|
|
|
|
||
|
There are many cases of successes and failures in our human resource consulting career. Throughout our careers, we have contacted many clients and have cooperated with many. In here, we’d like to share some of these experiences with our HR friends. Maybe you will be interested in our success stories. Although a successful outcome of any venture is exciting, we should understand that this success would include a lot of hard work on our part, the active cooperation from our candidates and effective assistance from our clients. As a HR
consulting company, we usually contact HR managers of many companies who can
tell us their requirements; some would give us information or data which will be
advantageous to our cooperation. For instance, if a client needs our help to
find the right candidate for a vacancy, and at the same time, this client may
provide us with a lot of useful information such as the
client's history, organisational structure, the position’s department,
affiliation, responsibility, and the education background/working experience of
the position incumbent; and the requirements on candidates’ personal condition
(gender, age, interest, financial situation, etc). These basic and professional
data are usually provided by the professional HR Manager. Moreover, additional information such as the industry of the
company is in, its competitors, what kind of candidates will be suitable for the
position, etc. These can help us find the targets exactly, accelerate our
research process, and secure the right candidates. On the contrary, if the HR
Manager does not know clearly about the persons they need, we may not acquire
the correct and key information, which obviously would affect our work
processes. This kind of occurrence is NOT expected by both parties. Fortunately,
we do enjoy the experience with the HR managers because most of them are
professional and cooperative. There
are also non-success cases because of the inevitable reasons that are beyond out
control, such as a change of senior management of the client company, the SARS
incident of last year, etc. These
events may attribute to any in-congruencies of any cooperative efforts between
us. For instance, we only know in broad pictures about the clients’
requirements for a position, but not the details, nor the key requirements. When
recruiting for some specialized positions, we need to know from our client such
information as the industry background, the particular position background, the
demand for this type of people, and the availability of the right candidates.
Maybe the companies involved have done a large-scale candidate research and have
interviewed a mass of candidates. Under these conditions, we hope that our
clients can share with us the reasons why they have not been successful in their
recruitment efforts; and if there are any changes in their business objectives
or strategies. More often than not, we are not briefed of the reasons; and we
tend to spend a lot of our resources to find out about these things. Our objective here is to thank the many HR managers who have given us their professional assistance. The information and cooperation you have offered us have been a great help. Overall, we hope we can work for more and more companies, contact more and more professional HR managers, and have more and more successful experiences.
|
||
|
|
||