Recruitment is hard work; add to that the limited availability of Top Tier Talent wherein the competition for the same talent is already high without competitors competing for the same talent acquisition. Moreover most Recruiters are expected to do reactive hiring which cut shorts the time required to source purple squirrels; as you are unable to focus on developing strategic initiatives such as candidate experience and team collaboration.
Considering this scenario we @SourcingAdda have tried to find out other hiring challenges like product hiring and have come up with possible solutions to overcoming them. And we are able to do that thanks to one of our Pune group member’s Milind for suggesting we discuss on, “Product Hiring Challenges, Solutions & Difference between Product and Services Hiring. We have even highlighted the insights we arrived at during the discussion which are mentioned under for your review….
From the discussion above we can conclude that you need to do your research about the role, gather knowledge about the job role from hiring managers and operational heads to get a general and basic idea about it and proceed to Sourcing Talent appropriately. Also focus on getting information about the product functionality, what are the different end customers, if it’s a large scale or an enterprise product and who may be the competitors for this product.
Once all of this is in place you can then attain Product hiring talent through employee referrals, job portals and social media channels which are a good source for sourcing talent. Some other means of attracting talent is by creating alerts on different channels based on your strings and the logic you applied, posting in different types of Whats App groups that cater to specific or all types of talent, following similar companies, creating and presenting attractive job specs and sharing them through different channels, events and meet ups are good options to consider when meeting your requirements.
Moreover, a lot of the hiring decisions are made by hiring managers and operational heads. And although you think you’ve got the right talent and a great hire; you need to realise that a candidate is only as good as a hire provided the decision maker selects the talent presented. This is another aspect most Talent Acquisitionists like you tend to overlook.
Additionally, we’ve discovered another equally challenging profile being hiring for a Product Design team. The talent available for this profile is very less in quantity but with great quality. And these folks are more aligned towards the B2C space thus it makes B2B a difficult terrain to find talent inclined to this stream. The general difference between Product and Services Hiring is quite simple the focus is on quantity rather than quality.
Along similar lines we are certain that you would like to know more about the Different Ways to Conduct Post Offer Candidate Engagement having found this information helpful. And if you want to get first- hand and up to date information about such concerns then here’s how you too can gain the upper hand with such insights in 2 simple steps; namely,
- Follow us @Sourcingadda to gain real time updates to our upcoming activities and events
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- b) DM us to @Sourcingadda with your name, WhatsApp. Contact no. and location
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