Defining freelance recruitment
recruiter...@gmail.com
thinking.
There is an acquaintance of mine by the name Sanketh who had started a
Yahoogroup by the name Sankalp Solutions that involved recruitment
using freelance recruiters. I believe he did make some big money out of
it in the brief period that he had it up and running. Well, he actually
shut down the freelance operations (I think so, cause the last mail I
received from the group was one that I mailed expressing concern over
inactivity!) and started off with employing fulltime recruiters to do
the job... blah blah blah! who cares.
Now the trend.. I am sure everyone would agree, is the the usual
recruiters do not understand requirements, the technicalities, nor do
they ask questions about the position and hence are incapable of
delivering results, or other-wise are not interested in delivering
results and are more interested in a 'corporate' job. (please do not
think that I am in anyways against a corporate recruitment job, cause
that is what has been feeding me for the last <2 years)
The point is.
1) Sad part: Sanketh shutdown the liberty that recruiters got
working freelance, and the good money in it. He could have been the
messiah for the recruiters that, now, honestly, I am trying to be.
2) Happy part: He has left scope for me to be the messiah that I
wanted to be!
The idea of freelance recruiting comes from (the inferences from my
previous posts would be clear after reading this part) Sanketh.
*The great communist idea of equality*: The person who gets you a
client gives you an equally huge piece of the pie s/he earns with your
help.
Well, in the initial period I was hoping that there would be some
dedicated front-ender (handling clients, which I am not good at) and I
do core recruitment at the back end. But that dream failed with Sankalp
solutions rolling back the freelance recruitment option that was open
earlier. So, I started picking myself direct clients (because I do not
want to work for anyone, nor report to anyone, nor sit and fill out
senseless excel sheets on every Friday! and calling it the 'recruitment
report' or whatever that sounds fancier). In the meantime, I have
struck a deal with a consulting firm that is in the verge of shutting
down because of lack of good recruiters to staff themself. The idea was
to build him a network of freelance recruiters whom he need not even
know personally for them to work for him. The deal shall be 50% on
profits made. The recruiters would just have to sell the client and the
job to candidates, send the resumes to the PoC (point of contact) at
the consultancy. There would be JUST one person working in the
consultancies premises, and that person would handle all clients, post
out requirements to the freelancers, and appropriate resumes to the
position/clients. Recruiters need not follow-up on candidates, because
the PoC will send updates on a regular basis (once in 3 days or
something like that).
The catch: Every recruiter will have to work on a mutually
accepted SLA. The terms I have thought of are:
1) Recruiter gets to choose the position s/he wants to work on.
2) Recruiter will propose not more than 2 candidates per position,
within 5 working days of taking up a position.
3) Performance rating shall be maintained on how much a recruiter
sticks to his SLA, thus giving the PoC proper metrics to support
elimination of freelancers from the list of people working on
positions.
4) Hot positions (active ones on which no one has worked on for, say,
10 days) will be subject to change in profit stake and hence making
more participants for those positions.
5) .... there are loads more, would take me pages to fill out.
So, the idea is, recruiters win for their work. Consulting firm can
maintain relations with only the good recruiters and hence stays on top
in "the good performing vendors" list with all clients (at least most
clients if not all).
This entire un-ordered organizational structure is based on a simple
principle. Mutual-respect for respective individuals skills, a complete
win-win situation.
Of course the legal issues need to be looked into and I was hoping
there would be one of you MBA guys that can help me out with
corporate/labour laws etc in establishing this losely knit
organization! (Man! why does this remind me strongly of Linus Torvalds
hackers network that built the greatest operating system ever!!)
Please help me with "quality" information on what all aspects have to
be looked into. And if you would be interested in working as a
freelance recruiter, let me know so that, in case, things go on fine, I
can list you in the initial list of recruiters working independantly
for the consultancy.
As always, please pool in your thoughts!
PL&E