Most Talent Acquisitionists prefer it when Candidates communicate their decision in a timely manner and so Candidates prefer when the same is reciprocated to them if they have been selected. Many times Recruitment professionals don’t follow through from their end about a Candidate selection which comprises a good Candidate experience. A candidate’s interview experience determines whether they will accept your offer and join your organization after selection. A bad candidate interview experience or a prolonged interview may lead to an increase in offer dropout, joining or onboarding ratios.

Therefore the key to a successful hire when it’s a top choice candidate selection lies in answering the simple question, How to build an effective follow up with Candidates? And thanks to one of our Bangalore group members Varun’s topic suggestion on, How to do an effective follow up with candidates? We @SourcingAdda are able to be of assistance to answering crucial questions about hiring challenges by showcasing the conversation we had below for your reference.

The discussion above was quite informative and insightful as the alternatives suggested are practical as well. Even though the recruitment field is evolving there are still certain aspects that don’t change like the company that offers a high CTC is most definitely going to win over the candidate. Additionally, there are a few things you can do like introduce a buddy program, be in touch with the offered candidate, get them to interact with the management team members if their profile requires them to work alongside with such individuals, you can arrange to meet the candidate for lunch or coffee based on the level that you are hiring for. If it’s a senior candidate get him involved in interacting with the respective stakeholders of the company and invite him for any event that is happening at the company.

We are sure you’d like to know more about the Funniest Candidate Excuses for not attending an Interview and you probably know that these are of course just a few alternatives that you can utilize to improve the chances of catching the purple squirrels that you’d like to have as a part of your team. You might also come up with better alternatives to ensure a successful candidate interview experience so be sure to let us in on your alternatives 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.

Most Talent Acquisitionists prefer it when Candidates communicate their decision in a timely manner and so Candidates prefer when the same is reciprocated to them if they have been selected.  Many times Recruitment professionals don’t follow through from their end about a Candidates selection which comprises of a good Candidate experience. A candidate’s interview experience determines whether they will accept your offer and join your organisation after selection. A bad candidate interview experience or a prolonged interview may lead to an increase in offer dropout, joining or on boarding ratios.

Therefore the key to a successful hire when it’s a top choice candidate selection lies in answering the simple question, How to build an effective follow up with Candidates? And thanks to one of our Bangalore group members Varun’s topic suggestion on, How to do an effective follow up with candidates? We @SourcingAdda are able to be of assistance to answering crucial questions about hiring challenges by showcasing the conversation we had below for your reference.

The discussion above was quite informative and insightful as the alternatives suggested are practical as well. Even though the recruitment field is evolving there are still certain aspects that don’t change like the company that offers a high CTC is most definitely going to win over the candidate. Additionally, there are a few things you can do like introduce a buddy program, be in touch with the offer candidate, get them to interact with the management team members if their profile requires them to work alongside with such individuals, you can arrange to meet the candidate for lunch or coffee based on the level that you are hiring for. If it’s a senior candidate get him involved in interacting with the respective stake holders of the company and invite him for any event that is happening at the company.

We are sure you’d like to know more about the Funniest Candidate Excuses for not attending an Interview and you probably know that these are of course just a few alternatives that you can utilise to improve the chances of catching the purple squirrels that you’d like to have as a part of your team. You might also come up with better alternatives to ensure a successful candidate interview experience so be sure to let us in on your alternatives 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.

Finding Talent in a Candidate Driven market is difficult enough without considering the percent of No Shows, Candidate Dropouts, onboarding dropouts, and the list goes on. In addition to these challenges many organizations now have a tug of war for talented folks. Due to the hot competition of job opportunities, earlier employers had the upper hand thus were able to get candidates to compromise on remuneration but the shift to the availability of good quality talent and desirable positions have created a candidate-driven market.

Many firms are now caught in a tussle where candidates get to choose their dream jobs giving them more bargaining powers with multiple offers at hand while employers battle it out to secure the best talent the market has to offer. Apart from these aspects, companies are now facing skilled talent onboarding challenges. Firms such start-ups are left to compete with the cash-rich blue chips with their cushy benefits packages and job stability, whilst the blue-chips compete with the development opportunity, flexibility and culture of start-ups.

These aspects clearly indicate the shift in purple squirrel procurement as firms are left to battle it out with added employment perks to attract multi-skilled, super niche skills that are a rare encounter. Therefore we @SourcingAdda, realizing this new development we conducted a discussion on, Finding Talent in a Candidate Driven Market in an attempt to find out more about the shifting trends and how to be prepared for them. And Thanks to one of our Bangalore group member’s Champa’s suggestion we are able to provide more clarity in the aspects that matter to you by sharing the conversations for your review below…

On the basis of the discussion above and the aspects covered prior to the conversation, we can say that we’ve managed to get good alternatives to catching those needle in the haystack candidates that many organizations are competing to on-board within their firms. To capture those purple squirrels is now relatively easy when utilizing the right resources to catch niche skilled candidates. Some channels that can simplify recruiting are using channels like LinkedIn Connect, AngelList, GitHub, Kaggle (for ML | AI | Data Scientist) and Stackoverflow, if the results provided are insufficient you can always rely on methods like research or mapping to achieve similar results.

The changing trends observed require Talent Acquisitionist’s to invest more in becoming Talent Magnets and to remain abreast with the shifts, therefore, developing these skills is applicable in all types of companies be it small, medium or large corporations but when associated with small-sized firms using PMS Tools or Methods provides promising results if implemented correctly. Additionally, you also want to know how to contribute more to such insightful discussions then there are a couple of things you can do immediately

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.

Finding Talent in a Candidate Driven market is difficult enough without considering the percent of No Shows, Candidate Drop outs, on boarding dropouts and the list goes on. In addition to these challenges many organisations now have a tug of war for talented folks. Due to the hot competition of job opportunities earlier employers had the upper hand thus were able to get candidates to compromise on remuneration but the shift to the availability of good quality talent and desirable positions have created a candidate-driven market.

Many firms are now caught in a tussle where candidates get to choose their dream jobs giving them more bargaining powers with multiple offers at hand while employers battle it out to secure the best talent the market has to offer. Apart from these aspects, companies are now facing skilled talent on-boarding challenges. Firms such start-ups are left to compete with the cash-rich blue chips with their cushy benefits packages and job stability, whilst the blue-chips compete with the development opportunity, flexibility and culture of start-ups.

These aspects clearly indicate the shift in purple squirrel procurement as firms are left to battle it out with added employment perks to attract multi-skilled, super niche skills that are a rare encounter. Therefore we @SourcingAdda, realising this new development we conducted a discussion on, Finding Talent in a Candidate Driven Market in an attempt to find out more about the shifting trends and how to be prepared for them. And Thanks to one of our Bangalore group member’s Champa’s suggestion we are able to provide more clarity in the aspects that matter to you by sharing the conversations for your review below….

On the basis of the discussion above and the aspects covered prior to the conversation we can say that we’ve managed to get good alternatives to catching those needle in the haystack candidates that many organisations are competing to on-board within their firms. To capture those purple squirrels is now relatively easy when utilising the right resources to catch niche skilled candidates. Some channels that can simplify recruiting is using channels like LinkedIn Connect, AngelList, GitHub, Kaggle (for ML | AI | Data Scientist) and Stackoverflow, if the results provided are insufficient you can always rely on methods like research or mapping to achieve similar results.

The changing trends observed require Talent Acquisitionist’s to invest more in becoming Talent Magnets and to remain abreast with the shifts therefore developing these skills is applicable in all types of companies be it small, medium or large corporations but when associated with small sized firms using PMS Tools or Methods provides promising results if implemented correctly. Additionally, you also want to know how to contribute more to such insightful discussions then there are a couple of things you can do immediately

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.

Given that the Millennials form the largest generation of the workforce retaining them is that much more difficult especially since multiple reports show that they are switching jobs more often than the previous generations. According to Gallup, 60% of Millennials are open to new job opportunities right now. On average these individuals will have 4 different jobs before the age of 32 and as many as 20 within a lifetime. Therefore, formulating a retention strategy is essential to any organization’s growth.

Where Millennials retention is considered it is important to find out the reasons behind why they are job-hopping and what is it they want. Many surveys have cited reasons like lack of engagement at work, the recession or simply that switching jobs is a faster way to climb the ranks and get a pay raise. Another reason for job-hopping is that according to a FlexJobs Survey 84% of Millennials cited work-life balance as the primary factor and 82% of them cited work flexibility as a secondary factor when they consider a job. Additionally, 50% of Millennials say they are willing to take a pay cut to find work that matches their values while 94% want to use their skills for good and seven-in-ten say this is very important to them and 31% percent say it is essential The aspects mentioned above brings us one step closer to finding out what they actually want.

Luckily, we @SourcingAdda have anticipated this development and thus addressed the concern of Talent Acquisition. And thanks to Ramya one of our Bangalore group member’s suggestion to discuss on, Best industry practices in the types of rewards (monetary, non – monetary) that an organization should have to retain Millennial we are able to be of some assistance by providing a more practical approach with the discussion responses below for your review…

Based on the statistical data and the practical solutions mentioned it is safe to say that you are dealing with individuals that value working for a cause or appreciation. Some other alternatives or proven rewards are the monitory incentive schemes, or vouchers or gadgets like speakers, mobile accessories, storage devices, etc. while the non monitory rewards like work-life balance or flexible work hours have proven to be very effective and are supported by the stats mentioned earlier. Well, there you have at least some ideas as to how you can prevent Millennials from Job Hopping thus having a better chance at retaining them.

Moreover knowing how to formulate Strategies in Recruitment Marketing can help speed up the process of Talent Sourcing as well and if you are interested in contributing to these discussions. Then there are 2 simple things that you can do right now, Ie.

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.