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RecruIT your people from India

What do you do now?

Now, since you have decided to utilize the 'Indian Advantage' lets see how we can go about doing this in a simple, logical and an effective manner. This is going to be the main point of discussion. We aim to provide you information on the various options you can choose from, to source your human resource from India.

Yes I do realize that you, in all probability, already know the first step but just in case someone does not, here they are:

• Be clear about what you want. Personally define the required job roles clearly, and confirm your decision to hire your employees from India.
• Read a bit about the Indian culture. This will give you an insight into the mind of the Indian professional. And the mind is a direct consequence of the culture one lives in. Also, this knowledge will be a vital factor during a personal interview.
(Well I did say that the points are very basic)

Finally coming to the point, there are three options or methods of searching and selecting the 'Indian Gurus',

• Use the print media, which include Newspapers and magazines.
• Hire the service and expertise of a 'Recruitment Consultants'.
• Use the online recruitment option.

You could choose any one of the methods to recruit IT professionals from India.. I would like to say that all the options will provide you with good human resource but naturally, they all have their specific advantages and disadvantages. The selection of the medium depends completely on you requirement and thus your judgment.

Print Media Advertising

One of the most popular and the oldest way of large scale broadcasting of information, in this case a specific requirement, is the 'newspaper'. India has a host of newspapers that give information about the happenings in India. Almost every newspaper has a dedicated section for advertising job requirements.

The newspapers in India classified into 'editions' on the basis of geographical divisions. Some of them are specific to cities and its happenings, some are focused on news and happenings of a particular state and then there are the national dailies, which carry news of national and international importance. So, while deciding on advertising a job requirement it is important to have complete details about the focus area of a newspaper and various special features of a Newspaper. (provided in the table). The cost involved varies with time and size but it is usually fixed and non-negotiable. The possibility of being charged extra unfairly is very low.

'Ascent' published by the Times of India and 'IT People' of express computers are examples of newspaper supplements, which are very popular with job seekers. Dataquest is a magazine that is popular for high-level management recruitment advertising.

Print Media--Job advertising options

Day	Source	Edition
Monday	Express Computer Khaleej Times The Times of India	Weekly magazine Mumbai
Tuesday	Deccan Chronicle The Economic Times The Economic Times The Economic Times The Economic Times	Hyderabad Ahmedabad Chennai Mumbai Hyderabad
Wednesday	Khaleej Times The Times of India The Times of India The Hindu The Statesman	Bangalore Hyderabad Hyderabad Calcutta
Thursday	The Hindustan Times Deccan Chronicle The Times of India	Hyderabad Ahmedabad
Friday	The Indian Express The Times of India	Mumbai Bangalore
Saturday	Deccan Chronicle The Hindustan Times Employment News	Hyderabad
Sunday	The Telegraph Sunday Times The Indian Express The statesman	Calcutta Mumbai Hyderabad Calcutta
Magazines	Business India Dataquest	Fortnightly Monthly

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.

• 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.

• The manpower requirement should be planned clearly and well in advance.
1. The requirement should be conveyed at least three months in advance so it can be processed in a scientific and professional manner.

• The recruitment cycle is governed by the following factors:

• It takes around 2 weeks to identify, tele-interview and to make an offer to the right candidate.

• Subsequently, INS (Immigration and Naturalisation Service). takes around 6 to 8 weeks to issue the visa.

• 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

• Good understanding of the availability of skills and a well connected resource map

• 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.

• Should have the infrastructure and logistics to ensure that the short-listed candidates attend the interview.

• Should work as an extension of the client and provide complete and correct information about the company to the candidate.

• Should have the capability to advise the client on the compensation trends with respect to skill sets and qualifications.

• It would be really helpful if the consultant has experience in procedures of acquiring a visa.

• 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.

• 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.

• 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'.

Online job sites and Recruitment

It is a known fact that everyone trusts proven and age-old methods of doing anything. So would be the case with the recruitment process.

The concept of recruitment online cannot be called age old but it's definitely proven. This concept was pioneered by a website called CareerMosaic.com way back in 1994 (on second thought, it is an age old method. It was started in the last century!!! )

The process is really simple. There are a host of job portals, which have jobs, posted on their database. The jobs postings are from different geographical locations and one has different options, depending on the job site, to choose the process of searching for a prospective candidate who will fit and match your requirements.

There are a few points that should be kept in mind while planning your online recruitment campaign and deciding which job portal to use for this.

• The website should have been in this business for long enough to know and understand the Indian market and the Indian professional.

• The websites should be strong not only in the arena of Indian professionals but should also have a large and competent international network. It is only when the website understands the international requirement and the Indian market, will it be able to deliver valuable and effective service to the international market.

To sum it all up, an effective jobsite should have all the features of an off-line consultant or at least as close as possible.

We have discussed the advantages and potential of the Indian IT industry and the various options on how to go about recruiting from India, we would now like to suggest some specific and time tested solutions.

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