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Welcome to the 8th issue of the TimeTrax HR Professionals Newsbeat!

The Voice of HR Futurists

At the ITCN 2011 we launched the first-ever print edition of the TimeTrax HR Professionals Newsbeat. Some of our key community members contributed to the magazine, sharing their ideas and views with a wider audience. We are reproducing the write-ups in the next few issues of our e-newsletter so that all TimeTrax members can read them too. Most of the writers are those who have been active participants at the TimeTrax Linkedin forum. So take out a few minutes of your time and share your opinions at our Linkedin group, who knows maybe you could be featured in our next print edition. Be part of the TimeTrax Community today.


Happy Reading!


Nadir Khan Feroz
CEO, EfroTech


By Tehmina Kanchwala


The field of recruitment in Pakistan is undergoing a change. Not just a small scale evolution but a fundamental progression paradigm - a shift that will see the recruiting landscape change in a manner where traditional recruiters will fall behind and replaced by new, differently skilled recruiters, ready for the new challenges of recruitment.


What is this change and why is it so challenging?

The current global recruitment landscape is changing with a fast pace. The global war for the best talent is real i.e. the talent mass is geographically mobile and happy to move for the best job. Further, the talent mass is getting more demanding, not only in pay scales but also in terms of career progression and training & development. With the experienced talent pool shrinking noticeably in quality, recruiters are competing aggressively to attract candidates across different sectors.


Also, the graduate pool is alarmingly becoming “less skilled” with watered-down degrees making them under-prepared for the working life. Talent is becoming less loyal and more eager to switch companies on an average of every two years. We see the market competitors getting smarter in mapping out talent pools and attracting key personnel away from their current placements. Recruitment agencies keep failing in finding creative ways to attract the unique talent to their databases, hence bringing about the “recruitment chess” of the same talent across companies.


There is a fundamental essence of recruitment – “Not everyone is looking for a job”. The benchmark seems to suggest that only 10% of relevant/experienced talent is actively looking for a role at any given moment in time. So the best candidates relevant for your role/s are typically among the 90% of candidates who are not engaged in job searches.


Hence in a market that is full of challenges, companies must ponder on why they are focused on using recruitment agencies, posting on job boards, and CV searching, when they are not actually reaching out to the 90% non-active segment, which could include the best candidates out of the entire talent pool. Perhaps it's time for employers to play their role in accelerating the much-needed change that the area of recruitment is undergoing.


Tehmina Kanchwala is the Regional Human Resources Manager at Makro Habib Pakistan Limited


Hot Topics

What is the best career advice you have ever received? Share the wisdom.

How to keep your HR passion alive in an organization that is reluctant to make Training expenses?

Syed Umar Rahman Shah: Passion to learn & use HR practices and getting the point across to management will eventually get the momentum going because at the end of the day the organization is as good and worthy as the human capital. Most managements are not that naive and they realize this. Its a matter of how strong the communication is between personnel, line managers and HR & OD. As long as collective wisdom gets its way and investment & belief in change for betterment is achieved, things do happen.


In one of my previous organizations, we had huge Training & OD budget which year after year was under-utilized despite our HR getting many training programs made to suit the needs of employees. I also remember getting programs made through consultants and our HR supported those too (although costs got parked to business). So I guess the passion has got to go hand in hand with internal communication, convincing power and conviction along with viability vis-a-vis the organization need.


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In Other News

How does a packaging company become tech-savvy & process efficient. Read the Case-study of the EfroTech & Toyo Packaging collaboration.

Ask TimeTrax Experts

Maqsood Hussain asked: Does Pakistani Labour Law cover or gives some guidelines on Kinship Policy?
Why should there be a Kinship policy in an Organization if we are practicing 'Equal Employment Opportunity'?


Kazi Anisur Rehman answers: There is no any law in this regard. This is a general practice in Govt. & some private sectors that the son / brother of deceased employee are employed but not on the same pay and grade, as per the qualification & experience of the individual. In a majority of organizations close relatives are avoided at least in one section/department.


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This newsletter has been produced by Sadya Siddiqui.