT professionals
through a search and selection consultant based in India.
As an employer there are some pre-recruitment requirements that
need to be satisfied in-order to realise the process successfully.
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The company should apply for the H-1B visa. For this they should
speak to (make arrangements for) immigration lawyers who have
experience in managing visa processes.
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The manpower requirement should be planned clearly and well in
advance. The requirement should be conveyed at least three months
in advance so it can be processed in a scientific and professional
manner.
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The recruitment cycle is governed by the following factors:
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It takes around 2 weeks to identify, tele-interview and to make
an offer to the right candidate.
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Subsequently, INS (Immigration and Naturalisation Service). takes
around 6 to 8 weeks to issue the visa.
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The selected candidate takes approximately 4 weeks to get relieved
from the current employer in India.
There
are a lot of reasons why one should hire a 'Search and Selection'
consultant. The firm being in the Indian market (for a long time)
would be aware of the Indian market completely and would also
have the knowledge of the trends displayed by the Indian market
over the last few years. Besides that, the Indian associate will
be able to identify the right talent and more importantly, will
liaise continuously with the selected candidates on your behalf
(during pre- and- post- offer stages so you don't have to waste
money or time in being physically present) to ensure the quality
of selection and recruitment process and also cutting down on
the recruitment cycle time as far as possible. A direct benefit
of which, is cost cutting.
While
choosing a consultant keep the following points in mind
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Good understanding of the availability of skills and a well connected
resource map
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Well laid down procedures to pre-evaluate and authenticate past
experience and credentials of the candidates. Should also be able
to judge if the candidate fits in the client company environment.
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Should have the infrastructure and logistics to ensure that the
short-listed candidates attend the interview.
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Should work as an extension of the client and provide complete
and correct information about the company to the candidate.
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Should have the capability to advise the client on the compensation
trends with respect to skill sets and qualifications.
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It would be really helpful if the consultant has experience in
procedures of acquiring a visa.
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The need of advertising in the process of recruiting is very critical.
The perfect consultant would be the one who has the above qualities
and an in-house advertising team, which will bring down the cost
and assure delivery on time.
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All in all, the consultant should become part of the client organization
and forge a lasting relationship. After all recruitment is a never-ending
process.
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Lastly, the client and the consultant should understand that both
are tied up in a tight circle of give and take. If one of them
does not perform as required, both lose out. The 'Siamese cycle'.
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