You’ve probably heard about and are aware of Campus Placements but how much do you really know about Campus Placements? Can you honestly say that you have a clear understanding of Campus Placements? Well if you’re looking for more information or are interested in improving your knowledge about the same, then you’ve come to the right place.

Keeping this in mind, here are “Some Interesting Insights into Campus Placements. But before we go in to the nitty-gritty of things, it is important that we get a basic understanding of Campus Placements. So let’s begin by asking the basic question, What is meant by Campus Placements?

Meaning of Campus Placements

The term Campus Placements is also known as Campus Interviews. Hiring companies between the ranges of Small to large size usually hold such events, with an effort to meet their requirements and to provide job to fresh candidates who have completed their courses and might be on the lookout for obtaining employment. They select candidates that meet their requirements and that possess the skills, ability to work, capability, focus and aim. It is similar to a Career Fairs and is also known by another name i.e. Campus Recruitment.  Campus Placements have various types.

Types of Campus Recruitment

There are various types of Campus placements namely, On – Campus, Off Campus, Online Campus, Pool Campus Recruitment, Project Placement and Student Internships.

On Campus

When we talk about On Campus placements we are referring to the general Campus Recruitment where we have companies making a presence at an Educational Institute.

Off Campus

This type of recruiting is done by applying directly to company job specs and visiting the company websites.  A sub – type of this is Pool Campus Recruitment.

Pool Campus Recruitment

This form of recruitment is conducted within a group of colleges and is for students from different institutes. It is mainly conducted at a common institute or at a public place with several students attending that too form different institutes.

Online Campus

This basically refers to conducting interviews and interacting with potential candidates on a virtual platform, in layman’s language using the internet.

Project Placement

This is mainly done by companies with the objective of hiring students who need to conduct a project as part of their course structure in the interiors of the industrial environment.

Student Internships

As the name suggests, it is mainly done as an internship program where the selected students are recruited as interns rather than as an employee.

Objectives of Campus Placements 

Based on all the information mentioned so far, you can probably guess what these might be like but even so I’ll mention a few.

• Company Branding
• Build a Good Reputation
• Clarify doubts and rectify rumours spreading around about the company i.e. negative reviews
• Check out the skills and the kind of candidates in the current market

These are however just a few of the various advantages that companies, employers and recruiters have for conducting such events. You can probably add a few more or check out our other related blogs to learn some more about the various reasons why such events are held. Well you can always mention your views in the comments section.

Organisations constantly expand as is the process of growth and with that come certain challenges that one needs to tackle in the best way possible. They may have several reasons for conducting employee transfers but what are the many reasons for them to make these drastic changes and is there any substance to doing so? Are questions that keep cropping up to those of us who try to understand their standing on the same to better understand the industry we hold dear to us.

With that being said; we at Sourcing ADDA keep trying our level best to bring you relevant information about the latest happenings at the ground level in the recruitment fraternity. We do this to give you a more realistic picture of how the recruitment industry is progressing and evolving. The information thus shared keeps you updated so you are better prepared to deal with the changing trends. And thanks to one of our Mumbai Group members Rajaram’s participation we are able to share insights into topics that matter and one such discussion was conducted on, Reasons for Employee Transfers in an organisation so let’s take  look at the insights shared below for your perusal, we mean you the reader

 

 

The discussion above highlighted many reasons why firms transfer employees to different departments. Some of the commonalities portrayed are to avoid monotony in the work of an employee. They do this by opting for training interventions rather than transferring the employee. Others focus on up-skilling the employee’s skill which boosts the morale. Also, a transfer is applicable when based on an organisation’s requirements which maybe niche. In cases where churning an internal resource poses a huge challenge and investment; organisation’s usually resort to an external resource as an acceptable alternative. Another reason is organisation restructuring and other factors that lead to a transfer depend on the organisation’s dynamics like expansion, processes, projects, services, ageing, new technology etc. All in all, it is safe to assume that so long as the above parameters have been met the option of transfer or job rotation is based on such requirements.

More importantly as a close knit community we also provide assistance to members in their talent sourcing task as we have a platform where talented folk with the skills companies find hard to place available on our exclusive job posting groups. Where you’ll definitely find the talent you are looking for while obtaining workable alternatives to common challenges faced. You will learn about other tools and techniques Talent Acquisition folks like yourselves use to meet their placement targets. Apart from the not so obvious benefits mentioned you will learn a lot by participating in our regular activities. Therefore be sure to follow us @Sourcingadda and get real time updates to our upcoming activities and events. As several of our followers already know we look forward to your comments on the topic discussed so be sure to leave us yours. If you wish to become a part of our growing online community and remain tuned in to the latest happenings in the recruitment fraternity then register yourselves immediately today!

Being in the recruiting industry you’ve heard these terms a thousand times but how often have you stopped to wonder whether there is a difference between them or are the same. And if they are same why do we have so many different terms for the same reason? Well I’m not sure about you but I for one would like to know if there is any, Difference between Headhunters, Recruiters and Sourcers. Therefore, I’ve taken the liberty to answer these similar questions that most of us are also wondering. So let’s take it step by step and begin with how they are defined.

Definitions

If you wish to get a clear understanding of these terms it is important for you to understand the terms first. 

Headhunters

These are individuals that are hired by a third party corporation or company in order to locate suitable candidates possessing certain skills sets that aren’t easy to come by. These skill sets are harder to find and requires a certain background.

Recruiters

On the other hand a recruiter is an individual that is hired by a corporation or company to fill positions that crop up on regular bases within the organisation. The recruiter may be either employed at the organisation and work solely for that company or a third party recruiting organisation. These individuals may work within their own business or are usually a part of a larger staffing organisation.

Sourcers

These are individuals that are tasked with finding candidate details such as a specific name, title and or contact information of that particular person.

Now that we have a clear understanding of the terms we’ll be able to understand what the tasks these individuals are involved in are and this too might help you get a clear understanding.

How do they work?

Headhunters

For Headhunters, as mentioned earlier, these individuals usually take a proactive and an aggressive role in finding candidates and reach out to the ones directly if they find them suitable for the post. Such candidates are reached out and searched by headhunters. Their task usually consists of actively sourcing candidates and is completed once they get the candidate but these individuals aren’t involved in the recruiting process apart from locating candidates.

Recruiters

Recruiters on the other hand are involved throughout the recruiting process beginning from advertising job specs, scouting the desired talent, recruiting the right talent and introducing the new recruit’s to the company staff.  

Sourcers

Sourcers have a relatively similar role to the ones mentioned earlier but they are tasked to only source candidate details that are forwarded to recruiters to take the recruiting process to the other level. These individuals are present for a brief period of time i.e. they need only source candidates with the requirements and then recruiters handle it from there.

In a nutshell, a Sourcers role ends after a candidate has been sourced and shows an interest in the job offerings. Similarly a Headhunters role comes to a halt after a particular prospect has been located. While a Recruiters role begins at the application stage and only ends after an offer has been extended and /or accepted.

Hope this information was as useful as it was for me. Well I think it’s safe to say that, the difference between headhunters, recruiters and sourcers is clear now. If you have any suggestions or pointers that you’d like to add, do let us know via the comments sections.

On boarding selected talent requires them to go through a variety of processes before they are officially welcomed in to the new job role and Background Verification (BGV) is one such process that is conducted post joining or pre-boarding as per each firm’s preference. With the era of Biometrics and unique identification number (UID), one might wonder how difficult can it be to establish the credentials of an individual, truth be told; a lot, actually. Verifying credentials is a time consuming and lengthy process requiring accountability that many firms find difficult to in still in its employees.

BGV is a very important process that may have been overlooked due to the volume of workload many recruitment professionals cater too. Nevertheless there are firms that provide such a service to rule out any candidates BGV if missed. There still remains the question that how can this process be effectively implemented and the precautions surrounding it that need to be taken so you on-board reliable Talent, Lucky for you we Sourcing ADDA took it in our stride to bring you the information that will certainly help you with the processes involved that surround a successful Background Verification Process. And one of our Mumbai Group members Rajaram suggested we discuss about, Recruitment: Background Verification (BGV) Processes. As we wanted to get a clearer picture into the inner workings of such a service and shared below is what we uncovered that will be useful to you…

The insights shared are quite helpful to anyone interested in starting their own start-up firm or wishing to do a thorough background check on the new joinees. The views expressed give excellent guidelines on conducting such checks. It even highlights alternatives to consider if the company finds the task to be not feasible for them to do so and would rather outsource it altogether.

Furthermore it mentions which department the task falls under. It outlines what steps to take to go about achieving the desired results with the least amount of time taken to complete it or whom to approach to get it done at the earliest.

Additionally, while BGV is an essential part of the process of on-boarding you also need to consider other important aspects like Recruitment Metrics. Particularly the ones that matter to the investment department or even a simple matter of changing roles or job rotation impact the overall company growth and the workers development. These are some of the other aspects that new time wannabe start-up entrepreneurs would want to consider in their plans if any at all.

Also, a close knit community such as ours offers you some assistance in the key task of sourcing talented folk with the skills that companies find hard to place. Here you’ll definitely find the talent you are looking for and get workable solutions to common challenges faced or learn about tools or techniques other Talent Acquisition folk use to meet their placement targets. Apart from the benefits mentioned you will also get to learn a lot more by participating in our regular activities. Be sure to follow us @Sourcingadda to get real time updates to our upcoming activities and events. As several of our followers already know we are always looking forward to your comments on the topic discussed so make sure you leave us yours. To become a part of our growing online community and remain tuned in, to the latest happenings in the recruitment fraternity be proactive and register yourselves immediately today!

Preparing for interviews can be nerve wrecking for candidates as well as interviewers alike if either one isn’t prepared. There are certain things that are common knowledge but whether it is the right way to do things is something that doesn’t click either one in question.  We all agree that conducting interviews or seeking jobs isn’t something that we enjoy doing.

And research done on 200 candidates suggest that 80% agreed that if a recruiter arrives 10 minutes late it leaves a negative impression on potential candidates and the company the interviewer represents. Likewise interviewers don’t approve of the candidates communication ways. In addition to this 60% of fresh graduates don’t possess the communication skills to be successful. At such times what are the things the concerned individuals need to do well in advance before an interview. So here goes

For Candidates

There are a few things that can help candidates to prepare for a scheduled interview and assist them to get a better chance of being recruited.

Do your Research

This seems to be developing into a trend where candidates are concerned, as many of them generally don’t take time out to research about the company they wish to join or work for. If they take the effort to find out more about what the company is into and involved with this will set the candidate apart from the rest that have also applied for the post.

Prepare Questions    

This again is something that most candidates are afraid to do due to the misunderstanding that questions aren’t welcomed. The reality is that recruiters usually seek out individuals that ask questions because this helps them realise whether or not they have understood what the post calls for. This too helps them to determine the candidate’s problem solving ability.

Remember what your mother taught you

She may have been nagging and at times annoying, even irritating really but little did you know how important these same lessons would be in the near future. Remember her instructions, Sit up straight, Stand up straight, Look at me when I’m talking to you, Don’t interrupt me, when I’m talking to you do these sound familiar? Well you would do well to follow them as these are vital lessons that will definitely come in handy as these aspects are also observed at interviews.

For Interviewers

Well you too need to follow certain aspects and prepare yourself for the same as you are in fact representing the firm that you work for. So what are the aspects that you need to follow.

What kind of Questions to ask

Well you might want to stay away from questions that can lead to job discriminations. Hence questions about religion, marital status and children are a big No, No! You should probably refrain from such questions. These kinds of questions pose a threat to candidates looking for a work and family balance.

Know the Position Thoroughly

 As a recruiter it is absolutely essential for you to have proper knowledge about the position you seek to fill.  If you’re not clear about the requirements of the post the candidate isn’t going to like it when they have questions about the post that you can’t answer. This will automatically affect the reputation of the company you work for.

Therefore it is essential that you as a candidate or recruiter to be well prepared for the interview and to pay close attention to the aspects that have been discussed so far. These aspects are important if one wishes to speed up the recruiting process and to get employed fast.

It’s common knowledge to anyone into recruitment for a long time to know that recruitment is like sales. There have been discussions around the same that lead to similar conclusions. Having said that, have you wondered why so much emphasis is given to the Art of Persuasion? If so, did you get a satisfactory answer from your findings? Failing that, you can look to us as an alternative to get an answer that is more acceptable and down to earth.

As we at Sourcing ADDA a recruitment community took the liberty to full fill this curiosity ourselves thanks to Archana one of our Mumbai group member’s suggestions for our on demand discussion Wednesday activity. We conduct such discussions to explore with happens at the ground level and avoid any misconceptions from spiralling out of control on topics most talked about. Our discussion evaluated the Art of Persuasion based on the article on The Art of Persuasion in Sourcing & Recruitment which you can view here: https://t.co/YDNfXg4WpT to get a better perspective and decide for yourself. Also, mentioned below is what we discovered

Based on the thoughts expressed above we can safely conclude that just like everything has its pros and cons the same applies even to the concept of persuasion. And since recruitment is like sales it is essential for you to develop the soft skills required to bag that perfect hire for your organisation. Hence, persuasion is not just a skill to hone but also an art as it needs one to be extremely creative. If one is to ensure that the desired hire is on boarded; your organisation needs to provide such talent with offers that are more appealing to them, to resist declining your offer. Such a type of offer requires out of the box thinking not commonly found amongst the recruitment fraternity and is dominated by creativity. Coming up with an irresistible offer; especially one that makes it extremely difficult for talented folks to reject, is just as difficult but doable nevertheless. Therefore go ahead and bounce of ideas with your fellow colleagues to finalise on an irresistible offer. Make sure it is one that is essential to your potential hires requirements to make the on boarding process sail smoothly. And thus boost your organisations overall growth.

Also, as a close knit community we can be of assistance once you’ve joined us as the information shared within the groups can help scale your hiring needs and build pipelines of referral talent. To effectively leverage this amazing opportunity as a part of our community you need to be an active participant rather than a by stander. To reap the benefits you need to be more involved in our regular activities. Also be sure to follow us @Sourcingadda to get real time updates to our upcoming activities and events. As a loyal follower you would know that we always look forward to your comments on the topic discussed so make sure you leave us yours. To become a part of our growing online community and remain tuned in, to the latest happenings in the recruitment fraternity be proactive and register yourselves immediately!

A Recruiter’s tasks are cumbersome especially when trying to fill vacancies that keep cropping up at the firm you work for. You’ve probably realised by now how effective is social media for filling vacant positions at your firm. You’re even using Social Medias like Facebook to fulfil your hiring needs. But how much do you know about Facebook Groups? And has this question crossed your mind as yet, How to Recruit with Facebook Groups?

Well if it hasn’t than that’s great too as you can then improve the knowledge that you have about Facebook and its features. If your one of those few people thinking out of the box and haven’t yet got any answers then you are heading in the right direction. That means that you are one step ahead of some. So here’s how you can use Facebook Groups to meet your recruiting needs.

Form or Join Groups

There is a reason why I’ve brought this point up first, because the effectiveness lies in such groups. It’s common knowledge to form groups we do it when we complete our profile. So there are a few things that you should bear in mind where joining and creating groups is in question 

• Join Groups that are of interest to you
• Such groups usually have individuals with similar interests
• Form Groups based on your interests
• Join or form groups based on what your firm is involved in
• Company groups usually attract other firms hence you are likely to get influential people 

This will help you to build you’re brand and form important connections and build your connections as well.

Create Activity

If you thought just joining or forming groups does the job think again, you also need to post and create an activity too. When we talk about creating activity we mean you need to post. You can either start by posting, if you’re new to this, else respond to other people’s posts instead.  There are a few things to remember concerning the activity you create

• You can post images in any of the groups but add links and ask questions to get the audience engaged
• Similarly you can also post job specs in these groups and ask questions based on the job specs like, Do you know anyone who is looking for such a position, having the desired skills?   
• Apart from asking questions based on the image or the blogs if posted you can even add a poll to get the members to respond
• You can also post blogs if you’d like or written but here to ensure that you add links and questions
• Participate in forums across all the groups to get noticed
• Respond in a timely manner to comments posted by you or by others in the same or different groups

Posting job specs will get the ball rolling on your recruitment needs, as many individuals will have a better idea as to what kind of skills are expected as they too might have information about the job specs or might even have a friend or who knows someone looking for a job change.

Build Connections

Well forming and joining groups can be very effective in building new and fresh connections as you move forward in your career. Apart from connecting with long lost friends or far away relatives you can also build a solid connection base that you can always fall back on when you run out of candidates for a particular post. Here are some pointers to achieve success –   

• Invite like – minded individuals or ones with similar interests as you
• Invite companies that have similar products as you so you know who your competitors in a company group are
• Always respond to posts across all groups in a timely manner that will help build and receive more connections
• When not recruiting remain active in all your groups as far as possible

So there you have it, you have all the information you’ve been looking for. I hope this information was as helpful to you as it was for me. If you have any inputs or questions do let us know so that we can add them in our next post in the comments section.

Many organisations realise the various benefits of job rotation and are following this practice diligently as it helps workers develop multiple skills. It exposes them to have different experiences and learn multiple skills that facilitate job satisfaction thus improving retention. And all the while cross training them to perform multiple roles ensures you have substitutes to perform important tasks when ones availability is scarce. Furthermore it enables them to develop an overall positive outlook towards their jobs minimising the mundane nature of regular tasks. Studies conducted indicate that job rotation is perceived by employees in a positive sense. The resulting perception improves their productivity, fosters the perception of job security; affecting the firm’s growth. It even has the potential to retain top performers due to the variety of learning opportunities it provides them.

All of it is easier said than done and the reality may be completely different when viewed from the ground level. To get a sense of whether this is practically feasible we decided to get the perspectives from the recruitment fraternity family. One such community being @SourcingAdda, we looked to our members to get a more realistic picture and they sure did. And one of our Mumbai group members Rajaram suggested we discuss about the Impact of Job Rotation on Employees: Need, Versatility and Monopoly. Given below is what we discovered which is quite close to the benefits mentioned earlier on; so read on to verify it for yourselves

The insights shared in the discussion mentioned above are in line with the views highlighted earlier and like most scenarios it too has pros and cons. Nevertheless, the benefits are far more rewarding as compared to routine tasks, minimising overall learning and innovation. Moreover, it is essential for all of us to have an inclination towards change as that is certain even when everything else seems otherwise. Inculcating an accepting attitude towards change prepares us to evolve at an individual level and meet change head on. Furthermore, as a close knit community we can be of assistance one you’ve join us and help scale your hiring needs or build pipelines of talent. To be able to leverage this amazing opportunity of being a part of our community you need to be an active participant rather than a by stander. As it too has its own benefits that you will only be able to see once you get more involved in our regular activities. Also following us @Sourcingadda to get real time updates to our upcoming activities and events. If you’ve been following us this whole time then you know we always look forward to your comments on the topic discussed so be sure to leave yours. If you want to be a part of our growing online community to remain tuned to the latest happenings in the recruitment fraternity then be proactive and register yourselves immediately today!

Most individuals have an account with some or the other Social Media channel with Twitter being a popular one. Whether you are a Commoner or a Recruiter or a Sourcer you have to have connections. If not then you need to make connections. Especially if you have to select candidates with the desired calibre and skill sets for the vacancy.

So if you’re a Twitter user and you need to Source Candidates here are a few ways on How to double your Twitter Connections?

Complete your Profile

Ensure that you have a profile picture so that people can identify you, view other people’s profiles and take notes so that you can improve your profile. Choose your words wisely so that you can make a compelling bio data to attract more users because let’s face it we all want to get noticed.

Engage your Followers

Ensure that you tweet more, so that people can tweet you too. This will help you to build your connections. Keep posting so people follow you and when you have people following you make sure you follow them back. Pay attention to Twitter Analytics to find out what topics interests your audience. Once you know that then be sure to Tweet the same. Besides you can post content in any media form videos, blogs, images, quotes, poles etc. to keep your followers engaged. Sometimes even a simple thank you Tweet to new followers or favourites and retweets received can be engaging. For similar tasks you can use tools like Commun’it to schedule such Tweets on a weekly basis for instance.

Find new Followers

Use your present connections to search for Talent or in turn build your connections. Also look for and follow more people with similar interests. As they will most definitely be following people who are like minded who you can follow to grow your connections once they follow you back. Don’t restrict your- self to individuals within your profession especially since you have to be on the lookout for Sourcing Talent across different fields.

Get Involved  

It is essential for you to join in on weekly Twitter Chats and tweet your connections regularly. Tweeting on a monthly basis too will help people to get to know you better and they will in return tweet and follow you as well. By implementing these simple tips you will improve your Twitter Connections twice fold and you are likely to be noticed not just by your connections but by Talent Acquisitionists as well. This will enable you to get a pool of qualified individuals that will boost your Recruiting and Sourcing process. If you found this interesting then you will also like the Social Media Recruiting strategy.

The rapidly evolving business landscape and the fluctuating economy affect’s businesses and by default the Human Resource Management Department as well. Given such developments it’s expected that the Human Resource Department will continue to face evolving challenges in the years to come. And as a Non – Revenue Generating Department are expected to provide justification for it. Additionally, ROI and investment justifications which can be difficult to respond too as talent selections are quite volatile in nature due to the dependency of multiple variables present.

To get some clarity on the subject and to get implementable solutions that facilitate better explanations and justifications; we @SourcingAdda took the initiative to conduct our on demand discussions on, Challenges faced by HR Heads or Managers as a Non Revenue Generating Department upon the suggestion of one of our Mumbai group member’s Rajaram. And mentioned below for your perusal is what we uncovered…

From the perspectives shared above we can safely construe that there are always ways to try and get your point across by backing up your views and expressing them in a practical way. It helps one to view the entire process in a similar way rather than in a selective negative or positive view. It minimises any misinterpretations and helps one to think differently giving you a different outlook that is more realistic and acceptable. Therefore, for it to be effective it should be conveyed in a similar line of thought to the top management. As it fosters a different outlook enabling them to look at things as they stand in a realistic manner. It can thus persuade the management to be more receptive to your point of view in a practical and more acceptable manner.

If it still doesn’t provide the outcome you hope to achieve then applying the above mentioned alternatives particularly by giving specific details as much as possible that justifies your investment can do wonders to your career and the organisation as a whole. Also focus on the other aspects that are interrelated to the concept to back your justification e.g. Employee engagement, candidate experience, etc. alternatively, provide a different outlook that justifies your investments as mentioned earlier or you can utilise the information and solutions shared to help you derive alternatives and thus achieve the desired results from the Revenue Management Team. But when all is said and dusted you need to realise that they too are answerable to the top management. Therefore ensure you give them a perfectly valid reasons that help them covey the same to the top management. In so doing you are indirectly helping yourself and the organisation as a whole. As always we look forward to your comments on the topic discussed so be sure to leave your perspectives in our comments section below. If you wish to be a part of our online community to remain tuned to the evolving trends within the recruitment fraternity then be proactive and register yourselves immediately today. Our platform provides you with real time insights from thought leaders within the recruitment sphere offering solutions that worked for them on topics discussed that address various key challenges faced.  These exceptional individuals are here to share their live experiences on several recruitment related topics, share tips on different methods used for specific types of hiring. Additionally, they will enable you to fine tune your strategy and assist you in capturing hard to find talent at scale. As a member you have an option to leverage it to maximise your connections and thus grow your referral pipeline.