Monthly Archives: March 2019

WhatsApp Group Chat – How to maintain and manage referral data in a referral program?

Maintaining and managing referral data can be a daunting task, when you have a lot of Candidate data that is not maintained properly which makes the hiring task difficult especially for Talent Acquisitionists. Most Recruitment professionals find the task of maintaining referral data a bit of a puzzler hence the question, “How to maintain and Manage Referral Data in a Referral program?” comes to the fore. A popular notion and one that most Recruiters are familiar with is by hosting a referral program. Conducting a referral program is by far the best way to hire and retain talent credentials for easy future access. It is also a great way to create pipelines of talent for ready access when a vacancy presents itself.

Although, a referral program is quite effective when arranged in a systematic manner that makes accessing the data easy there are still some problems that one encounters with an ineffective and inefficient program. Getting referrals and maintaining a database of resumes not required at the present moment still poses a problem to most Talent Magnets. Luckily, we @SourcingAdda have foreseen such a development and have put in place certain measures to overcome such challenges by hosting discussions that address the concerns of Talent Acquisitionist.

We are able to keep you updated with the changing trends in the Recruitment field thanks to one of our Pune group members Mrinal’s suggestion to discuss on, “How to maintain and manage referral data in a referral program? On 2 aspects i.e. 1) what are the possible ways of getting more referrals?  2) How can we manage referral resumes that are not required at the moment?” And we’ve shared the conversation for your review in an attempt to help you better maintain and manage your referral database below…

The discussion above was very insightful as it shed light on alternatives that one can use to get more referrals and strategies to maintain the referral data as well. Although, most organisations have an Applicant Tracking System (ATS) to maintain candidate databases they may not necessarily have a system in place to maintain employee referral data. In the absence of an effective system to maintain employee referral data then integrating such type of a system in to the existing ATS is a good option if it’s a possibility. If integration is not available then you can opt for any ATS software that also has the feature of referral data maintenance which is another alternative. Moreover, if attracting referrals is a concern then you can spread awareness about your IJP or a Referral Program that your organisation is conducting via traditional marketing techniques. Some alternatives that you can use to attract more referrals can be by giving employees an incentive such as a referral bonus.  You can also create awareness by sending an email to all the employees or put up banners at the office canteen or run advertisements about the referral program and the referral bonus that they can opt for on a television if present in the office cafeteria. Apart from all of these aspects mentioned even giving a timely feedback on the referral status to the referred employee is essential to foster the referral Program and IJP. Therefore, be sure to stress on giving timely feedback on a referral to the referred as it will increase the possibility of generating more referrals when feedback is given. If employees, realise that you have an effective and efficient referral program or IJP they are more confident of the referrals being considered.

If the information shared has been effective in helping you become more efficient and helped in creating a better and effective; in the maintenance of referral data then you’d like to know more about Candidates Rejected for Cultural Fitment to avoid on-boarding candidates that may quit the organisation due to company culture differences. And we are certain that you’d also like to find out how you too can contribute to these insightful interactions, then here’s what you can do in 2 simple steps, i.e.

  1. Follow us @Sourcingadda to gain real time updates to our upcoming activities and events
  2. a) Leave your views or requests to join these groups in our comments section below

OR

  1. b) DM us to @Sourcingadda with your name, WhatsApp. Contact no. and location

And one of our representatives will get back to you as soon as possible.

 

 

 

 

 

 

 

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WhatsApp Group Chat – Do AI, ML and Robotic Recruiters like Vera pose a real threat to a Recruiter’s Career?

A popular topic of discussion in the recruitment fraternity is Artificial Intelligence (AI) and Machine Learning (ML) and how they impact the Recruiting process and whether AI, ML and Robotic Recruiters like Vera pose a real threat to a Recruiter’s Career? In an attempt to address this common concern that most Talent Acquisition professionals may eventually encounter we @SourcingAdda try our level best to help you prepare for the changing trends. And we do this by hosting discussions where awareness is created to help Recruiter’s alike be better prepared for the changes in the near future.

We are able to be of assistance thanks to one of our Pune group member’s Dilip who suggested we discuss about, “Is there a real threat to a Recruiter’s career with AI and Robotic Recruiters like Vera?” Therefore we sure you’d like a chance to review what was discussed hence we’ve highlighted the conversation you to view here under…

 

 

The above discussion had very insightful inputs to add thus giving us a better perspective on the possible changes that we as Talent Acquisitionist can hope to encounter in the near future. If we follow the advice given and keep ourselves updated with the current trends we will be able to better prepare for the future. And by doing so we can be more efficient by automating regular tasks that require minimum attention and improve our chances of survival in an AI, ML, Robot Recruiter and data driven world we are most certainly going to enter. Nevertheless, we are certain that you’ve always wondered about how to reduce the Gender Pay Gap then go ahead and review the discussion to get some of your queries resolved while still adding to your knowledge. Moreover, we’re sure you’d like to learn more and thus are looking for ways to be more of an active learner rather than a passive one then here is something that you can do right now in 2 simple steps, i.e.

  1. Follow us @Sourcingadda to gain real time updates to our upcoming activities and events
  2. a) Leave your views or requests to join these groups in our comments section below

OR

  1. b) DM us to @Sourcingadda with your name, WhatsApp. Contact no. and location

And one of our representatives will get back to you as soon as possible.

WhatsApp Group Chat – How to build an effective follow up with Candidates?

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Most Talent Acquisitionists prefer it when Candidates communicate their decision in a timely manner and so Candidates prefer when the same is reciprocated to them if they have been selected.  Many times Recruitment professionals don’t follow through from their end about a Candidates selection which comprises of a good Candidate experience. A candidate’s interview experience determines whether they will accept your offer and join your organisation after selection. A bad candidate interview experience or a prolonged interview may lead to an increase in offer dropout, joining or on boarding ratios.

Therefore the key to a successful hire when it’s a top choice candidate selection lies in answering the simple question, How to build an effective follow up with Candidates? And thanks to one of our Bangalore group members Varun’s topic suggestion on, “How to do an effective follow up with candidates?” We @SourcingAdda are able to be of assistance to answering crucial questions about hiring challenges by showcasing the conversation we had below for your reference.

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The discussion above was quite informative and insightful as the alternatives suggested are practical as well. Even though the recruitment field is evolving there are still certain aspects that don’t change like the company that offers a high CTC is most definitely going to win over the candidate. Additionally, there are a few things you can do like introduce a buddy program, be in touch with the offer candidate, get them to interact with the management team members if their profile requires them to work alongside with such individuals, you can arrange to meet the candidate for lunch or coffee based on the level that you are hiring for. If it’s a senior candidate get him involved in interacting with the respective stake holders of the company and invite him for any event that is happening at the company.

We are sure you’d like to know more about the Funniest Candidate Excuses for not attending an Interview and you probably know that these are of course just a few alternatives that you can utilise to improve the chances of catching the purple squirrels that you’d like to have as a part of your team. You might also come up with better alternatives to ensure a successful candidate interview experience so be sure to let us in on your alternatives in 2 simple steps, i.e.

  1. Follow us @Sourcingadda to gain real time updates to our upcoming activities and events
  2. a) Leave your views or requests to join these groups in our comments section below

OR

  1. b) DM us to @Sourcingadda with your name, WhatsApp. Contact no. and location

And one of our representatives will get back to you as soon as possible.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

WhatsApp Group Chat – Finding Talent in a Candidate Driven Market

Finding Talent in a Candidate Driven market is difficult enough without considering the percent of No Shows, Candidate Drop outs, on boarding dropouts and the list goes on. In addition to these challenges many organisations now have a tug of war for talented folks. Due to the hot competition of job opportunities earlier employers had the upper hand thus were able to get candidates to compromise on remuneration but the shift to the availability of good quality talent and desirable positions have created a candidate-driven market.

Many firms are now caught in a tussle where candidates get to choose their dream jobs giving them more bargaining powers with multiple offers at hand while employers battle it out to secure the best talent the market has to offer. Apart from these aspects, companies are now facing skilled talent on-boarding challenges. Firms such start-ups are left to compete with the cash-rich blue chips with their cushy benefits packages and job stability, whilst the blue-chips compete with the development opportunity, flexibility and culture of start-ups.

These aspects clearly indicate the shift in purple squirrel procurement as firms are left to battle it out with added employment perks to attract multi-skilled, super niche skills that are a rare encounter. Therefore we @SourcingAdda, realising this new development we conducted a discussion on, “Finding Talent in a Candidate Driven Market” in an attempt to find out more about the shifting trends and how to be prepared for them. And Thanks to one of our Bangalore group member’s Champa’s suggestion we are able to provide more clarity in the aspects that matter to you by sharing the conversations for your review below….1.jpg

On the basis of the discussion above and the aspects covered prior to the conversation we can say that we’ve managed to get good alternatives to catching those needle in the haystack candidates that many organisations are competing to on-board within their firms. To capture those purple squirrels is now relatively easy when utilising the right resources to catch niche skilled candidates. Some channels that can simplify recruiting is using channels like LinkedIn Connect, AngelList, GitHub, Kaggle (for ML | AI | Data Scientist) and Stackoverflow, if the results provided are insufficient you can always rely on methods like research or mapping to achieve similar results.

The changing trends observed require Talent Acquisitionist’s to invest more in becoming Talent Magnets and to remain abreast with the shifts therefore developing these skills is applicable in all types of companies be it small, medium or large corporations but when associated with small sized firms using PMS Tools or Methods provides promising results if implemented correctly. Additionally, you also want to know how to contribute more to such insightful discussions then there are a couple of things you can do immediately…

  1. Follow us @Sourcingadda to gain real time updates to our upcoming activities and events
  2. a) Leave your views or requests to join these groups in our comments section below

OR

  1. b) DM us to @Sourcingadda with your name, WhatsApp. Contact no. and location

And one of our representatives will get back to you as soon as possible.

 

 

 

 

 

 

 

 

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