Job-Related Call From In-House HR Department and Consultants, Differences and Approach!

With the advent of technology, finding a job has metamorphosized into various strategies and moves one can make to ultimately find their place in the industries. And on the other side of the process, especially the congruency provided by the job search portals, recruiters have devised their own processes to find talents. And just like the portals, Human Resource Consultants were born out of these requirements of bridging the gaps between the two.

 And with that came the era of being searched for, as a job seeker, offers with opportunities if handled right. Being contacted with job prospectus even when the vacancy never crossed your sight is one blessing from the ecosystem technology has provided. And this means the older ways are not obsolete, rather better applicable. And the approach has evolved as well. So, when contacted by an in-house recruiter and a consultant can be two very different scenarios.

To understand better, here are the key differences between the two to look into:

•             HRs are a part and direct representative of the organization while consultants are indirect and contract partners, which gives an advantage to the consultants by working for both, the organization and the candidate. For the candidate, it makes sorting doubts and setbacks much more easily and prepare accordingly with support leading to a refined candidature, one reason why many organizations seek consultancy to research candidates.

•             Consultants can be much more informed about general queries but only HRs can evaluate a candidate’s actual resonance with the organizations. Thereby evaluating candidates in the initial contact and efficiently going through the process. The reason why most of the smaller organizations prefer in-house research and processing and invest in portal subscriptions instead.

•             HRs being the organization itself (the image, first touch, passage to it), they have limits and often, reaching out has limits too. While, consultants can be reached out more often and thus, handling of candidates is better on that side. Also, because of more communications and indirect affiliations, they have better information about candidate’s other search results and priorities. Thereby, being better equipped for not losing on opportunities for either side. Also, a similar flow of information is received from the organizational end as well, thus, being helpful to candidates.


With the above points in mind, here is a little guide to handling calls for job vacancies from either side, starting with HR Department.

What to do when HR calls with a job opportunity?

•             Maintain a positive professional demeanor, greet and listen carefully about the prospect. Respond briefly and efficiently unless asked otherwise.

•             Exchange basic information about self and the opportunity and the organization. Get your job description clear before confirming to anything, ask few but relevant questions. Although not really recommended, but can also ask for some time, a day max, to think over it. But it’s best to take things further with such little contact.

•             Work your way towards an appointment and get clear on the documentation and formalities. Also, a telephonic conversation with any team member can also be arranged and seeking it can be a good option.

•             Get contact details and seek permission to follow up appropriately.


What to do when a consultant contacts with a job offer?

•             A neutral demeanor with an inquisitive attitude to extract information about the role, company, pay and allowances, and other details. Similar details about self can be provided to be instantly reviewed by the consulting personnel. Also, inquire about any charges that may be payable by self (usually, being charged for a consultation before the selection is a known misconduct).

•             Exchange detailed information about every aspect of the process and even seek tips and reviews for them. Consultants are there to bridge and thus, can be very helpful.

•             Get an appointment scheduled and direct contact arranged from the employer/HR (for single use at least). Also, the consultants can be of great help in pay negotiations which should be taken into account.

•             Get other contact details of the consultant and follow up at least once in a day or two and more if it takes longer time. Can be done many times but two to three follow-ups should be the limit.


Direct recruitment is confining itself to lesser segments these days towards managerial positions. Fresher jobs and lower-experience/skill/post jobs have started to go through consultants more often. Mainly due to the volume of applications they can handle and are there and efficient initial screening and candidate preparation they can provide. While direct recruitment yields similar results, the process itself can become inefficient while handling larger volumes.

However, start to intermediate managerial jobs are mostly being handled by recruiters directly, although consultants do aid in research, leads, and initial contact but anything beyond that is mostly handled by HR personnel.


Also, with recent observations, consultants are providing probationary employment from their end as well known as off-roll employment or contract employment. This is a unique opportunity for many, especially freshers and freelancers who want to gain more initial and wider experience and network as well. It is one added advantage Consultants are providing these days but it is not for everyone.


This article is inspired by parts of another article which can be accessed from

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