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.

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 Acquisitions. 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 Acquisition.

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 organizations 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 into 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 organization 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 television if present in the office cafeteria. Apart from all of these aspects mentioned even giving 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, realize 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 onboarding candidates that may quit the organization 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.

In today’s hyper-connected digital world and the pace at which technology is evolving; keeping up is next to impossible especially since the response time has become instantaneous. Add to that most organizations have a lot of tasks that require HRs to spend valuable time on multiple tasks. They are expected to micromanage even redundant tasks thus affecting their productivity. A development such as this increases the complexity of tasks leaving HR and Talent Acquisitionists alike overwhelmed with the magnitude of the tasks allotted.

Developments like this make simple tasks complex to finish within a fixed time frame hampering productivity. It is therefore essential for organizations to review the tasks allotter at regular intervals to identify the redundant tasks. By doing away with such inefficient tasks it frees up more time to focus on the core tasks that actually have an impact.  In such a scenario utilizing different IT Techniques that can simplify the HR, the process becomes important. For this reason, we @SourcingAdda conducted a discussion upon the suggestion of one of the Pune group members Shweta where we discussed the Different IT Techniques used by HR to simplify the HR process. If you’re wondering what was discussed and whether you’d be able to review the thoughts expressed due to your absence then you’re right. We’ll be disclosing the chat for your reference, so let’s begin…

The chart above clearly shows the insights that were shared from which we can safely conclude that it was an informative discussion. The insights shared were thought-provoking making HRs and Talent Acquisitionists alike think about how they can be more efficient and productive in their work. Sometimes the simple and the minute things that we overlook to have the potential to make all the difference to the tasks to resume.

If you’ve found this discussion insightful then you’ll be interested in how to safeguard the current & future business prospects as Consultants? After all of the information we shared that you’ve reviewed and evaluated if you’d like to be an active learner and join our WhatsApp groups then here’s what you can do in 2 simple steps

1. Follow us @Sourcingadda to gain real-time updates to our upcoming activities and events such as the Talent Acquisition Summit
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.

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 Acquisitions 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 the 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.

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.