/S. Shekar

About S. Shekar

S. Shekar is the Co-Founder and COO of M2S Consulting (India) Private Limited. He has nearly 3 decades of experience in the Recruitment and has the eye to spot the best talent. He is among the most followed Executive Search Consultants in India. He is the Go to Person when a company needs a CXO. His aim is to place M2S Consulting as a prominent player on the Global stage.

Third Party Recruitment

As an integral part of the recruitment methods, third-party sources for hiring on the essential roles of management consultants and assist an organisation in the process of scoping and consequently ascertaining the best aspiring applicant that congruously augments the institution. Intrinsically, as the head of an organisation, appointing a third-party recruitment company would warrant higher productivity on account of minimisation and utility of resources that were otherwise allocated services related to hiring. Third-party recruitment companies cultivate an ethos that behoves them to instil proficiency in their work. These companies have profoundly delved into the market, and bring to the table their consulting expertise through the analysis of the strategic needs and parameters that any respective industry would entail with it. This intricate detailing on the company’s part ensures that relationships are rooted, built, and maintained across participating organisations and candidates alike. Since the entire model of these companies is based on hiring and recruitment services, their recommendations, assessments, and evaluations of any candidate would be virtuous and ethical. This model also best enables said companies to scrutinize the requirements of an organisation appropriately and provide the organisation with substantial, credible, and principled results. The paradigms of hiring any prospective candidate could be structured by and for the organisation in order to ensure optimum results. Having stated that, a potential drawback of appointing a third-party recruitment company would be the lack of direct access to the candidate. Conceptualising and composing the involute attributes of the organisation’s requirements could only be conveyed through communication, though thorough, to the third-party company. Despite the level of proficiency, this factor may be viable for due consideration. Should the organisation choose to appoint a third-party recruitment company, the core processes of [...]

By | 2015-05-28T13:11:58+00:00 May 28th, 2015|Blog|0 Comments

Creating a talent pipeline instead of hiring !

If you were the head of a company, would you not have liked having options of various prospective and probable candidates at the ready? This is exactly what we discuss with the concept of ‘Talent Pipeline’. The idea behind this concept addresses the very issue of hiring people matched against a sort of candidate pipeline that you may maintain and choose from whenever you needed. As a company, it would be comforting to know that you have already shortlisted candidates and kept them at the ready. You could devise the structure of the pipeline in a way that the shortlisted candidate that you choose becomes a part of your company momentarily after being communicated so. The structural integrity of this pipeline could be coherently factored to best serve and suit your organisation’s constitution. Apart from this prominent beneficial factor, you also give your recruiting team a rest for good; you only deploy your recruiting team whenever you have exhausted the shortlisted candidates. While the team is not hiring, they could essentially contribute to the betterment of your company. This would ensure resourceful, economical and judicial usage of your currently employed talent pool, and if any contingent situation were to arise, you always have eventuality measures lined up. As a prospective candidate, it would be reassuring to know that you have a position at a company, albeit the fact that the probability of employment may well be very probable. You could always have the job should the company come across any contingent measures and were to reach you. This factor is comforting since you have a better probability of employment as compared to anyone suffering from the obstinate problem of not being employed, or in this [...]

By | 2015-05-20T05:57:11+00:00 May 20th, 2015|Blog|0 Comments