Effective Outbound Recruiting Strategies

The recent developments in the recruiting field have resulted in the crowding of Social Media with posts which can affect the quality of hires. So as an alternative to this, recruiters can take advantage of traditional methods that seem to be fading out. One such strategy is that of outbound Recruiting. The outbound recruiting strategy never grows old; as if all other methods fail, recruiters can always rely on the outbound process for their recruitment needs.

So recruiters can look at the outbound recruiting strategies as a safety net to fulfill your requirements. These are very effective ways to build your company’s branding and even get the word out of your company and its products. So let’s find out more on these strategies that seem to be the answer to our recruitment issues.

Leverage the right people

When we talk about leveraging people, we are referring to individuals that were part of or within your organizations having a significant or a relatively important place in your company or individuals that are a part of the institute where you wish to conduct your campus recruitment.  For instance, alumni from that same institute or employees or interns from your company can have an impact on the applicants. Aside from this even if you have former students as your employees or interns holding the sessions that too can affect the candidate’s attitude towards your company.

Using Existing Platforms

Existing platforms such as your company’s website and of course social media that aren’t as crowded as the popular ones can also impact a potential recruit’s attitude to your company. You can also use popular media if you get responses. So make sure that all these platforms have positive content on them at all times and is updated from time to time, so that they promote a healthy attitude towards you and your company. As this too affects the quality of candidates you receive.

Have a Personalised Strategy Ready

Research has proven that students are likely to respond to personalized methods of connecting to them for a particular job opportunity. You can also use frequently used job portals to meet your requirements, even though it is an online mode of communicating your job vacancy and that too a cost-effective one, I presume.  Make use of a resume book database or an institute’s resume book database. When emailing such potential recruits, ensure that you do it directly from your company; it makes a big difference in their perception of your company.

Hold Company Presentations

This is a great way to get to know potential candidates, as they have a chance to interact with you on a first-hand base and get all their queries or doubts resolved immediately. Besides students will respond better to your campus recruitment in the future as they have met the company representatives. So whenever you do hold a campus recruitment session, make sure you inform the ones who questioned as they are the ones who are sure to respond and notify their friends who are seeking a similar job opportunity. When conducting a presentation ensure that you have the right people, as this plays a major role in the impact that you have on potential recruits as a company looking to recruit talented individuals.

Career Fairs

This is another interesting technique that can yield good results. It is relatively similar to campus recruitment but the difference lies in the participation of several companies from different fields ranging from small, medium to large-sized. So your competitors increase, thus, limiting your chances of capturing the right talent with the desired qualifications. Nevertheless, it’s a great platform to build a reputation so that the next time you participate in one, you are likely to receive a better response nonetheless.

Therefore, make sure to use these alternative techniques to capture talented individuals that best suit your needs and to boost your selection process of recruiting. This is a nice opportunity to take advantage of, especially since most companies prefer to scout for candidates using social networking sites rather than making use of the traditional methods that can still be applied for the same purpose. To end on a positive note here’s something to think about, “Opportunity; is missed by most people because it is dressed in overalls and looks like work” – Thomas A. Edison. If you have any views do post them in the comments section and we’ll be glad to add them in.

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WhatsApp Group Chat – Ways to Tap Passive Candidates

Taping desired talent with the credentials that you require to fill a vacancy at your organisation can be difficult to do but possible even if they are passive candidates. The frequency with which Social channels are utilised to tap talent has increased considerable due to obvious reasons. When one is sourcing for candidates online it is like searching for a needle in a haystack. Nonetheless the real question is how to capture passive candidates that are not actively seeking a job change especially on Social Media.

If you’ve exhausted all your resources to tap talented folk then utilising Social channels is a good option. And if you’re wondering how you can tap such talent then we @SourcingAdda can be of assistance as our popular Wednesday discussion addressed the very question you had that lead you to this post. And thanks to one of our Bangalore group member’s Varun who suggested we discuss on, “Ways to Tap Passive Candidates” we are able to assist you adequately. Therefore let’s find out what was disclosed and add to our learning as well so let’s begin….

Tapping Passive talent online using digital channels isn’t an easy process as highlighted in the conversation above but with the patience and perseverance even capturing online talent can be mastered. Some of the things that you can do to be successful tap into your network on social channels, wait for an opportunity to present itself and then be sure to use it well. Don’t underestimate the simple communication processess we use on a daily basis and use age old techniques to build a rapport and ease the task of on boarding passive talent. Utilise resources that are at your disposal to build pipelines of qualified talent such as LinkedIn; a professional platform. Interact and build relations on such platforms. Sometimes the simple resources or mediums can become a gold mine for Talent Acquisition only if you thought to use it and went about it in a creative manner.

 

The insights shared have lots of useful tactics that you can utilise to capture the talent you desire so be sure to use it now that you’ve learnt about it through the discussion. We’re certain that you’d like to know more about the techniques used to reduce no show of candidates since the discussion was very helpful. And if you’d like to know how you can contribute more, then here’s what you can do in 2 simple steps, namely…

  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.

 

 

 

 

 

 

 

 

 

WhatApp Group Chat – Ways to create Boolean Searches to improve the Quality of profiles

Boolean Searche.jpgTalent Acquisitionist’s are constantly searching for the desired talent and are looking for ways to capture such talent. Recruiters when Sourcing for Top Talent need to make tweaks to the search strings created to improve the quality of profile results. But what tweaks need to be done to get the desired results; that’s the question?

The Discussion conducted by @Sourcingadda on the WhatsApp groups addressed this very query. And we’re sure you’re just as curious as one of our Bangalore group member Hillole who suggested we have a discussion on, “Ways to create Boolean searches to improve the quality of profiles” And here’s what we uncovered thanks to the insights shared by our members so let’s find out….

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The discussion attached above shade some light on the different variations that one can use when creating search stings to get the desired results. Souring for talented candidates isn’t easy and to catch them you need to be very creative when using key words in a search string. You have to keep modifying your search strings and the key words used to get the desired results. We hope the inputs shared can help you further in modifying your searches to enable you to catch those purple squirrels you need for your organisations.

If you’ve found these insights interesting then you’d like to know more about the Different IT Techniques used to simplify the HR Process for HR which is quite handy. And now that you’ve read this far and have added to your learning then we’re sure you’d like to know how you can be an active contributor and learner then here’s what you can do  in 2 simple steps, namely…

  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 – Techniques used in the Retention of key performers

Most businesses are well aware of the fact that retaining key performers is no longer a matter of their least concern if anything its absolutely essential to the company’s growth especially since such talent is not easy to come by. Moreover, the success and longevity of a business in today competitive business environment depends on employee retention. It begins and ends with the retention of not just employees, but key performers as well. Given that high replacements; costs a company one-fifth of that worker’s salary.

We @SourcingAdda realise the implications of losing key performers and their impact on organisational growth and success. And have therefore created a discussion platform that addresses the common challenges todays HR fraternity faces so as to arrive at possible solutions to overcome them. And thanks to one of our Bangalore group member’s Champa who suggested we discuss on, “Retention of key performers; an important metric for HR in each of the company’s today and the different techniques used in retaining high performers?” We have disclosed the insights shared for your review in an attempt to provide assistance in the area of concern here under…

The conversation above certainly has a lot of interesting insights to offer on the challenge of retaining high performers which if implemented appropriately can be very effective in overcoming this challenge. Such as having an open door policy, a 360 degree feedback, regular appraisal cycle or maintaining a list of key performers to whom you can present awards is a good tactic to facilitate key performers retention. Most of the time, such individuals usually leave due to the company culture so ensuring that your culture is in keeping with a key performers expectations is essential. Sometimes even if the culture is good but the growth opportunities are limited is another reason why your high performers leave your organisation. In such a scenario, creating new growth opportunities that are different from the ones they are already apart of can enable the retention of high performers as it gives them something new to add to their learning.

The aspects mentioned above have proven instrumental in the retention of not only employees but also in the retention of key performers in some organisations. Therefore inculcating these techniques in your organisations employee retention plan can be very effective to you too. Moreover, you should know that key performers retention is just one of the many challenges we’ve addressed in our regular discussions so you might also find Positions in demand within the IT sector & the challenges with finding skilled Talent an interesting read  with tips you can be sure to incorporation in your organisation’s recruiting plans. If your interest lies more towards first – hand information about the trending topics then here’s what you can do in 2 simple steps; namely,

  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 Web 2.0 Toolkit helps Organisations to Attract Passive Talent?

There are several software applications available that integrate most commonly used tools that simplify the task for the users which are user friendly especially for Talent Acquisitionist’s like you. Although software does in fact make collaborating with others easy with multiple app. access integration they can be a novice’s worst nightmare when things go array. Therefore, knowing how to effectively work with it and to avoid any malware attacks makes it important to get a general background from people with usage experience.

Foreseeing this to be a common challenge we @SourcingAdda decided to conduct a discussion to be able to assist Talent Acquisitionists like you. And Thanks to one of our Mumbai group member’s Dinesh’s suggestion that we discuss on, “How Web 2.0 toolkit helps organisations to attract Passive Talent?” we are able to be of some assistance. Therefore we have highlighted the conversation we had below for your review…

Based on the views expressed in the conversation above I think it is safe to say that the insights shared were quite helpful. It gave us good tips on why we too can implement it and achieve similar results. And if it doesn’t work we can always use the general methods to still get if not the same result but a similar one. This is why we are certain that you would also be interested in knowing more about How to Motivate the Interview Panel and Improve their Effectiveness. And having found this information helpful we are certain that you would want to get first- hand and up to date information about such concerns then here’s what you too can do to gain the upper hand with valuable insights like these in 2 simple steps; namely,

  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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