The Talent Acquisition Industry caters to Sourcing exceptional talent and ways to retain them once on boarded. The task of Talent retention may seem to be a simple tasks it’s not so. It involves tracking the performance of on-boarded candidates. And whether it’s a small or medium sized company it becomes essential to ease the tracking process hence the need for a Performance Management System arises.

With that being said, we @SourcingAdda strive to bring you updated information about the industry that we both are passionate about and are able to do so thanks to the participation of our members. And one such Mumbai group member is Sheeba who suggested we discuss on, What PMS Tools or methods can be used for a small size organization up to 100 employees? In an attempt to also be of assistance in whatever way we can; we’re disclosing the chat for you reference, therefore let’s begin…

The discussion above although a short one is still informative due to the insights shared which mention tools that can enable you to maintain referral programs successfully and spare time to get more important tasks done. With the perfect Employee referral Management Recruitment software you need not micromanaging it when you’ve got the tools that best suit your organization’s needs.

If you’ve found these inputs helpful then you’ll definitely be interested to know more about the Current Trends in Compensation & Benefits Management. And if you want to be more of a proactive learner and are looking for a way to be that person then here’s what you can do in 2 simple

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.

The Talent Acquisition Industry caters to Sourcing exceptional talent and ways to retain them once on  boarded. The task of Talent retention may seem to be a simple tasks it’s not so. It involves tracking the performance of on-boarded candidates. And whether it’s a small or medium sized company it becomes essential to ease the tracking process hence the need for a Performance Management System arises.

With that being said, we @SourcingAdda strive to bring you updated information about the industry that we both are passionate about and are able to do so thanks to the participation of our members. And one such Mumbai group member is Sheeba who suggested we discuss on, What PMS Tools or methods can be used for a small size organization up to 100 employees? In an attempt to also be of assistance in whatever way we can; we’re disclosing the chat for you reference, therefore let’s begin.

The discussion above although a short one is still informative due to the insights shared which mention tools that can enable you to maintain referral programs successfully and spare time to get more important tasks done. With the perfect Employee referral Management Recruitment software you need not micromanaging it when you’ve got the tools that best suit your organization’s needs.

If you’ve found these inputs helpful then you’ll definitely be interested to know more about the Current Trends in Compensation & Benefits Management. And if you want to be more of a proactive learner and are looking for a way to be that person then here’s what you can do in 2 simple

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.

The Talent Acquisition sphere is constantly evolving thus requiring Talent Acquisitionist’s to keep up with the changing times. And one such change that has evolved is Recruitment Marketing which require’s Recruiters to adapt and try their hand at different recruiting methods.

With that being said, we @SourcingAdda have taken up the task of keeping Talent Acquisitionist’s like yourself up dated with the current trends in the Recruitment field. We are able to do that thanks to the participation of our member’s and specially Padmashree from the Bangalore group who suggested we discuss on, Strategies in Recruitment Marketing. If you missed it then here’s a chance to catch up with this trend as we’re disclosing the chat for your reference shortly, therefore let’s begin….

The discussion above has a lot of inputs to take back on Recruitment Marketing so if you’re wondering about it or know about it and would like to implement it successfully then you’ve already got what you’ve been looking for. The chat gives you guidelines and tips on creating your own Recruitment Marketing Strategy to create brand awareness using alternative methods you may not have utilised before so now you can form a Recruitment marketing plan that works for your organisations brand awareness.

If you’ve found this interesting then you’ll certainly want to know more about Best Practices in Candidate Compensation and you’d like to know how you can be a proactive learner as against a passive one. That being the case, here’s what you can do in 2 simple steps i.e. 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.

The Talent Acquisition sphere is constantly evolving thus requiring Talent Acquisitionist’s to keep up with the changing times. And one such change that has evolved is Recruitment Marketing which requires Recruiters to adapt and try their hand at different recruiting methods.

With that being said, we @SourcingAdda have taken up the task of keeping Talent Acquisitionist’s like yourself updated with the current trends in the Recruitment field. We are able to do that thanks to the participation of our members and specially Padmashree from the Bangalore group who suggested we discuss, Strategies in Recruitment Marketing. If you missed it then here’s a chance to catch up with this trend as we’re disclosing the chat for your reference shortly, therefore let’s begin…

The discussion above has a lot of inputs to take back on Recruitment Marketing so if you’re wondering about it or know about it and would like to implement it successfully then you’ve already got what you’ve been looking for. The chat gives you guidelines and tips on creating your own Recruitment Marketing Strategy to create brand awareness using alternative methods you may not have utilized before so now you can form a Recruitment marketing plan that works for your organization’s brand awareness.

If you’ve found this interesting then you’ll certainly want to know more about Best Practices in Candidate Compensation and you’d like to know how you can be a proactive learner as against a passive one.  That being the case, here’s what you can do in 2 simple steps i.e. 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.

The Talent Acquisition profile is a lot like sales where you get to develop and improve your convincing abilities. You get a chance to explore other ways to convey both positive and negative feedback. It gives you an opportunity to try your hand at capturing passive talent that everyone else is trying to collect. Although this sounds really nice when you take it at face value it is apparently not the case when you dig a little deeper. Those of us who have been in to this profile for a reasonable amount of time understand this fully. Finding candidates is only the first step, ensuring that you get them before someone else does is a whole other different ball game. A game most of us prefer not to be a part of while some of us thrive in such situations. The ones who do; get to learn a great deal and become better at what they do best.

Considering this, as being a recurring scenario it makes perfect sense for those of us who prefer dealing with such situations to learn more about handling them. Hence one of our Bangalore group member’s from @SourcingAdda Champa suggested we discuss on, Offer rejects, Client Feedback & Passive Candidates, How do we handle all of the above? And here’s what we uncovered at our regular discussions

The insights shared in the discussion above certainly highlights the dos and don’ts that one should follow when dealing with scenarios of offer rejects, client feedback and passive candidates. It also highlights the importance of feedback and how should one convey the same. It gives you the possible reasons for a candidate’s offer rejection, how one should tackle it as an employee or employer. What measures to put in place to prevent such rejections in future and avoid negative employee or employer branding. It even states certain facts that one needs to accept and move on to become better Talent Acquisitionists.

If implemented properly it can minimise the offer rejects, feedback given can help improve areas that can be perfected and will enable you to capture passive talent easily. If you’ve found these inputs knowledgeable and helpful then we’re certain you’d be interested in learning more about Criteria to Consider when Recruiting People with a Disability. If you’re interested in contributing or want to be an active learner rather than a passive one then here are a few things 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.