Interviewing potential candidates can end up being a nightmare interview experience for the Candidate and even more so in the Interview Panel round when the members are not motivated enough. As Talent Acquisitionists you are all too familiar with nightmare interview stories being on the receiving end at some point in time. And so you can relate to it having had first-hand experience when the panel members are not motivated thus hampering their effectiveness. Therefore it really comes down to answering the question How to motivate the interview panel and improve their effectiveness in the hiring journey?

Given this scenario it is essential that we @SourcingAdda try to shed some light on the topic. And thanks to one of our Mumbai group member’s Dinesh who suggested we discuss on, How to motivate the interview panel and improve their effectiveness in the hiring journey? we are able to get some answers which we have highlighted for your review below

The conversation above had some great insights to add like training the panel for effective interviewing and to make good hiring decisions, ensuring that you have experienced panel members is also important. In the event of not enough experienced members then conducting shadow recruiting programs, you can also ensure that the panel is made comfortable and interviews are conducted in their convenience while making sure the tools utilised for conducting interviews via phone screens are working effectively. These are some of the great ways to not only motivate panel members but also help them make good hiring decisions.

If you’ve found the insights shared informative and helpful then you’d also like to find out more about the New Strategies in Social Media Recruitment or you’d like to know how you too can contribute to these discussions 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.

Much of a Talent Acquisitionist’s role revolves around the relationship of the company with the employees that requires one to explore Different Ways to Conduct Post Offer Candidate Engagement. The role essentially calls for strong interpersonal communications skills as interactions and building-related activities with new joiners are important to prevent post-offer dropouts. Activities that foster relationship-building are conducted so as to minimize the post-offer dropout’s ratio. Failing that it all comes down to a post-offer candidate engagement experience being a good one.

Ensuring that the newly on-boarded candidate has a good engagement experience is, therefore, an essential necessity where organizational growth is concerned. With that being said we @SourcingAdda conduct discussions in an attempt to answer the queries most Talent Acquisitionists are faced with on a regular basis. And thanks to one of our Bangalore group members Champa’s topic suggestion covered these aspects with a discussion on, Different ways to conduct post-offer candidate engagement that was conducted with interesting insights to be implemented and highlighted below for your review…

Based on the conversation above I think it’s safe to say that Post offer candidate engagement is more important once the candidate is on-boarded. And there are several options mentioned like sending a quarterly company newsletter, know your organization session by Hiring Manager or Delivery Senior, include them in as many team-building events as possible such as team lunch, meetings, after-hours get-togethers, etc. as mentioned by Nikhil and as Rajiv rightfully mentioned a Coffee / Lunch with the HM (HM & Team would be ideal) are some of the various options mentioned which you can utilize to boost your Post Offer Candidate Engagement.

A Post Offer Candidate Engagement process that covers all of the above-mentioned options might really be a great way to keep the new joiners engaged and may give them a reason to stay and stick with your organization for a longer duration. Moreover, if the insights shared above were helpful then you might also find the Indoor Team Building Activities quite an interesting read as it can shed some more light on the aspects covered in the above discussion. If you’d like to know how you too can contribute to these discussions 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.

Much of a Talent Acquisitionist’s role revolves around the relationship of the company with the employees that requires one to explore Different Ways to Conduct Post Offer Candidate Engagement. The role essentially calls for strong interpersonal communications skills as interactions and building relation activities with new joinees is important to prevent post offer dropouts. Activities that foster relationship building are conducted so as to minimise the post offer dropout’s ratio. Failing that it all comes down to a post offer candidate engagement experience being a good one.

Ensuring that the newly on boarded candidate has a good engagement experience is therefore an essential necessity where organisational growth is concerned. With that being said we @SourcingAdda conduct discussions in an attempt to answer the queries most Talent Acquisitionists are faced with on a regular basis. And thanks to one of our Bangalore group members Champa’s topic suggestion covered these aspects with a discussion on, Different ways to conduct post offer candidate engagement that was conducted with interesting insights to be implemented and highlighted below for your review….

Based on the conversation above I think it’s safe to say that Post offer candidate engagement is more important once the candidate is on boarded. And there are several options mentioned like sending a quarterly company newsletter, know your organisation session by Hiring Manager or Delivery Senior, include them in as many team building events as possible such as team lunch, meetings, afterhours get-togethers, etc. as mentioned by Nikhil and as Rajiv rightfully mentioned a Coffee / Lunch with the HM (HM & Team would be ideal) are some of the various options mentioned which you can utilise to boost your Post Offer Candidate Engagement.

A Post Offer Candidate Engagement process that covers all of the above mentioned options might really be a great way to keep the new joinees engaged and may give them a reason to stay and stick with your organisation for a longer duration. Moreover if the insights shared above were helpful then you might also find the Indoor Team Building Activities quite an interesting read as it can shed some more light on the aspects covered in the above discussion. If you’d like to know how you too can contribute to these discussions 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.

Organizations need to measure the success of their hiring process to find out how effective the program is. And the best way is by analyzing the various processes involved especially the ones that matter like the ratio of the closures, screening, validation, interview schedules, the offer, and the onboarding stages. To find out whether it is a success depends on a lot of aspects which we have tried to cover in our popular @SourcingAdda WhatsApp Group discussions.

And thanks to one of our Bangalore Group member’s Champa who suggested we discuss, Industry ratio for Closures, Screening, Validation, Interview Schedules, Offer, On-Boarding. In the discussion, we’ve tried to cover all of these aspects and time frames so let’s find out more about the same below…

The discussion above was very insightful with a lot of useful information that can be implemented when measuring the effectiveness of a company’s recruiting program. As a Talent Acquisitions conducting such analysis is very important to verify the effectiveness of your hiring efforts. Such analysis can prove to be very effective especially when modified it yields positive results. The inputs shared can assist you if you are a first-timer into the Talent Acquisition profession.

Many Recruiters after reviewing the information shared have found it very helpful and of great assistance especially for first-timers. As a reader, you too can benefit from such discussions if you’ve missed it so here’s one about Incentive Policies and Schemes for Recruitment Teams that you might find to be very helpful. If you’d like to know how else you can contribute 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.

Organisations need to measure the success of their hiring process to find out how effective the program is. And the best way is by analysing the various processes involved especially the ones that matter like the ratio of the closures, screening, validation, interview schedules, the offer and the on – boarding stages. To find out whether it is a success depends on a lot of aspects which we have tried to cover in our popular @SourcingAdda WhatsApp Group discussions.

And thanks to one of our Bangalore Group member’s Champa who suggested we discuss on, Industry ratio for Closures, Screening, Validation, Interview Schedules, Offer, On – Boarding. In the discussion we’ve tried to cover all of these aspects and time frames so let’s find out more about the same below….

The discussion above was very insightful with a lot of useful information that can be implemented when measuring the effectiveness of a company’s recruiting program. As a Talent Acquisitionist conducting such analysis is very important to verify the effectiveness of your hiring efforts. Such analysis can prove to be very effective especially when modified it yields positive results. The inputs shared can assist you if you are a first timer into the Talent Acquisition profession.

Many Recruiters after reviewing the information shared have found it very helpful and of great assistance especially for first timers. As a reader you too can benefit from such discussions if you’ve missed it so here’s one about Incentive Policies and Schemes for Recruitment Teams that you might find to be very helpful. If you’d like to know how else you can contribute 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.