Published on March 7, 2014
It’s important to understand what we are doing in oGIP, how do we translate what we do in the corporate world, to see better what kind of businesses can we take as models. What we are doing in oGIP (Raising, Matching) it’s called Talent Allocation & Sourcing. It’s pretty much like finding the right pieces to a puzzle. In the corporate world, the business that handle Talent Allocation & Sourcing are HR companies and agencies. Therefore, we should role model the best HR Agencies and adapt a similar working model.
An HR Agency is the intermediary between the company that’s looking for talent and the right person. They understand completely the needs of both sides and that’s why they are able to fulfill it. Which is what we also do in oGIP.
Working in an HR Agency is not about doing HR work, but a combination of HR & Sales. Think of sales not as pushing a product down someone’s throat, but as fulfilling a need. Therefore, OGXers are SELLERS. We are doing sales as well!
So, if we are work based on an HR agency, how is our position “translated”?
A consultant (from Latin: “consultare “ to discuss) is a professional who provides expert advice within an area That expert is you. You area is oGIP Keep in mind some simple rules.
1. Best recruitment experience - you are here to provide to the candidate the best recruitment experience from when you first interact with him until he finishes his exchange. 2. Right expectations - always make sure that your candidates have the right expectations. You are not here to provide them with more than they can do, or give a shitty job if they deserve better 3. Be able to deliver the promise - make sure that you recruit people for what you already have available and not for something that might/might not be in the future (what you have now on my@.net)
4. Be informed - make sure that you know things about the country that are your partners, you know the benefits of working in a SME or Multinational, your understand the person needs and you’re able to provide something based on that. You know situations in countries (student status, visa) and now where he can go or where he can not. 5. Give consultancy – you are here to consult that person on the TNs that he/she wants to apply. If needed don’t be afraid to tell them that they are not good enough for a certain position. Give him your own recommendations of TNs. 6. Use your sales skills - don’t be afraid to use your persuasive personality to make people understand things that might be difficult for them to understand by themselves and to put things in a different angle.
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