In a world where things are changing rapidly, Talent Acquisition professionals face many challenges such as finding purple squirrels, trying to overcome high turnover rates, appealing to Talent looking for culture fit, retaining Talented folks and managing higher compensation demands are some of the many scenarios they encounter and handling them is another hassle.

Fortunately, we @SourcingAdda realize this change and are focused on providing possible ways to overcome such challenges and thanks to one of our Bangalore group member’s Champa’s suggestion to discuss, How to manage higher compensation demands of candidates? we are able to be of some assistance.Therefore, we’ve provided the conversation hereunder for your review…

Talent Acquisitions encounter various types of candidates on a regular basis and dealing with candidates can be difficult especially when they ask for higher compensations that are unrealistic and are adamant about the compensation. So how does one tackle such candidates is what was addressed in the conversation above. Many practical alternatives were mentioned like mapping out your competitor’s company salary their company salary and the candidates’ current CTC to get an idea as to whether the compensation asked is reasonable or unreasonable. Moreover, you can add different types of compensations as incentives to attract the desired candidate and get them to join your company like providing Restricted Stock Units (RSU), Employee Stock Purchase Plan (ESPP), Employee Stock Ownership Plan (ESOP), Hiring, Attendance, Sign-On or Signing Bonuses that can improve the Joining ratio. Other aspects like the skills that you are acquiring from onboarding a prospective candidate is another aspect to consider where compensation is concerned. If the purple squirrels you are onboarding are multi-talented folks or exceptional ones and stable as well then shelling out that extra cost seems worth your while and quite reasonable.

Therefore, focusing on the aspects mentioned in the discussion can help you make a better hiring decision that can add to the company’s growth and meet the firm’s ROI. If the candidate is still not convinced then knowing How to handle Offer rejects, Client Feedback & Passive Candidates? It can help you deal with different types of candidates and also land some of them as a successful hire at your firm. Based on the inputs shared I think it’s safe to say that the discussion was informative and we are certain that you’d like to know how you too can contribute to these discussions. So here’s what you can do right now 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.

Many organizations are constantly looking for talented folk to onboard with little to less focus on the consequences of Hiring Managers Insisting on Immediate Joiners. Most firms have a 3 month Notice Period while insisting on candidates being immediate joiners. Moreover, both parties have a preference for Talent to enter and exit a company on a good note. So how does one especially Job seekers find the middle ground in these extreme and contradictory cases where a job change is concerned?

Realizing this concern we @SourcingAdda  conduct discussions that address the concerns of Talent Acquisitionists like yourselves; caught between meeting hiring requirements within a specific time frame and finding those had to get purple squirrels competitors are also looking for. Sounds complicated, isn’t?  Nevertheless, there are few things that can smooth out the hiring processes for both Recruiters as well as for Candidates. Luckily, our discussion addressed this particular concern with the topic, Consequences of Hiring Managers Insisting on Immediate Joiner, on 2 aspects namely;

1) How does it affect the recruitment lifecycle?

2) Suggestions for proactive ways to address this situation

Thanks to the suggestion by one of our Delhi group member’s Uma wherein we will be disclosing the chat below for your review…

The discussion above clearly indicates that there are always consequences when urgency is implemented and in this case, candidates joining immediately. Candidates can opt for buying out their notice period but it is essential that they have a smooth entry and exit at every stage of their career. And it also applies to companies as well so preference should be given by both at both stages. Moreover, haste in hiring may have other adverse effects on the organization in terms of extra efforts and additional time to rehire, or the hiring may cause one to remain disengaged with their colleagues, or the candidate requiring more time of training if the training is not effective. And insisting on urgency in joining when the clients show the opposite may lead to a talented catch being lost to a competitor and their company’s growth.

Therefore, the focus should be on all the aspects mentioned for the hiring process to be smooth sailing. More importantly, we’re sure you’d like to know more about the Tools to Automate the Employee Referral Program and 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.

Many organisations are constantly looking for talented folk to on board with little to less focus on the consequences of Hiring Managers Insisting on Immediate Joiners. Most firms have a 3 month Notice Period while insisting on candidates being immediate joiners. Moreover both parties have a preference for Talent to enter and exit a company on a good note. So how does one especially Job seekers find middle ground in these extreme and contradictory cases where a job change is concerned?

Realising this concern we @SourcingAdda  conduct discussions that address the concerns of Talent Acquisitionists like yourselves; caught between meeting hiring requirements within a specific time frame and finding those had to get purple squirrels competitors are also looking for.  Sounds complicated, isn’t?  Nevertheless there are few things that can smooth out the hiring processes for both Recruiters as well as for Candidates. Luckily, our discussion addressed this particular concern with the topic, Consequences of Hiring Managers Insisting on Immediate Joiner, on 2 aspects namely;

1) How does it affect the recruitment lifecycle?

2) Suggestions for proactive ways to address this situation

Thanks to the suggestion by one of our Delhi group member’s Uma wherein we will be disclosing the chat below for your review…

The discussion above clearly indicates that there are always consequences when urgency is implemented and in this case candidates joining immediately. Candidates can opt for buying out their notice period but it is essential that they have a smooth entry and exit at every stage of their career. And it also applies to companies as well so preference should be given by both at both stages. Moreover, haste in hiring may have other adverse effects on the organisation in terms of extra efforts and additional time to rehire, or the hiring may cause one to remain disengaged with their colleagues, or the candidate requiring more time of training if the training is not effective. And insisting on urgency in joining when the clients show the opposite may lead to a talented catch being lost to a competitor and their company’s growth.

Therefore, focus should be on all the aspects mentioned for the hiring process to be a smooth sailing. More importantly we’re sure you’d like to know more about the Tools to Automate the Employee Referral Program and 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.

Candidate Market Mapping is a popular technique that most organizations are implementing into their hiring process as a way to identify where potential prospects are available and in which industry. Although, we as Talent Acquisitionists have come across the term how many of us are actually familiar with it, it is a question we @SourcingAdda are trying to gain better clarity to its understanding.

And we are thus able to do so thanks to one of our Bangalore group members Omar who suggested we discuss on, What are the best ways to do Candidate Market Mapping? We are sure you’d like to review what we’ve learned about it and update yourselves simultaneously hence we’ve highlighted the same below…

The conversation above has clearly highlighted the ways in which you can conduct your own Candidate Market Mapping. It has even showcased the benefits of conducting a successful Candidate Market Mapping. The inputs shared can help you in formulating one yourself to meet your specific requirements. Moreover, it was very insightful on the aspects to be considered and why these particular aspects are important. When implemented correctly it can help Talent Acquisitionist’s like you get better results when an updated technique is utilized. Additionally, it even clarifies any queries one may have had about the topic discussed thus gaining a clear understanding of the concepts highlighted.

Well, we’re sure you’d like to know more about the Opportunities for Recruitment professionals after 15 yrs. of experience if you’ll are also focused on long term career opportunities. If yes, then this information will definitely be of assistance and give you an idea about what roles you can opt for in the near future. Besides, you can get first- hand and up to date information about these concerns if you’re already part of our groups. If not then here’s how you too can gain such insights 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.

Candidate Market Mapping is a popular technique that most organisations are implementing into their hiring process as a way to identify where potential prospects are available and in which industry. Although, we as Talent Acquisitionists have come across the term how many of us are actually familiar with it, is a question we @SourcingAdda are trying to gain better clarity to its understanding

And we are thus able to do so thanks to one of our Bangalore group member’s Omar who suggested we discuss on, What are the best ways to do Candidate Market Mapping? We are sure you’d like to review what we’ve learned about it and update yourselves simultaneously hence we’ve highlight the same below….

The conversation above has clearly highlighted the ways in which you can conduct your own Candidate Market Mapping. It has even showcased the benefits of conducting a successful Candidate Market Mapping. The inputs shared can help you in formulating one yourself to meet your specific requirements. Moreover it was very insightful on the aspects to be considered and why these particular aspects are important. When implemented correctly it can help Talent Acquisitionist’s like you get better results when an updated technique is utilised. Additionally, it even clarifies any queries one may have had about the topic discussed thus gaining a clear understanding of the concepts highlighted.

Well we’re sure you’d like to know more about the Opportunities for Recruitment professionals after 15 yrs. of experience if you’ll are also focused on long term career opportunities. If yes, then this information will definitely be of assistance and give you an idea about what roles you can opt for in the near future. Besides, you can get first- hand and up to date information about these concerns if you’re already part of our groups. If not than here’s how you too can gain such insights 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.