What are the Benefits of Direct search Recruitment of University Graduates?
Direct search recruitment is when the company's representatives visit the potential candidates preferably in training and educational institutions. The representatives build up a direct contact with the job seekers who are usually pursuing engineering, management, medicine, etc. degrees. The recruitment is usually done on the basis of the academic performance of the candidate in addition to testing the candidate on various parameters such as aptitude, discussion and knowledge. The middleman is totally eliminated in this kind of recruitment. The question which might be raised is what benefit does this kind of
recruitment brings to the organisation. Well, the benefit is not one, but many. Here are some of the benefits: « Candidate quality The quality of directly recruited candidates is said to be five times higher compared to candidates selected through other types of recruitment.This is because the candidates are directly selected by individuals who possess superior skills and are working with the organisation; hence they have a clear picture of who can be a good fit. This factor of being proactively selected and pre-screened by the employees of the organisation emerges as one of the greatest strengths of such candidates. « Saves time of management These employees are selected by the management of the organisation and hence the number of weak candidates is almost nil. Thus, no time is wasted interviewing the weak candidates and then spending time eliminating them. They shortlist only those candidates with whom they are highly satisfied in terms of knowledge and caliber. « Choose those candidates who are the best fit The management of the organisation picks only those candidates who can be considered as the best fit for the organisational culture. Fitting into the culture of the organisation is as important as possessing the right set of skills for working in any organisation. Thus, the candidates who possess the right skill set but seems unfit for the organisational culture are eliminated. « Lower termination rates Since the employees are critically assessed and pre-screened before hiring for the organisation, the chances of such candidates, leaving the organisation is reduced by nearly 350% in comparison to the candidates who are indirectly recruited. Thus, lower termination rate can work in favour of the growth of the organisation.
ÂŤ Higher retention rate The candidates who are directly recruited usually are imparted the knowledge about the mission and vision of the organisation. They are given ample amount of motivation to work for the purpose of self growth and in turn the growth of the organisation. This is the reason the retention rate is higher in direct recruitment.