Talent Acquisitions are usually up to date with the current recruiting trends and can play an important role in building the organization’s brand. They are brand ambassadors as they are representatives of the company. They can familiarise candidates about the company thus contribute to the companies branding using one of the traditional marketing strategies i.e. word of mouth. It is a simple technique but a very effective one especially when implemented efficiently.

We @SourcingAdda realize the importance of aspects like Employee or Employer Branding and its impact on an organization’s branding. Considering this and in an attempt to facilitate learning we have members from within the recruitment sphere suggesting topics for the popular WhatsApp discussions. This time one of our Bangalore group member’s Champa suggested we discuss, What Employee Value Propositions (EVP) do organizations provide Employees? With that let’s gain insights that can add to our learning so let’s begin…

The discussion above had a lot of insights shared that you can add to your learning and remain updated with the current trends that are followed in the Recruitment sphere. If you haven’t implemented this as yet it is preferable you start now. As branding plays an important role in attracting and capturing the desired talent for your organization. It is important to know that candidates that attend interviews are informed due to branding, information available online and that is circulated on Social Media channels.

If you’ve found the inputs shared interesting then you’d also like to know more about the Different IT Techniques used to simplify the HR Process for HR. And we’re sure you’d like to be an active learner and are wondering how you can participate 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.

Talent Acquisitionists are usually up to date with the current recruiting trends and can play an important role in building the organisations brand. They are brand ambassadors as they are representatives from the company. They can familiarise candidates about the company thus contribute to the companies branding using one of the traditional marketing strategy i.e. word of mouth. It is a simple technique but a very effective one especially when implemented efficiently.

We @SourcingAdda realise the importance of aspects like Employee or Employer Branding and its impact on an organisation’s branding. Considering this and in an attempt to facilitate learning we have members from within the recruitment sphere suggesting topics for the popular WhatsApp discussions. This time one of our Bangalore group member’s Champa suggested we discuss on, What Employee Value Propositions (EVP) do organisations provide Employees? With that let’s gain insights that can add to our learning so let’s begin….

The discussion above had a lot of insights shared that you can add to your learning and remain updated with the current trends that are followed in the Recruitment sphere. If you haven’t implemented this as yet it is preferable you start now. As branding plays an important role in attracting and capturing desired talent to your organisation. It is important to know that candidates that attend interviews are informed due to branding, information available online and that are circulated on Social Media channels.

If you’ve found the inputs shared interesting then you’d also like to know more about the Different IT Techniques used to simplify the HR Process for HR. And we’re sure you’d like to be an active learner and are wondering how you can participate 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.

Talent Acquisitionist’s initially utilised Job Portals, print media and other mediums to fill vacancies. The arrival of various social Media sites like, LinkedIn, Facebook, Twitter and other relevant channels provided Human Resource professionals a cost effective solution to meet hiring requirements, who began to rely more on Social Media. Scouting Talent from a vast pool of passive Talent already available online made hiring simpler and so the tug of war for talent migrated online; a more feasible option.

A Digital Marketing approach is a good option to implement but whether it may actually help in Social Media Recruitment is a question open to individual experience. We @SourcingAdda do our level best to keep you posted about the trends followed in the Recruitment profession. And thanks to one of our Bangalore group member’s Champa who suggested we discuss on, Does a digital marketing approach help in social media recruitment? we are able to do that. Therefore let’s find out what fellow Talent Acquisitionist’s like you have to say about a Digital Marketing Approach to Social Media Recruitment.

The insights shared in the discussion above have clearly re-enforced the benefits of utilising a Digital Marketing Approach in your Social Media Recruitment strategy. Using online marketing gives you access to a whole range for talent to choose from catering to a versatile skill range and the culture fitment of the candidate to evaluate. If done efficiently it can simplify the task of on boarding the right talent as you get a relatively clear picture of the candidate’s potential after a thorough analysis with the help of big data.

Digital channels give you a common platform to build your online reputation as representatives of your distinguished firm, build pipelines of talent to explore as per requirements, connect & network freely online and highlight the benefits of joining your organization thus building your brand on digital media. For all of these reasons, it’s safe to say that if implement effectively you are sure to benefit in the long run as candidates are aware of your organizations existence. If you’ve found this interesting then you’d definitely want to know more about Creating a Centralised Database of Job Seekers. We sure you’d like to know how you can contribute more, so 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.

Talent Acquisitionist’s initially utilised Job Portals, print media and other mediums to fill vacancies. The arrival of various social Media sites like, LinkedIn, Facebook, Twitter and other relevant channels provided Human Resource professionals a cost effective solution to meet hiring requirements, who began to rely more on Social Media. Scouting Talent from a vast pool of passive Talent already available online made hiring simpler and so the tug of war for talent migrated online; a more feasible option.

A Digital Marketing approach is a good option to implement but whether it may actually help in Social Media Recruitment is a question open to individual experience. We @SourcingAdda do our level best to keep you posted about the trends followed in the Recruitment profession. And thanks to one of our Bangalore group member’s Champa who suggested we discuss on, Does a digital marketing approach help in social media recruitment?we are able to do that. Therefore let’s find out what fellow Talent Acquisitionist’s like you have to say about a Digital Marketing Approach to Social Media Recruitment.

The insights shared in the discussion above have clearly re-enforced the benefits of utilising a Digital Marketing Approach in your Social Media Recruitment strategy. Using online marketing gives you access to a whole range for talent to choose from catering to a versatile skill range and the culture fitment of the candidate to evaluate. If done efficiently it can simplify the task of on boarding the right talent as you get a relatively clear picture of the candidate’s potential after a thorough analysis with the help of big data.

Digital channels give you a common platform to build your online reputation as representatives of your distinguished firm, build pipelines of talent to explore as per requirements, connect & network freely online and highlight the benefits of joining your organisation thus building your brand on digital media. For all of these reasons it’s safe to say that if implement effectively you are sure to benefit in the long run as candidates are aware of your organisations existence. If you’ve found this interesting then you’d definitely want to know more about Creating a Centralised Database of Job Seekers. We sure you’d like to know how you can contribute more, so 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 are constantly Sourcing for exceptional Talent that is a perfect fit for the role. With pools of Talent now scattered on Social Media trying to capture the right talent has become difficult and hence the need arises for creating a centralized database of Job Seekers.

With that being said we @SourcingAdda try our best to keep you updated with the current trends and practices in Recruitment adopted by various organizations. We are able to achieve this due to the active participation of our members and one such member is Santosh from the Hyderabad group. He suggested having a discussion on, Can there be a centralized data of Job Seekers with all the details required along with their code of conduct i.e. similar to Cibil which can be accessed by HRs? Is this doable, does my point makes sense? Therefore we,ll be disclosing the insights shared so let’s begin…

The discussion above clearly indicates that the insights shared we’re quite informative and sheds light on the possible challenges one can face if implemented. And if you’re wondering whether having a centralized location with candidate credentials is a possible solution to the candidate hunt then you already have a fair idea after going through the chat.

Nevertheless, to maintain a database of candidate’s personal details at a centralized location while a great idea, in theory, may not be suitable practically especially since it requires additional monitoring efforts. Add to that you need to get their approval to proceed and is however not a popular idea among candidates. Moreover, candidates may not approve of their details being circulating across companies without their knowledge especially if it’s an organization they wouldn’t want to join.

Now that you are aware of the scenario we’re sure you’d like to know more about Creating Awareness in Employees about Referral Programs in the organization and if you’ve found the information shared useful and would like to know how to become a proactive learner, 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
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.