The emergence of Artificial Intelligence (AI) and the focus on automation of mundane tasks have got Talent Acquisitions worried about their future. The current scenario has made Recruitment Consultants want to safeguard their current and future business prospects and they are entitled to do so.

Considering this latest development in the Industry one of our Bangalore Group members Sheetal suggested having a discussion on, “As consultants what are the domains/ industries /verticals and skills one should focus on to safeguard their current and future business prospects?” The discussion will be disclosed shortly but thereafter we’ll be highlighting the key take away pointers for your reference. So let’s begin…

There you have it, the discussion for your reference as well. So if you’re wondering how to safeguard you’re current and future business prospects then you’ve got solutions. And if you’d like to retain what you’ve learned then let’s review the key take away pointers for your reference. So here’s what we’ve found out…

Skills to Acquire or Sharpen

• Since a major part of the work involves interacting with people it is a given that your interpersonal skills need to be good.
• Sharpen your Sourcing, Candidate and Client Management Skills
• Learn to identify the Right Candidate for the mandate
• Think from the client’s perspective when interacting with potential candidates and vice versa to know exactly what their expectations are.
• When interacting with the candidate you need to set the right expectations of the role and company which is crucial.
• Pay attention to the type of hiring you are doing i.e. product or services as the criteria for selection can differ.
• Know that if a vacancy is a Manufacturing one then these companies don’t like to recruit from service industries especially Software / BPO background.
• Understand the business, skill, and approach required to solve client issues
• Learn how to identify people internally with the right set of attitude and skill
• Compare your candidates with them and build a talent pool.
• By focussing on all of the above aspects it will ensure you capture the right culture fit for the organization.
• Consultants can focus on developing skills sets like
  • Data Analytics
  • Energy Management
  • Health and safety
  • Biotechnology
  • Waste management
  • Service industries like
    • Facilities Management
    • BFSI
  • It is important to have a good database of candidates that cater to all types of industries
  • Mapping the sector which a consultant is catering to, will help gain an edge over their competitors.
  • Improve or Acquire –
    • Sales, marketing, negotiation & Networking skills
    • Sourcing skills
    • Relationship building skills and go about it in a creative manner

Accept certain facts

• Learning has to be continues
• Verticals and Industry or domain are various factors it’s the interpersonal skill level of the Recruiters which helps them grow.
• Know that there are two types of customers you are dealing with one is external customers and the other is internal customers (stakeholders).
• Most companies focus shifts away from external consultants due to the lack of response and the quality of CVs received.

Get a good understanding of the requirements

• Understanding the Requirement and the candidate is more important than focusing on skills/industry.
• Have discussions with the hiring manager / BU hiring manager to get the right focus and direction which is important to tap the right talents.
• Interviewing and assessing the candidates on the basis of the requests shared helps in generating a good ratio.
• Stay updated with the newer disruptive technologies
• Apart from the above-mentioned aspects one also needs to have knowledge about
  • Which are the new projects bought in by an organization
  • The new projects that are bought in by an organization can be Clients wherein we need to help them improve their numbers.

Future of the Job Market

Here are a few vacancies that will be available in the future –

• Artificial Intelligence
• Data Science
• Machine learning
• Cloud and Virtualisation
• Mobility (Involves wearable technology, as well)
• Biotechnology and Drug Discovery & Development
• Nuclear Medicines
• Nanotechnology
• Renewable energy
• Unconventional energy harnessing
• Waste and e-waste management
• Semiconductor
• Electronics and Power Electronics

We hope the pointer’s above will help you retain what you’ve learnt and safeguard your current & future prospects as a Consultant Talent Acquisition or otherwise. If you’ve found this information useful then you would also like to learn about the Relevance of Recruiters asking Candidates about their CTC in the selection process. If you’re interested in becoming an active learner rather than a passive one then here’s what you can do in two simple steps right now…

1. Follow us @SourcingAdda to gain real-time updates to our upcoming events and activities
2. a) Leave your views or requests to join in our Whatsapp. Groups in our comments section

OR

1. b) DM us to @SourcingAdda with your WhatsApp contact no. and location

And one of our representatives will get back to you at soon as possible.

The emergence of Artificial Intelligence (AI) and the focus on automation of mundane tasks has got Talent Acquisitionist worried about their future. The current scenario has made Recruitment Consultants want to safeguard their current and future business prospects and they are entitled to do so.

Considering this latest development in the Industry one of our Bangalore Group members Sheetal suggested having a discussion on, “As consultants what are the domains/ industries /verticals and skills one should focus on to safeguard their current and future business prospects?” The discussion will be disclosed shortly but thereafter we’ll be highlighting the key take away pointers for your reference. So let’s begin…

There you have it, the discussion for your reference as well. So if you’re wondering how to safe guard you’re current and future business prospects then you’ve got solutions. And if you’d like to retain what you’ve learnt then let’s review the key take away pointers for your reference. So here’s what we’ve found out…

Skills to Acquire or Sharpen

• Since a major part of the work involves interacting with people it is a given that your interpersonal skills need to be good.
• Sharpen your Sourcing, Candidate and Client Management Skills
• Learn to identify the Right Candidate for the mandate
• Think from the client’s perspective when interacting with potential candidates and vice versa to know exactly what their expectations are.
• When interacting with the candidate you need to set the right expectations of the role and company which is crucial.
• Pay attention to the type of hiring you are doing i.e. product or services as the criteria for selection can differ.
• Know that if a vacancy is a Manufacturing one then these companies don’t like to recruit from service industries especially Software / BPO back ground.
• Understand the business, skill and approach required to solve client issues
• Learn how to identify people internally with the right set of attitude and skill
• Compare your candidates with them and build a talent pool.
• By focussing on all of the above aspects it will ensure you capture the right culture fit for the organisation.
• Consultants can focus on developing skills sets like
  • Data Analytics
  • Energy Management
  • Health and safety
  • Biotechnology
  • Waste management
  • Service industries like
    • Facilities Management
    • BFSI
  • It is important to have a good database of candidates that cater to all types of industries
  • Mapping the sector which a consultant is catering to, will help gain an edge over their competitors.
  • Improve or Acquire –
    • Sales, marketing, negotiation & Networking skills
    • Sourcing skills
    • Relationship building skills and go about it in a creative manner

Accept certain facts

• Learning has to be continues
• Verticals and Industry or domain are variable factors it’s the interpersonal skill level of the Recruiters which helps them grow.
• Know that there are two types of customers your dealing with one is external customers and the other is internal customers (stake holders).
• Most companies focus shifts away from external consultants due to the lack in response and the quality of CVs received.

Get a good understanding of the requirements

• Understanding the Requirement and the candidate is more important than focusing on skills / industry.
• Have discussions with the hiring manager / BU hiring manager to get the right focus and direction which is important to tap the right talents.
• Interviewing and assessing the candidates on the basis of the requests shared helps in generating a good ratio.
• Stay updated with the newer disruptive technologies
• Apart from the above mentioned aspects one also needs to have knowledge about
  • Which are the new projects bought in by an organisation
  • The new projects that are bought in by an organisation can be Clients wherein we need to help them improve their numbers.

Future of the Job Market

Here are a few vacancies that will be available in the future –

• Artificial Intelligence
• Data Science
• Machine learning
• Cloud and Virtualisation
• Mobility (Involves wearable technology, as well)
• Biotechnology and Drug Discovery & Development
• Nuclear Medicines
• Nanotechnology
• Renewable energy
• Unconventional energy harnessing
• Waste and e-waste management
• Semiconductor
• Electronics and Power Electronics

We hope the pointer’s above will help you retain what you’ve learnt and safe guard your current & future prospects as a Consultant Talent Acquisitionist or otherwise. If you’ve found this information useful then you would also like to learn about the Relevance of Recruiters asking Candidates about their CTC in the selection process. If you’re interested in becoming an active learner rather than a passive one then here’s what you can do in two simple steps right now…

1. Follow us @SourcingAdda to gain real time updates to our upcoming events and activities
2. a) Leave your views or requests to join in our whatsApp. Groups in our comments section

OR

1. b) DM us to @SourcingAdda with your WhatsApp contact no. and location

And one of our representatives will get back to you at soon as possible.

The emergence of Artificial Intelligence (AI) and the focus on automation of mundane tasks has got Talent Acquisitionist worried about their future. The current scenario has made Recruitment Consultants want to safeguard their current and future business prospects and they are entitled to do so.

Considering this latest development in the Industry one of our Bangalore Group members Sheetal suggested having a discussion on, “As consultants what are the domains/ industries /verticals and skills one should focus on to safeguard their current and future business prospects?” The discussion will be disclosed shortly but thereafter we’ll be highlighting the key take away pointers for your reference. So let’s begin…

There you have it, the discussion for your reference as well. So if you’re wondering how to safe guard you’re current and future business prospects then you’ve got solutions. And if you’d like to retain what you’ve learnt then let’s review the key take away pointers for your reference. So here’s what we’ve found out…

Skills to Acquire or Sharpen

• Since a major part of the work involves interacting with people it is a given that your interpersonal skills need to be good.
• Sharpen your Sourcing, Candidate and Client Management Skills
• Learn to identify the Right Candidate for the mandate
• Think from the client’s perspective when interacting with potential candidates and vice versa to know exactly what their expectations are.
• When interacting with the candidate you need to set the right expectations of the role and company which is crucial.
• Pay attention to the type of hiring you are doing i.e. product or services as the criteria for selection can differ.
• Know that if a vacancy is a Manufacturing one then these companies don’t like to recruit from service industries especially Software / BPO back ground.
• Understand the business, skill and approach required to solve client issues
• Learn how to identify people internally with the right set of attitude and skill
• Compare your candidates with them and build a talent pool.
• By focussing on all of the above aspects it will ensure you capture the right culture fit for the organisation.
• Consultants can focus on developing skills sets like
  • Data Analytics
  • Energy Management
  • Health and safety
  • Biotechnology
  • Waste management
  • Service industries like
    • Facilities Management
    • BFSI
  • It is important to have a good database of candidates that cater to all types of industries
  • Mapping the sector which a consultant is catering to, will help gain an edge over their competitors.
  • Improve or Acquire –
    • Sales, marketing, negotiation & Networking skills
    • Sourcing skills
    • Relationship building skills and go about it in a creative manner

Accept certain facts

• Learning has to be continues
• Verticals and Industry or domain are variable factors it’s the interpersonal skill level of the Recruiters which helps them grow.
• Know that there are two types of customers your dealing with one is external customers and the other is internal customers (stake holders).
• Most companies focus shifts away from external consultants due to the lack in response and the quality of CVs received.

Get a good understanding of the requirements

• Understanding the Requirement and the candidate is more important than focusing on skills / industry.
• Have discussions with the hiring manager / BU hiring manager to get the right focus and direction which is important to tap the right talents.
• Interviewing and assessing the candidates on the basis of the requests shared helps in generating a good ratio.
• Stay updated with the newer disruptive technologies
• Apart from the above mentioned aspects one also needs to have knowledge about
  • Which are the new projects bought in by an organisation
  • The new projects that are bought in by an organisation can be Clients wherein we need to help them improve their numbers.

Future of the Job Market

Here are a few vacancies that will be available in the future –

• Artificial Intelligence
• Data Science
• Machine learning
• Cloud and Virtualisation
• Mobility (Involves wearable technology, as well)
• Biotechnology and Drug Discovery & Development
• Nuclear Medicines
• Nanotechnology
• Renewable energy
• Unconventional energy harnessing
• Waste and e-waste management
• Semiconductor
• Electronics and Power Electronics

We hope the pointer’s above will help you retain what you’ve learnt and safe guard your current & future prospects as a Consultant Talent Acquisitionist or otherwise. If you’ve found this information useful then you would also like to learn about the Relevance of Recruiters asking Candidates about their CTC in the selection process. If you’re interested in becoming an active learner rather than a passive one then here’s what you can do in two simple steps right now…

1. Follow us @SourcingAdda to gain real time updates to our upcoming events and activities
2. a) Leave your views or requests to join in our whatsApp. Groups in our comments section

OR

1. b) DM us to @SourcingAdda with your WhatsApp contact no. and location

And one of our representatives will get back to you at soon as possible.

We’ve spoken a lot about the Modern Recruiting Techniques that are practiced but have you explored it on a deeper level to understand the possible challenges or the pros and cons? If not then here’s your chance.

We @SourcingAdda constantly strive to keep you updated with the current techniques and practices implemented in the Recruitment sphere. In doing so we look at things on a deeper level to get a better understanding of the topics that are discussed. Thanks to one of our Bangalore group member Jackson we are able to establish that. Upon his suggestion to have a discussion on, Modern Recruiting Techniques and the Challenges in them or the pros and cons, we gained interesting insights. We’re sure you’ll want to gain these insights so we’ll be disclosing the discussion soon and right after we’ll be highlighting the key take away pointers as well.

There you have it an interesting conversation like most go; the only difference being that we also have some key take away pointers for you to review and verify if your information is up to date. So here goes:

Modern Recruiting Techniques

• Knowledge based Recruitment:
  • What is it?
    • Where both the client & the Recruiting Company decide upon the anticipated skill sets required over a period of time
  • Process:
    • Once created they agree upon a minimum rate of the ongoing recruiting activity
      • A data base is created of candidates comprising of 2 types of candidates
        • Candidates available immediately
        • Potential candidates interested in a job change but are not available
      • Both types of candidates are tracked
        • Based on their availability they are hired on an ongoing basis
        • The unavailable ones are tracked to find their availability and are thus hired on an ongoing basis.
      • E – Recruitment or Online Recruitment:
        • Tools used
          • Job portals
          • The organisations corporate website
            • The organisations:
              • Intranet
              • Internet

Sourcing Trends

• Sourcing Integrators like belong, etc. and online evaluation platforms will rule the recruiting world in 5 years.

Preparation for the future

• Things are changing spontaneously and speedily so you need to adapt to the changing trends and update ourselves
• And if we overcome the learning process then we need to realise that it’s our fault and deal with the consequences.

Modern Recruiting Tools

Sourcing

• Reddit
• Github
• Facebook Graph Search
• Meetup
• hr
• Networkmonkey
• 1-Page
• LinkedIn
• Twitter

Referrals

• Zao

Job posting

• Indeed
• Stackoverflow
• Jobs2Careers

Candidate management

• Workable

Task management

• Trello

Selection

• SparkHire
• HireVue
• Gapjumpers
• Codercred
• SurveyMonkey

Onboarding

• Kin
• Namely
• BambooHR

Challenges faced

• Balancing speed & quality
  • Doing more with less can hinder quality in the process
• Talent Retention
  • Find ways to retain top talent instead of driving them away to better organisations that value their deliveries better.
• Limited Resources
  • Having to do much more within a less budget
• War for Talent
  • An overflow of overqualified candidates
  • Sourcing for Top Talent isn’t easy with limitations
  • Mainly top talent rely on the word of mouth technique to derive conclusions on whether the company is a good one and can nurture their careers in a positive way
• Online profiles
  • Big data that is available on Social Channels
  • Scouting Top talent is a hunt
  • Hires are made based on online profiles including the activity of potential talent which affects the decision of on-boarding.

If you’re searching for information related to modern recruitment techniques or are looking for tools or new platforms to leverage to capture desired Talent then you’ve got what you needed. Besides we’ve covered all of these aspects, so if you’ve enjoyed it and found the information helpful and would like to take an active participation then here’s what you can do:

1. Follow us @SourcingAdda to gain real time updates to our upcoming events and activities
2. a) Leave your views or request’s to join these Groups in our comments section

OR

1. b) DM us to @SourcingAdda with your Whatsapp. Contact no., full name & location.

And one of our representatives will get back to you.

We”ve spoken a lot about the Modern Recruiting Techniques that are practiced but have you explored it on a deeper level to understand the possible challenges or the pros and cons? If not then here’s your chance.

We @SourcingAdda constantly strive to keep you updated with the current techniques and practices implemented in the Recruitment sphere. In doing so we look at things on a deeper level to get a better understanding of the topics that are discussed. Thanks to one of our Bangalore group member Jackson we are able to establish that. Upon his suggestion to have a discussion on, Modern Recruiting Techniques and the Challenges in them or the pros and cons: we gained interesting insights. We’re sure you’ll want to gain these insights so we’ll be disclosing the discussion soon and right after we’ll be highlighting the key take away pointers as well.

There you have it an interesting conversation like most go; the only difference being that we also have some key take away pointers for you to review and verify if your information is up to date. So here goes…

Modern Recruiting Techniques

• Knowledge based Recruitment:
  • What is it?
    • Where both the client & the Recruiting Company decide upon the anticipated skill sets required over a period of time
  • Process:
    • Once created they agree upon a minimum rate of the ongoing recruiting activity
      • A data base is created of candidates comprising of 2 types of candidates
        • Candidates available immediately
        • Potential candidates interested in a job change but are not available
      • Both types of candidates are tracked
        • Based on their availability they are hired on an ongoing basis
        • The unavailable ones are tracked to find their availability and are thus hired on an ongoing basis.
      • E – Recruitment or Online Recruitment:
        • Tools used
          • Job portals
          • The organisations corporate website
            • The organisations:
              • Intranet
              • Internet

Sourcing Trends

• Sourcing Integrators like belong, etc. and online evaluation platforms will rule the recruiting world in 5 years.

Preparation for the future

• Things are changing spontaneously and speedily so you need to adapt to the changing trends and update ourselves
• And if we overcome the learning process then we need to realise that it’s our fault and deal with the consequences.

Modern Recruiting Tools

Sourcing

• Reddit
• Github
• Facebook Graph Search
• Meetup
• hr
• Networkmonkey
• 1-Page
• LinkedIn
• Twitter

Referrals

• Zao

Job posting

• Indeed
• Stackoverflow
• Jobs2Careers

Candidate management

• Workable

Task management

• Trello

Selection

• SparkHire
• HireVue
• Gapjumpers
• Codercred
• SurveyMonkey

Onboarding

• Kin
• Namely
• BambooHR

Challenges faced

• Balancing speed & quality
  • Doing more with less can hinder quality in the process
• Talent Retention
  • Find ways to retain top talent instead of driving them away to better organisations that value their deliveries better.
• Limited Resources
  • Having to do much more within a less budget
• War for Talent
  • An overflow of overqualified candidates
  • Sourcing for Top Talent isn’t easy with limitations
  • Mainly top talent rely on the word of mouth technique to derive conclusions on whether the company is a good one and can nurture their careers in a positive way
• Online profiles
  • Big data that is available on Social Channels
  • Scouting Top talent is a hunt
  • Hires are made based on online profiles including the activity of potential talent which affects the decision of on-boarding.

If you’re searching for information related to modern recruitment techniques or are looking for tools or new platforms to leverage to capture desired Talent then you’ve got what you needed. Besides we’ve covered all of these aspects, so if you’ve enjoyed it and found the information helpful and would like to take an active participation then here’s what you can do:

1. Follow us @SourcingAdda to gain real time updates to our upcoming events and activities
2. a) Leave your views or request’s to join these Groups in our comments section

OR

1. b) DM us to @SourcingAdda with your Whatsapp. Contact no., full name & location.

And one of our representatives will get back to you.