Monthly Archives: November 2016

WhatsApp Group Chat – Is Counselling Candidates on improving their Job Hunt Strategy a Recruiters Role?

The Talent Acquisition profession is evolving rapidly due to the Digital Marketing Age.  We are slowly moving from performing full cycle Recruitment processes alone to Employee & Employer Branding as well. Given this scenario it’s obvious to question what aspects are involved in a Recruitment Professionals Role.

That being said our popular Wednesday discussions addressed the query, “Are Recruiter’s going above their role when they counsel ideal or not ideal candidates on how to improve their job hunt strategy?” As suggested by our Mumbai group member Joel and here’s what we uncovered…1

Well based on the discussion above we can conclude that Counselling Candidates about better ways of Job hunting and giving career advice is partially part and parcel of a Recruiters role as that indirectly improved their network. But don’t go just yet; we’ll be giving you the key take a ways of this discussion below…

  • Good Recruiters always guide and have a consultative approach towards Candidates
  • Networking is another name of Recruiting and while networking we also advice our network for the different opportunities, process, career growth etc.
  • Recruiters now step into an advocacy role but after gather information about industries and trends, challenges, road blocks, job specifications etc.
  • Talent Acquisitionist’s have always been at some level Counsellors and Career Advisors and it’s more evident due to digitalisation and personal interaction with Candidates

If you’ve enjoyed this and found it enlightening then you’d enjoy it more once you’re a part of such discussions by joining in. If you’d wish to join the Talent Acquisition community of Sourcing ADDA (@SourcingAdda) and its WhatsApp groups be sure to leave your views or request’s in the comments section.

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WhatsApp Group Chat – Employee Promotion Processes followed by Organisations

Appraisals are common knowledge to Talent Acquisitionists and the similar fields in the Recruitment Sphere. We’ve all had our appraisals for the present year. Ever wondered what happens during the appraisals and when the performers are rewarded for their hard work via promotions and what processes are followed by organisations?

This seems a lot to take in at the beginning, well don’t get overwhelmed just yet, as our popular Wednesday discussions just got better. The discussion topic was on, “What are the Employee Promotion Processes Organisations follow based on the pointers i.e. timeframes, eligibility frequency and performance management?” and was suggested by our Pune group member Karnika. If you’ve been wondering the same things as us then you’ve come to the right place and here’s what we’ve come across…1

If you’re looking for guidelines as to how does one go about promoting an Employee then you’re in luck as we’ll be highlighting just that based on the discussion above. So be sure to have a pen and paper handy, therefore here we go…

Definition and Meaning of Promotion Plan

Promotion plan is also called succession plan, meaning to recruit, train and up skill existing employees. Promotions take place for 2 reasons; one is to encourage talent and the other is to retain talent. Promotions are a combination of performance, potential and attitude. E.g. A person might have had a great year in terms of performance, but may not have the potential to take up a larger role thus he will not get a promotion. But we need to ensure that we don’t lose out on Talent with the right calibre.

Points to keep in mind when deciding to promote an Employee

Performance has various parameters, employee contribution to the target, SLA adherence, value add inputs by the employee, team attributes. After considering multiple factors an employee should be given an appraisal, sometimes in a growing organisation it’s about the potential of the individual, their hunger appetite to achieve targets, overall does that person add to the average of the company. Hence, first…

  • Identify the purpose of a promotion
  • What is the long term business goal of the company?
  • Current skills and profiles of employees
  • New skills required and trends outside
  • Impact of not promoting capable employees
  • Overhead of training and hiring new skills from outside the company
  • Performance, seniority or merit
  • Focus on what the individual contributes to the overall team’s success is very important than just individual growth.
  • A time bound promotion with preference given to performance management or appraisal process application.

Criteria by which to promote an Employee

Promoting by giving more opportunities to use individual skills like on-site opportunity technical knowledge expansion is preferred. Most company’s focus is behind cost reduction, so there can be different criteria’s set at different levels, namely 3 levels…

Lower Level

If it’s a lower level profile it should be based on the value-add brought in but at an organisation level

Middle Level

If at a middle level it should be more in line with the roles performed and challenges met in the respective roles which can lead to organisational change.

Higher Level

At a higher level it should focus more on succession planning.

The common criteria for a promotion can be based on –

  1. Performance
  2. Length of service
  3. Merit & Ability
  4. Educational & Technical Qualifications
  5. Assessment of Potential
  6. Spacing of the Promotion & the Career
  7. Span of the individual and training
  8. Based on the Employees Talent and their Achievement they should be promoted via internal and external sources

Well there you have it all the information you’ll need to help you make an informed decision. Use this information to streamline the procedure while formulating a promotion plan that your organisation will benefit from by promoting the deserved candidate.

If you’ve found this information helpful then you’ll probably find our other Wednesday discussions and events quite enlightening and informative. So why wait to read when you can join in and get first – hand information by being a part of these discussions and get your queries resolved instantly? Be sure to follow us @SourcingAdda to get updates to our upcoming events and activities and don’t forget to leave your views in the comments section.

WhatsApp Group Chat – Creating Candidate Personas

Creating Personas is a game that we’ve all played during our childhood and enjoyed it and we’re quite good at it. If we’re being completely honest when we’re creating JDs it requires creativity and skill that needs to be acquired if you don’t have it already.  Don’t you agree?

While we’re creating JDs we need to ensure that we catch the desired applicants with the right calibre. Hence our popular Wednesday discussion focussed on, “Creating Candidate Personas on two point’s i.e. –

  1. What aspects should be considered when Creating Candidate Personas?
  2. How important is Creating Candidate Personas before starting a search?

As suggested by our Bangalore Group member Manav and here’s what we came across…

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Based on the discussion above we can say that the task of creating Candidate Personas just became a lot easier as the pointers that need consideration and its importance have been highlighted. But let’s make it even easier to create Candidate Personas by outlining the key guidelines for you…

Guidelines to creating Candidate Personas

  • Focus on details like experience, negotiable skills and culture fit
  • Pay attention to the important aspects of the role such as tech skills vs people skills, learning adaptability, agile culture vs process oriented
  • Candidate personas to be created as per organizational culture and assess the “whys” from the candidate’s perspective
  • Fill out the key responsibilities of the role to gain a clear idea of what the position entails
  • Maintain a checklist to find out what to shoot for and how to engage a candidate
  • With the help of a checklist you’ll know what approach to follow i.e. a Social Network or to revert to old school cold calling
  • Be sure to carry out your own research and document your ideal candidate extensively
  • With the help of your research and documentation will help you gain surety of what you’re looking for
  • Ensure that the personas you are documenting are constantly evolving
  • Make sure you change the Persona if required  when you interview people

Challenge

  • Creating candidate personas from an agency point of view is difficult as agencies have a translucent view of how an organization functions

Solution

  • Spend time with the agency explaining about the company
  • Get insider information by talking to candidates that are already inside the client system

Importance of creating Candidate Personas before Sourcing

  • Creating Personas is important in order to target the right audience
  • Get detailed information from the right decision makers and avoid assuming things
  • Ask relevant questions at the start of the assignments and posts that start the search
  • Give the candidate persona and a sample profile to the customer to save time and gain a clear understanding of what is required.

Well there you have it all the information you’d require when creating a candidate persona and why it’s important to create the persona before Sourcing for Talent with the desired calibre. If you’ve found this information relevant and if your queries about the topic at hand have been resolved then be sure to leave your views in the comments section.

If you’d like to know more and be updated with the current trends followed in the Talent Acquisition sphere then join the WhatsApp discussions and to add to your knowledge be sure to follow us @SourcingAdda.

Top Tweets of the #SourcingChat – The Importance of Mobile Recruiting

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Digitalisation has paved the way to building new connections and maintaining distant relations; be it professional, family or otherwise; it’s possible in a digital world such as the one we live in. There has been a long standing debate revolving around the importance of Mobile Recruiting and we’d like to get different perspectives about it as well.

Therefore at Sourcing ADDA (@SourcingAdda) we’re constantly on the look – out for different perspectives and debatable topics hence this month’s #SourcingChat topic was on, “The importance of Mobile Recruiting.” I’m sure you’re wondering which are the Top Tweets of the #SourcingChat  then we’ve listed them out for you below…

Q.1 What is mobile recruiting? #SourcingChat

A1: #mobile #recruiting goes beyond hiring people. It is a way to engage with a network who refer/show interest to prospects. #Sourcingchat

A1 This concept basically follows the principle of recruiting anytime anywhere!! #sourcingchat

A1: Impact of Social and Mobile. In particular it is easier to reach so-called passive candidates. #SourcingChat

Q.2 How mobile recruiting is changing the hiring process?#SourcingChat

A2. Response are fast,Can access anywhere,anytime.In short,future is Mobile #Sourcingchat

High time we implement #mobileRecruitment : India to become third largest smartphone market by 2017 #Sourcingchat

A2. Now #Candidate can Search & Apply for Job as per their comfort. Thanks to #mobileRecruitment #sourcingchat

Q.3 What are the benefits to companies and individual recruiters? #SourcingChat

A3 Its cost effective nd easy 2 reach the prospect candidate,helps 2 give & receive faster response nd gets real time feedback #SourcingChat

Recruitment strategy which simplify applicant’s efforts fa applying any job which reduces time 2apply #Sourcingchat

A3. Mobile recruiting Apps and other Mobile recruiting Tools have created new outlet 4 recruiter 2 source best fit profile #SourcingChat

Q.4 Does mobile recruiting play an important role in candidate experience? #SourcingChat

A4: Ofcourse. Need is to develop in-house skills & provide wider access of data to answer questions, while owning strict SLA’s #Sourcingchat

A4: A look into wat #job seekers are doing on #smartphones #SourcingChat @SourcingAdda

A4: Its gives freedom to candidate for easily search jobs and apply direct through mobile #Sourcingchat

Q.5 Which is your favorite mobile recruitment app? Why? #SourcingChat

@SourcingAdda whoever are working for US recruitment can use theladders recruiter app too available only on iOS #SourcingChat

@ShajoeHR @SourcingAdda A5: #SourcingChat problem with having diff app is candidates don’t want to download app every time to apply for 1job

@ShajoeHR @SourcingAdda #Sourcingchat I agree, but not everyone use iPhone to download n #apps

Well there you have it the Top Tweets of the #SourcingChat, so don’t forget to leave your views in our comments section. If you’ve read this far then we’re sure you found what you’re looking for. To get real time updates to our upcoming activities and events be sure to follow us @SourcingAdda.

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