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Shenanigans to Recruitment Agencies

There’s always room for improvement in anything we do, the same goes for the recruitment sector, employees can improve themselves, so do the employers and the recruitment agencies. But there’s a need for many employers as well as jobseekers to improve from the view of recruitment agencies. The recruitment agencies are also vulnerable to deceit, both from organizations and job seekers.

Sounds strange?

Well there are laws to take care of the right of job seekers and employers, but what about the consultancies who are tricked both by the job seekers and employers.

Let’s look at some of the dirty tacks used by job seekers and employers on recruitment agencies and how agencies can prevent them.

Hiring multiple recruitment agencies to get a database of resume-

A recent study on organizations showed that 38 percent of them find it challenging to hire enough qualified employees, with many of them turning to recruitment agencies to hire their resources. But, not every organization out there works on ethics and good business relationships. Many organizations have their recruitment team but they turn to agencies when they don’t have time or resources available to fulfill certain positions.

Organizations contact recruitment agencies to recruit for certain positions and they in succession provide them with tons of resume to shortlist their ideal candidate. But many times organizations hardly hire the required candidates to avoid the cost of agencies and hire job seekers in the future with a database of resumes they acquired from agencies.

Another stunt used by organizations is to request recruitment agencies to enter the candidate’s details in their ATS system, which makes it mandatory to fill contact details.

Lastly many organizations ask candidates’ details for interviews that they reject initially to be hired later on to avoid agencies cost as generally it is difficult for agencies to take regular follow-ups from jobseekers.

How do you avoid these practices?

There are steps which can be taken to reduce these practices considerably-

Recruitment is a trust game, where employee trusts employer, job seeker trust agency, and there’s need of trust where agencies can trust their organizations hiring them. Many organizations hire multiple agencies to collect a database of resumes without hiring any candidates from them, so that when one agency back out due to this fraudulent practice, there’s another to get resumes of jobseekers, for future hiring. This unethical practice is also one of the reasons for dripping revenues and business for mid-level manpower consultancies and eventually, they close down.

First and foremost, there should be some mandatory prepayment agreements with organizations before they start sourcing candidates. Another one is an independent platform designed for placement consultancies > (like, where consultants can review their working with particular organizations, their work ethics, payment practices, etc. to help other agencies in making informed decisions working with organizations according to the rating and reviews given by other agencies.

According to the American staffing organization, 9 out of 10 candidates felt that placement consultancies made them more employable.

Most job seekers are engaged with more than one agency, to find the organization which fits their personality, challenges to growth, company values, etc.

But many job seekers drop out their offer letters in last-minute in lieu of better organizations, salary, etc, which results in considerable loss of productivity, resources, and stained image of manpower consultancies in front of genuine organizations.

  • Change in resume sourcing practice-

    One way is to hide or remove contact details of candidates while sending resumes. This will reduce database creation by atleast 40% in the employers side.

  • Conference Interviews:

    Another way out is to have a conference interview practice so that employers don’t get personal contact details of job seekers. Using more advanced number masking system can be used where a virtual number is given to the employer to conduct telephonic interview rounds.

  • Recruitment agencies should work with partial advance payout-

  • Last minute candidate dropouts-

These cliffhangers can be identified by reviewing candidates in a platform where agencies can see past behavior, their personality, commitment to the job, work ethics, etc, making it easier for agencies to identify job seekers with not so good ratings and be extra cautious while hiring them.