August 12, 2015
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Hiring a great candidate isn’t easy; ask any recruiter and even more so hiring a marketing candidate at that! As a result recruiters have a hard time landing that perfect candidate for the firm that they represent. As such even corporates that seeking out such individuals share in the brunt of inefficient employees. Therefore there are, “3 Interview Questions every Recruiter should ask a Marketing Candidate” in an effort to recruit an efficient marketing candidate that you might encounter. So let’s find out what these interesting questions are…
What’s the difference between marketing and selling?
This is probably the most important questions that will help you identify an efficient candidate. This is a common question with mixed answers, as most individuals tend to confuse the two when it comes to the individual roles that each one performs. This confusion then leads to conflict between the two as employees that are part of the sales group tend to be more focused on making the numbers and it is difficult for them to perceive and appreciate the ground work that marketing create. Similarly, a marketing professional will find it difficult to perceive and appreciate the complexity of the steps involved in making a sale. Regardless of this conflict it will affect either party’s productivity of the organisation on the whole.
How would you contribute, if you’ve temporarily been assigned to the sales groups?
This is a nice way to cross check the applicants that you receive and a way to build bonds between sales and marketing groups. And even if this is not your objective, nonetheless you should still pose this question as it is the practical aspect of the previous question, for the candidate. This question will definitely give you an idea as to the kind of personality the candidate has. If you get an answer like, “I’m sure that I’d be good at selling, but an assignment such as this would not be the best use of my talents.” This response suggests that if the candidate is hired then they are likely to have difficulty in creating marketing programs the delivery of products that are useful to the sales teams as well. But the ideal answer would be something like this, “I’d learn everything that I can and then bring that knowledge back to the marketing group to help make it a more effective one.”
Tell me about your brand
This is a bit tricky, for the simple reason that on the surface it provides an opportunity to the candidate to apply and talk about their unique experience in the industry and how they come out to the outside world. All very important aspects for the job profile. This will also highlight whether your candidates priorities are to either help your marketing team to build a stronger brand or to build a personal brand for themselves to advance in their careers. You want to hire someone who defines their personal brand in terms of service, working in a team and helping the company to be a success. A candidate displaying more of a personal brand to be independent is sure to be problematic for corporates. These individuals usually tend not to get along with co – workers and are bound to affect the performance of others.
So there you have it the questions that might just be the key to unlocking doors to catch that perfect candidate which you effortlessly seek but leads to an attempt of futile effort of gathering those hard to get candidates. Now that you have some more information on making a hire, you should probably be implementing it in to your list of strategies to land a perfect hire! You can also leave your views in our comments section and we’ll be glad to implement them.
August 10, 2015
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Scouting for talented individuals has never been simple and so for recruiters to advertise job specs to get the word out for a vacancy to be filled is just as difficult without cost effective methods. While most recruiters prefer traditional methods of recruiting as against modern ones, the efficient and cost effective method of recruiting that is now making the charts is Social Media and Mobile Recruiting.
If you’re a modern recruiter then SnapChat is the tool for you. It is a perfect example of a non – traditional platform that is not only handy for recruiters but also for job seekers alike. It’s a great platform to showcase ones creativity in communication skills that a resume alone will not be able to portray. If you’re not familiar with this app then you are definitely wondering the same questions that most of us are. So…
What is SnapChat really and how can it be used as a recruitment tool?
If you are new to the concept of SnapChat it is a text- photo app through which you can send images with text for a prescribed amount of time i.e. 1 to 10min after which it will be hidden. Therefore you have a limited amount of time in which to make an impression and to get your audience to respond as well. So if you look at it you need to be skilled at creating images that attract people’s attention to your image or job spec. So here’s some pointers that you might find quite helpful all the same –
Know the Target Audience
If you’re recruiting needs comprises of senior level recruits with considerable experience then SnapChat wouldn’t be very effective in catching such individuals. But if your targeting the young crowd then SnapChat is the ideal tool to convey your message across. This incredible tool can also be used to target creative individuals as it requires one to be creative if one wishes to attract the right crowd.
Learn About the Platform
If you’re using the platform it’s a wise approach to have the knowledge about the platform that you use. This will not only help you in your business or in your recruiting task as the information you have can be used to your advantage if you have all the necessary but important information. This is probably the mistake that most users make and don’t realise why their efforts aren’t yielding any results. So make sure you have the right information so that you can benefit from it.
Therefore, now that you have some idea about this interesting, yet handy app you might as well make use of it; if you haven’t already, so that you can reap its benefits and get responses to your posts or messages through this handy tool before anyone else gets their hand on it. to end on a positive note remember this quote the next time you need to get the word out about a vacancies that spring up on a regular bases, “Time spent on hiring is time well spent.” – Robert Half
August 8, 2015
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August 7, 2015
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It’s time to refresh our memories on the SourcingChat (#SourcingChat) that was conducted by our all-time favourite Community, Can you guess which? Yes, you’ve guessed right Sourcing Adda (@SourcingAdda). We at Sourcing Adda would like to thank all our participants for sharing their interesting insights about “Candidate assessments, does it matter at every level?” It was quite informative for the ones present. But let’s get right to the point and find out which were the Top Tweets of the SourcingChat (#SourcingChat). Interesting enough…
Well this sure was quite informative, I mean there were things that I wasn’t aware of until the SourcingChat and I’m sure you too weren’t aware. Besides we had a lot of views expressed and I can say that it was a success this is because of the feedback we received from our Tweeters. If you’ve enjoyed the Chat then I’ sure you’re waiting to know when we’re having the next Chat. To get timely updates be sure to follow us @Sourcing Adda or #SourcingChat.
August 4, 2015
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The Recruitment industry is constantly evolving and to be a part of this ever-changing profession it is essential that Talent Acquisition Professionals be willing to upgrade them-selves to be successful. Your probably wondering why a topic on Jobgrams, Infographics and Gamifications? Well that’s simple really as these are trending ways of writing your boring JD’s. And don’t tell me they aren’t because when you’ve been doing work like this for so long it tends to become mundane.
Having said that, another reason for this is because these are better ways of attracting fresh talent that you’re searching for. These are the best ways to get potential job seekers attracted to your openings and to catch the right talent. As a Recruiter you might be familiar with concepts like Jobgrams, Infographics and Gamifications. But if not and you’d like to know more about these concepts then you’re on the right track.
We all know that there are different ways of portraying information that potential candidates are searching for. We are also aware that there is no law prohibiting Recruiters and Sourcers from implementing these new and trending strategies in our candidate search. So then I ask you why do we as Recruiters and Sourcers refrain from using thesemethods? The reasons are plenty but the real question is, are we aware of these methods? So let’s find out what they are…
Jobgrams are a form of visual representation for job ads that are used by organisations to showcase employer branding, reach potential and untapped pools of talent across social and referral channels. Jobgrams are slowly getting into the entertainment space as they convey all the necessary information in a clear format that eases visibility and attracts the audience.
These are also visual representations of information or data conveyed in a chart or diagram format which eases ones visibility. This format showcases the information clearly and in an attractive manner which appeals to the viewer. This is the perfect way to portray statistical data to the audience without confusing them at any point.
Gamifications use game thinking along with game mechanics but in a non-game context that engages users to solve problems and increase the users’ contributions. It can also be used as a learning tool to educate Recruiters & Sources on the latest developments within the industry depending upon the kind of information you want to convey to your audience.
Well these are just a few types of visual representations that one can avail to showcase the data they’ve collected over a period of time. But who’s to say that these methods may not be effective in one’s hiring hunt unless tried and tested. Apart from these there are other methods that Recruiters and Sourcers can implement in their hiring strategy to catch the hard to get candidates. So now that you are aware of these new and improved methods why don’t you go ahead and implement them? If you have any points to add do tell and we’d be glad to add them in our next post.