Many companies make a mistake of using inexperienced inhouse recruiters / inexperienced recruitment consultants for their leadership hiring.

This results into grave loss of time, cost and effort – to save few thousands companies land up losing lacs – this is “Penny wise Pound foolish”

Below are top consequences when you use an inexperienced recruiting team to do leadership hiring:

1. Poor candidate response: Most passive experienced candidates only like talking to experienced seasoned recruiters they respect.
2. Poor candidate selection: An inexperienced recruiting team may not have the knowledge or skills to identify qualified candidates for leadership positions.
3. Lack of cultural fit: Inexperienced recruiters may not have the ability to assess whether a candidate would be a good fit for the company culture and leadership team.
4. Legal and compliance issues: An inexperienced recruiting team may not be aware of legal and compliance requirements for hiring, leading to potential discrimination or other legal issues.
5. High turnover: Hiring the wrong person for a leadership position can lead to high turnover and increased recruitment costs.
6. Reduced productivity: Poorly selected leaders may be less effective and efficient, leading to reduced productivity and financial losses.
7. Damage to company reputation: Hiring the wrong person for a leadership position can damage the company’s reputation and credibility.
8. Low morale: Ineffective leaders can lead to low morale among employees, which can negatively impact productivity and retention.
9. Missed opportunities: Hiring the wrong person for a leadership position can result in missed opportunities for growth and development.
10. Lack of diversity and inclusion: An inexperienced recruiting team may not be aware of the importance of diversity and inclusion, leading to a lack of representation of certain groups in leadership positions.
11. Poor communication and coordination: An inexperienced recruiting team may have poor communication and coordination, leading to inconsistent or conflicting feedback on candidates and ultimately a poor hiring decision.

It’s important to note that leadership hiring is a process that requires a good deal of experience, knowledge, and skill to do effectively. It is always beneficial to have an experienced and well-trained team in charge of recruitment, to avoid these and other potential mistakes

We at BGR are doing leadership hiring for past 16 years.

Blue Genes Research [BGR] – Hire your next star player in record time.

Delivering top-tier Indian talent, personally headhunted & vetted for you by HR veterans and Management consultants.

Since 2006, our highly-specialized team of senior HR veterans and management consultants has been helping companies put the right people on the job using a hands-on approach and streamlined yet thorough process. We get results because we don’t just match candidates to required skill sets; we connect you with top-tier hidden talent that will align perfectly with your organization’s culture, vision, and challenges—all in record time.

Talk to us to discuss your leadership hiring challenges. PM me or email me at: rkj@bgr.chittlesoft.net

You are a Top Talent – Applying for jobs BUT getting rejected?

Don’t know why?

Below are top 6 reasons you are getting rejected that you don’t know

Reasons/Logic don’t matter because you will never get a chance to speak to the decision makers. (If you want to explain then do it on top of your CV)

Unfortunately repairing all these are extremely difficult and long term activity – so try that these issues never occur in your career.

1. Average Tenure

This is calculated as your number of years of experience (post qualification) divided by the number of employers you have worked with (including the current). Ideally this should be greater than 4, but if this is lower than 3 then you will get rejected automatically.

2. Long tenure

If you have worked with the same employer for more than 10 years then this is a red flag (unless you had new challenges, responsibilities and promotions every 3/4 years). Again here you will get reject in most of the cases – since you have never worked out of your comfort zone and are frog in the well.

3. Reference checks

Here is where most of the people die unknowingly. Top recruiters do blind reference checks and if you don’t have good relationships with your colleagues or bosses in the past then you are already rejected.

4. Force fitting

Don’t apply for any job without going through the JD and details that are being shared with you. With your experience identify what are the top 5 criteria the employer is looking for. Next evaluate yourself – if you don’t rate 80% on these key criterias please do not apply. You will get rejected at some stage anyway if not on CV. Do not try to force fit yourself.

5. Missing Info

Do not try to hide your employer name, age, career gaps, or other things. Good recruiters will find out anyway. If you are not mentioning dates of experience and qualification and age in your CV then the recruiters will immediately start suspecting you. In all probability you will get rejected without any communication with you.

6. Info mismatch

All top recruiters check your linkedin profile and match it with your CV. Please ensure both are matching. Also check if older versions of your CV are floating on various job portals. Also if you are not updating your linkedin regularly then you are hiding something and you will get rejected outright in such cases.

Blue Genes Research [BGR] – Hire your next star player in record time.

Delivering top-tier Indian talent, personally headhunted & vetted for you by HR veterans and Management consultants.

Since 2006, our highly-specialized team of senior HR veterans and management consultants has been helping companies put the right people on the job using a hands-on approach and streamlined yet thorough process. We get results because we don’t just match candidates to required skill sets; we connect you with top-tier hidden talent that will align perfectly with your organization’s culture, vision, and challenges—all in record time.

Talk to us to discuss your leadership hiring challenges. PM me or email me at: rkj@bgr.chittlesoft.net

A myopic view refers to a narrow or limited perspective, and this can be a problem for recruiters in several ways.

First, a myopic view can lead recruiters to focus too narrowly on specific criteria when evaluating candidates, such as their current job title or level of experience. This can exclude qualified candidates who may have the necessary skills and potential to excel in the role, but do not fit the exact profile that the recruiter has in mind.

Second, a myopic view can prevent recruiters from considering a diverse range of candidates, including those from underrepresented groups or those with non-traditional career paths. This can result in missed opportunities to bring in fresh perspectives and diverse talent to the organization.

Finally, a myopic view can also limit the recruiter’s ability to identify new and innovative ways to attract and retain top talent. By focusing too narrowly on traditional methods and approaches, recruiters may miss out on new and creative ways to find and engage with potential candidates.

In addition, a myopic view on the part of recruiters could lead to a lack of diversity in the candidate pool, which could perpetuate biases and exclusionary practices within the organization. This could be damaging to both the candidates who are not considered and the overall culture of the organization.

It is important for recruiters to have a broad and inclusive perspective when sourcing and evaluating candidates, in order to find the best fit for the job and the organization. This may involve considering candidates with a range of skills, experiences, and backgrounds, and being open to alternative ways of meeting the needs of the organization.

It’s high time Recruiters and Hiring managers change their perspective.

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Blue Genes Research (BGR) is a 16 year old executive search firm – delivering the best possible fit Indian talent across the world.