How to check willingness of job change for candidates and save time

How to check willingness of job change for candidates and save time.

The important interview question whether an employee is really looking for the job change or not would come out in his answer. The reasons might be many like there might be issues of salary, supervisor, colleagues, policies of the company, market performance of the company, branding and sometimes there might be issues relating to some personal or circumstantial reasons. To find the actual reason the interviewer has to question very logically to find the correct reason.
In many cases the employees are seen to answer saying that he is happy with his current job and so not looking for the job right away. However, one of his friends has told him of the job and so exploring one in some other company would be better because that would pay something better. In many cases, the employees are seen hiding the main reasons in the fear of getting rejected for which they take the shelter of lies. But lies really don’t help in interviews.
The candidate sometimes fails to understand the reason of asking such a question. But the recruiters with an aim to hire candidates are all motivated by the goal to find a long-term with mutually benefitted employee. They by asking this question try to find out the environment in which the candidate has been working. Also the recruiters understand the psychology of the candidate like whether he would be interested to adjust in the new environment or not.
Some blunt answers like due to higher salary or being uncomfortable with the team or being with manager or the non-performance of the present company are rejected in the straightforward manner. It is always better if the candidate answers in the polished manner directing a host of issues but without blaming your present company. The recruiters do not encourage this blame game under any circumstances.

Why to empanel with professional paid recruitment consultancy?

Any expert consultant would help in the recruitment of the employees and retain these employees who might belong to any field like doctors, engineers, constructors, consultants, etc. through some basic strategies. It is for this reason HR industry would have to pay a reasonable placement fees. Anyone can ask for its utility. Let’s analyze the reasons.

Today’s companies generally have the HR services where they work willingly with the consultants to get the required manpower for the companies. So, HR department plays a significant role to build up the reputation among employees and other interested candidates. Only for this reason either a company should have a well-managed Human Resource Department or else should outsource the manpower management to a professional paid recruitment consultancy.
There are many employers who while outsourcing the HR services have the tendency to get the work done at very low rates. Due to innumerable recruitment firms in the market the employers might search for services who can serve them at low rates. But the employers fail to get the proper service with satisfactory results from these outsourced recruitment consultants. Less would be the fees, less effort these consultancies would give to search the right candidate for the organization or the firm.
So as a result, these employers or the organizations must understand the need of paying the placement fees to the recruitment agencies. These recruitment agencies take the service charge on the basis of performing certain functions like executive research, recruitment, planning of the employment and its execution, handling payroll and other key accounts. Companies or the employers might pick and choose the categories which would fit to select the employees and pay accordingly to these professional paid recruitment consultancy firms. Sometimes these firms might offer lower rates if the employer or the company becomes their regular customer or get the offer in volumes. If the company is branded one with easy accessibility then definitely the agencies also look forward to the long term association with such employers or companies.