There has been a gradual trend of buying businesses which makes it obvious to think of the impact such evolvements in the Recruitment Sphere will bring about.  In an attempt to understand what the impact will be we’ve taken a scenario and have had a discussion on it.

At Sourcing ADDA (@SourcingAdda) we conduct Wednesday discussions where a topic is picked mainly from the Members suggestions and a discussion is held. The topic for the discussion was conducted in reference to the article – Randstad buys Monster for $429M as recruitment consolidation continues.You can view it here http://goo.gl/ox1xQO  or https://techcrunch/2016/08/08/randstad-buys-monster-for-429m-as-recruitment-consolidation-continues. So the topic was on, “Randstad buying Monster; will this development impact the Naukri Monopoly; How & Why?” upon the suggestion of our Pune Group Member Manish. And here’s what we came across…

The discussion above is proof of the out pour of responses we’ve received and we can say that it was truly one heck of a discussion. How great is that? We’ve even got interesting tool to boost Sourcing such as Dice which is very good as it has a huge database and popularity and efinancial is great if you’re into domain based hiring. Moreover, IIM jobs is good for specialised positions but into H.R. Finance especially for management positions. Its database is less but the Talent quality is good and it won’t support small positions.

Well if you’re a loyal follower of @SourcingAdda then you’re waiting eagerly for the key pointers to take away, aren’t you? We’ll let’s not disappoint you; seeing as you’ve read this far. So here you go…

Commonalities with Job Portals

• In current based job market job seekers hardly rely on portal based jobs as there are much better networks that provide instant reach
• With times changing and the availability of better referral models the future portals will provide much more value added services in existence

Naukri – Indeed

• The number of hits to Naukri will definitely decrease since Indeed is directing traffic away due to their algorithm

Naukri

• Naukri is unbeatable and irreplaceable in India
• Depending on how they rank a posting when the same posting is found on 2 portals that will matter due to their algorithm
• There’s always room for negotiations based on what products one subscribes for on Naukri
• Naukri has its monopoly currently and will continue to do so as every single individual looking for an opportunity visit’s Naukri first and then comes to other portals like Monster etc.
• Naukri is a tool for mass hiring in every sphere and space besides it may come up with additional features to counter the churn
• Although it has a good database but the availability of Talent Sourcing requires Recruiters to update themselves and acquire skills to catch the desired Talent
• Consolidation may happen but to find out how it appeals to the Job Searchers or Recruiters we’ll just have to wait and watch
• Naukri needs to focus on the merger as India will have very little effect but it does have a unique database and reach but has lost its relevance
• Naukri in India may not have much of an impact as it depends on the model which Randstad may come up with for its Clients and the alterations they make
• Naukri was good for mid & senior level and IT profiles but since it’s up – gradation it isn’t that good now but may be good for mass hiring and non IT profiles
• Due to its up-gradation it is not user friendly and there’s a lot of duplicity in its database
• It should be more relevant in terms of its outreach & flexible in commercial offering
• Naukri will have to cut their database cost after some time to keep pace with competitors
• Naukri follows the concept of allotting Recruiters with individual accounts to showcase that they have many Recruiters posting a wide variety of opportunities

Indeed

• Indeed aggregates jobs from different portals so there is a possibility for it to end up being the one stop; shop for candidates
• Indeed may remain as an aggregator but if Naukri decides to stop indeed from Crawling its site then indeed will be in trouble
• You can stop indeed from crawling only when you password protect your entire website

Monster- Randstad

• Monster- Randstad presence will have a lot of impact globally
• In order to get a quick turnaround one needs to focus on developing a long term strategy and execute it efficiently
• Monster- Randstad is jointly designing better products for corporate houses and they cannot rule the market overnight
• There strategies need to be specific to the loopholes of Naukri to come up the curve
• Randstad’s strong strategizing and its market know how the Industry works hence it is definitely a force to reckon with
• Randstad as a giant in the staffing industry will definitely work on the improvement of Monster
• Randstad’s US division needs to integrate their database on their ATS tool i.e. BULLHORN with Monster
• Once completed it will help in getting a good amount of profiles and have started to work on uploading CV’S from several job boards in to their ATS based on the freshness of the profile
• As an owner of Monster they need to focus on penetrating Monster to the people so they check for various positions in Monster and if they succeed this can increase the traffic

Randstad

• Randstad intends to build the world’s most comprehensive portfolio for HR services which will make Monster a Big Talent Poll
• The plan will help Randstad to pitch in more effectively to strengthen their RPO model to their clients with a dedicated job board backup
• Randstad may look at revamping the Monster portal in case they want to continue Monster in the longer run besides they have a greater international presence
• Ranstad might be a big name in the international market however even they are struggling in the Indian market
• To win the market share Randstad has to come up with a different approach and a very good database for employers and jobseekers
• There is a lot of potential for Ranstad to utilise this acquisition provided they offer better services. The possibility to succeed looks dim unless they concentrate on a long term strategy and focus on developing client relationships

Monster

• Monster would come up with an updated product related to RPO with first – hand experience of how the recruitment process / business works
• Change of ownership won’t change Monsters standing as it’s just a backward integration strategy or perhaps a priority view of fresh profiles for Ranstad
• Monster’s acquisition was to gain market share and fuel the availability of global resources but for now Monster continues as a separate BU
• Monster is good for mid and senior level and even for IT profiles but it has to compete with new successful players like indeed, iimjobs, hirist and it will take a lot of time to rise up

Monster- Naukri

• Monster was a better product but lost its race with Naukri due to its consistent, better service and their ability to penetrate deep in the Indian market with a wide domestic reach

CareerBuilder etc.

• CareerBuilder has risen a lot in the US market and it will be interesting to see what strategies will be used against other risen job boards at home and abroad

Well this sums up everything that we found to be important and we can say that the discussion was worth our while as well as yours. If you’re not part of these discussions and would like to become a part of them then leave us a request to be added in to the WhatsApp groups in the comments section. And we’ll add you at the earliest else follow us @SourcingADDA and Tweet to us your request to be added into the WhatsApp groups and we’ll surely add you to them. You’ll also receive updates to our upcoming events and activities upon follow so be sure to follow us.

Technology has definitely simplified our tasks and this holds true for most Talent Acquisitionists and Recruiters alike. The development of software and the ATS is proof enough of the simplicity of the tasks. Although most organizations have moved on to such tools for better productivity we often forget how the Talent Acquisition profession used to be like.

With that being said we decided to open a time capsule to the same to familiarise ourselves with what was, what is and what will be. Along similar lines @SourcingAdda we conducted our popular Wednesday discussions on, “How to Leverage Technology into HR?” upon the Pune group member Kavitha’s suggestion. And here’s what we uncovered but before that remember that we’ll be highlighting the key takeaways thereafter…

Well, this brings us to the end of another great discussion with a lot of inputs to take back and think about.  So let’s find out how technology has made a difference to our performance and check how much we’ve understood, so here goes…

How the Recruitment Industry has evolved

The key take aways have been segregated into these sections to ease the learning since we’ve covered a lot of aspects.

Traditional Recruiting

• Data were maintained manually in excel which was time-consuming and often resulted in delayed progress reports.
• Prior to the arrival of Technology, the visibility of Hiring was less
• Previously HR wasn’t thought to be technical but the recent trend is inclined towards technological advancements

Technology Recruiting

Effects of Technology in Recruiting

• Automated processes help to streamline
• Recruiter efficiency and time management with maximum productivity is maintained
• Marking the criteria for job applications and designing assessments for niche or difficult roles is easy
• The Recruitment Industry evolved due to the development of technologies like ATS, ERP, Portals, and Social Media
• Different Recruitment software assisted in the appropriate maintenance of staffing activity and candidate status thus reducing manual time and effort required to complete tasks
• Recruitment is now done using job portals, internal ATS for the candidate and position information, etc.
• Updated data on any platform is dependent on Candidates updating their records or resumes in real-time.
• With updated databases; catching the best Talent at the earliest is easy
• With Recruitment tools to assist; Talent Acquisitionist’s are constantly learning about upcoming tools
• To boost learning; activities are conducted with the help of several modules and platforms
• Even a simple task of reporting payrolls have shifted on to tools

Improvements

• Need for a system for data mining is important
• To conduct effective operations; analytics that can be churned through a system is needed
• With Technology; applicant databases of information are continuously growing hence Candidate Database Management is essential

Future of Recruitment

• There are already in house recruitment apps for companies, agencies, etc. developed around the globe and is sure to become the in thing in Recruitment.
• The importance of technology is increasing gradually to achieve better and effective outputs

So there you have it a time machine look; into what was, what is and what will be. Now doesn’t this make all the difference to your planning? Gone are the days where hiring was mainly done via traditional methods. It goes without saying, “In with the new; out with the old!”

If you’ve enjoyed this then you’ve added to your knowledge and we’re sure you’d be quite eager to learn more. If yes, then you need to join our WhatsApp Groups because you have no idea what you’re missing out on by being a passive learner.  Be sure to leave us your views or your requests to join WhatsApp Group in our comments section and ensure you follow us @SourcingAdda for real-time updates to our upcoming events and activities.

Technology has definitely simplified our tasks and this holds true for most Talent Acquisitionists and Recruiters alike. The development of software and the ATS is proof enough of the simplicity of the tasks. Although most organisations have moved on to such tools for better productivity we often forget how the Talent Acquisition profession used to be like.

With that being said we decided to open a time capsule to the same to familiarise ourselves with what was, what is and what will be. Along similar lines @SourcingAdda we conducted our popular Wednesday discussions on, “How to Leverage Technology into HR?” upon the Pune group member Kavitha’s suggestion. And here’s what we uncovered but before that remember that we’ll be highlighting the key take a ways thereafter…

Well this brings us to the end of another great discussion with a lot of inputs to take back and think about.  So let’s find out how technology has made a difference to our performance and check how much we’ve understood, so here goes…

How the Recruitment Industry has evolved

The key take a ways have been segregated into these sections to ease the learning since we’ve covered a lot of aspects.

Traditional Recruiting

• Data was maintained manually in excel which was time consuming and often resulted in delayed progress reports.
• Prior to the arrival of Technology the visibility of Hiring was less
• Previously HR wasn’t thought to be technical but the recent trend is inclined towards technological advancements

Technology Recruiting

Effects of Technology in Recruiting

• Automated processes help streamlining
• Recruiter efficiency and time management with maximum productivity is maintained
• Marking the criteria for job applications and designing assessments for niche or difficult roles is easy
• The Recruitment Industry evolved due to the development of technologies like ATS, ERP, Portals, and Social Media
• Different Recruitment software assisted in the appropriate maintenance of staffing activity and candidate status thus reducing manual time and effort required to complete tasks
• Recruitment is now done using job portals, internal ATS for the candidate and position information etc.
• Updated data on any platform is dependent on Candidates updating their records or resumes in real time.
• With updated databases; catching the best Talent at the earliest is easy
• With Recruitment tools to assist; Talent Acquisitionist’s are constantly learning about upcoming tools
• To boost learning; activities are conducted with the help of several modules and platforms
• Even a simple task of reporting payrolls have shifted on to tools

Improvements

• Need for a system for data mining is important
• To conduct effective operations; analytics that can be churned through a system is needed
• With Technology; applicant databases of information are continuously growing hence Candidate Database Management is essential

Future of Recruitment

• There are already in house recruitment apps for companies, agencies etc. developed around the globe and is sure to become the in thing in Recruitment.
• The importance of technology is increasing gradually to achieve better and effective outputs

So there you have it a time machine look; into what was, what is and what will be. Now doesn’t this make all the difference to your planning? Gone are the day’s where hiring was mainly done via traditional methods. It goes without saying, “In with the new; out with the old!”

If you’ve enjoyed this then you’ve added to your knowledge and we’re sure you’d be quite eager to learn more. If yes, then you need to join our WhatsApp Groups because you have no idea what you’re missing out on by being a passive learner.  Be sure to leave us your views or your requests to join WhatsApp Group in our comments section and ensure you follow us @SourcingAdda for real time updates to our upcoming events and activities.

There’s been so much talk about branding especially Employer and Employee Branding including Individual Branding. We’ve even spoken quite a lot about the measures to boost the offer to joining ratio and giving goodies to welcome new joiners on – board works. If you’ve been searching for ideas then you’re in the right place. Many organizations have implemented several measures to ensure that the hire’s joined and remain with the organization. But how many of us have wondered about the fruits of our efforts?

Luckily, @SourcingADDA we’ve managed to take this into consideration thanks to our WhatsApp Group Members. Therefore the topic for our popular Wednesday Discussion revolved around this aspect. The topic was on, “Impact of Joining Goodies on Branding” which was suggested by our Bangalore Group Member Shankar. The purpose of the discussion was because of all the hype on Social Media about “Joining Goodies” and branding done via the accessories distributed. The key takes aways will be followed after the discussion chat which can be viewed under here…

If you’re wondering how “Joining Goodies” impacts ‘New Joinees’ or simply searching for ideas to improve the offer to joining ratio then you’re not going to be disappointed. And if you’ve come this far and are reading this then we’re sure that you’ll definitely get the assistance you need as we’ll be highlighting the key takeaways shortly.

Impact of Joining Goodies on branding

“Joining Goodies”

• “Goodies” on the first day create an impression but aren’t a reason for a good experience
• Creating a good experience starts with first impressions via connecting with the candidate prior to interview scheduling.
• Distributing pens, Bags, t-shirts, identity cards, etc. with the Company’s Logo create a good impression about the company.
• Distributing accessories with the Company’s logo builds the brand name via ‘Word of Mouth’ a traditional marketing technique.
• Giving Free Gift Hampers containing the organizations’ products to joinees in the consumer products segment or other segments creates a real brand image publically and avoids restricting it to only joinees alone.
• Candidates experience the ‘Employer Touch’ with “Joining Goodies” hence it’s the best practice for the organization to follow.
• Experiences matter much more than the “Token Goodies” as it helps employees to bond with the company better than “Goodies” so get them to attend a session where your products/services impact the target market audience.
• Creating placards with a New Joiners name and using them to announce their names is a good option.
• It is essential to consider other aspects while creating an experience such as –

• • Ensuring that it’s a swift process
  • Paying attention to the people around and their perceptive and their pro-activeness
  • Infrastructure arrangements
  • Team or Reporting Manager Engagement

• Providing New Joinees with a “Goodies Kit” creates a positive impact on them
• “Joining Goodies” helps them to understand the company culture and gets them to consider themselves as a part of the Company from the joining date.
• Distributing “Joining Goodies” gives employees a sense of belongingness and engagement
• When Employees utilize the company branded accessories they feel proud and don’t mind carrying the logo with them.
• With company-branded accessories, they get to talk about them among their family and friends and is a big achievement Employer and Employee Branding is concerned.

“Exit Goodies”

• The “Goodies Kit” should be extended to all applicants since we reject more than we select
• Create a good experience by giving New Joinees the “Goodies Kit” as it makes them feel happy irrespective of their performance in the interview.
• It is essential to create a good Candidate experience at the interview stage especially to rejected or unhappy Job Aspirants since this affects branding.
• When targeting the Right Talent for the position one needs to realize that some of them could be ‘potential customers’ or ‘consumers or ‘influencers’ hence giving “Joining Goodies Kit” helps.
• Impact of “Exit Goodies” is more profound on Branding than “Joining Goodies” hence the rejection stage is important and requires just as much attention.
• Distributing Goodies builds a relationship, branding and helps spread the word within highly competitive environments.
• Distributing “Exit Goodies” leaves an impression that the organization cares for you

Ideas for Joining & Exit Goodies

“Joining Goodies” & “Exit Goodies”

• Get ‘company-branded pens or personalized pens, bags, t-shirts, etc.’ made and distribute them as “Joining Goodies”.
• Spare 10 minutes and request the New Joinees on the ‘Induction Day’ to follow the Company Brand Online via Twitter, LinkedIn, and Facebook, etc. but before handing over the “Goodies Kit” and add a smart tag ‘Thank you for Joining’.
• An organization can also give away “Joining Goodies” to senior-level hiring and/or arrange lunch meetings for Senior Folks.
• Experiences matter much more than the “Token Goodies”

• • A simple lunch with a Mentor / Senior
  • Attending a session where the product/service you’re working for impacts the target market.

• Organizations can welcome new joiners with a placard announcing the name of a new joiner.
• Companies can send ‘Cabs’ to New Joiners or only for Outsider New Joiners on the first day as it will help them to adjust to a new place.
• Companies can also arrange the accommodation for a few days for Outsider New Joiners
• The “Joining Goodies Kit” can include a complete employee’s handbook, basic stationery, HR and other key person’s contact details, lunch, company t-shirt, and good welcome note.
• Similarly, firms can host a ‘Welcome Party’ for the New Senior professionals joining especially CXOs on the day of joining or the first weekend providing them with a chance to get to know the Senior Management Team.
• Organizations can gift New Joiner’s free Bags & Shoes of any price of reputed brands or even a keychain and wrist band can work.
• Give ‘Free Gift Hampers’ containing the organization’s products to joinees within the consumer products segment and other segments and/or to all interviewees.
• Distribute and/or ‘Discount Coupons’ or ‘other gifts’ to all joinees and/or Interviewees
• Firms can host a ‘Farewell Party’ for Senior Professionals joining other firms especially CXOs on the day of their joining or the first weekend for a chance to interact with all the Senior Management Team.
• Irrespective of whether a Candidate’s resume is shortlisted for an interviewing company can send ‘$5 Starbucks Gift Cards’.

The above pointers clearly sum up the discussion that after reviewing we found to be quite enlightening and interesting. We’re sure that if you’ve come here looking for ideas for “Joining Goodies” you’d have got plenty. And even if you’ve wondered what relevance, importance and impact can be distributing “Goodies” have in the Talent Acquisition sphere you’d have got all the information you need.

Having said that if you’re not already a part of these discussions then you have no idea what you’re missing out on. So follow us @SourcingADDA to get real-time updates to our upcoming events and activities. Be sure to leave your views or requests to join these WhatsApp groups in the comments section as we’d be glad to add you to these groups.

There’s been so much talk about branding especially Employer and Employee Branding including Individual Branding. We’ve even spoken quite a lot about the measures to boost the offer to joining ratio and giving goodies to welcome new joinees on – board works. If you’ve been searching for ideas then you’re in the right place. Many organisations have implemented several measures to ensure that the hire’s joined and remain with the organisation. But how many of us have wondered about the fruits of our efforts?

Luckily, @SourcingADDA we’ve managed to take this in to consideration thanks to our WhatsApp Group Members. Therefore the topic for our popular Wednesday Discussion revolved around this aspect. The topic was on, “Impact of Joining Goodies on Branding” which was suggested by our Bangalore Group Member Shankar. The purpose for the discussion was because of all the hype on Social Media about “Joining Goodies” and branding done via the accessories distributed. The key take a ways will be followed after the discussion chat which can be viewed under here…

If you’re wondering how “Joining Goodies” impacts ‘New Joinees’ or simply searching for ideas to improve the offer to joining ratio then you’re not going to be disappointed. And if you’ve come this far and are reading this then we’re sure that you’ll definitely get the assistance you need as we’ll be highlighting the key takeaways shortly.

Impact of Joining Goodies on branding

“Joining Goodies”

• “Goodies” on the first day create an impression but aren’t a reason for a good experience
• Creating a good experience starts with first impressions via connecting with the candidate prior to interview scheduling.
• Distributing pens, Bags, t-shirts, identity cards etc. with the Company’s Logo create a good impression about the company.
• Distributing accessories with the Company’s logo builds the brand name via ‘Word of Mouth’ a traditional marketing technique.
• Giving Free Gift Hampers containing the organisations products to joinees in the consumer products segment or other segments creates a real brand image publically and avoids restricting it to only joinees alone.
• Candidates experience the ‘Employer Touch’ with “Joining Goodies” hence it’s the best practice for the organization to follow.
• Experiences matter much more than the “Token Goodies” as it helps employees to bond with the company better than “Goodies” so get them to attend a session where your products / services impact the target market audience.
• Creating placards with a New Joinees name and using them to announce their names is a good option.
• It is essential to consider other aspects while creating an experience such as –

• Ensuring that it’s a swift process
• Paying attention to the people around and their perceptive and their pro-activeness
• Infrastructure arrangements
• Team or Reporting Manager Engagement

• Providing New Joinees with a “Goodies Kit” creates a positive impact on them
• “Joining Goodies” helps them to understand the company culture and  gets them to consider themselves as a part of the Company from the joining date.
• Distributing “Joining Goodies” gives employees a sense of belongingness and engagement
• When Employees utilise the company branded accessories they feel proud and don’t mind carrying the logo with them.
• With company branded accessories they get to talk about them among their family and friends and is a big achievement Employer and Employee Branding is concerned.

“Exit Goodies”

• The “Goodies Kit” should be extended to all applicants since we reject more than we select
• Create a good experience by giving New Joinees the “Goodies Kit” as it makes them feel happy irrespective of their performance in the interview.
• It is essential to create a good Candidate experience at the interview stage especially to rejected or unhappy Job Aspirants since this affects branding.
• When targeting the right Talent for the position one needs to realise that some of them could be ‘potential customers’ or ‘consumers or ‘influencers’ hence giving “Joining Goodies Kit” helps.
• Impact of “Exit Goodies” is more profound on Branding than “Joining Goodies” hence the rejection stage is important and requires just as much attention.
• Distributing Goodies builds a relationship, branding and helps spread the word within high competitive environments.
• Distributing “Exit Goodies” leaves an impression that the organisation cares for you

Ideas for Joining & Exit Goodies

“Joining Goodies” & “Exit Goodies”

• Get ‘company branded pens or personalised pens, bags, t-shirts, etc.’ made and distribute them as “Joining Goodies”.
• Spare 10 minutes and request the New Joinees on the ‘Induction Day’ to follow the Company Brand Online via Twitter, LinkedIn, and Facebook etc. but before handing over the “Goodies Kit” and add a smart tag ‘Thank you for Joining’.
• Organisation can also give away “Joining Goodies” to senior level hiring and / or arrange lunch meetings for Senior Folks.
• Experiences matter much more than the “Token Goodies”

• A simple lunch with a Mentor / Senior
• Attending a session where the product / service you’re working for impacts the target market.

• Organisations can welcome new joinees with a placard announcing the name of a new joinee.
• Companies can send ‘Cabs’ to New Joiners or only for Outsider New Joiners on the first day as it will help them to adjust to a new place.
• Companies can also arrange the accommodation for a few days for Outsider New Joiners
• The “Joining Goodies Kit” can include a complete employee’s handbook, basic stationary, HR and other key persons contact details, lunch, company t – shirt and a good welcome note.
• Similarly, firms can host a ‘Welcome Party’ for the New Senior professionals joining especially CXOs on the day of joining or the first weekend providing them with a chance to get to know the Senior Management Team.
• Organisations can gift New Joinees free Bags & Shoes of any price of reputed brands or even a keychain and wrist band can work.
• Give ‘Free Gift Hampers’ containing the organisations products to joinees within the consumer products segment and other segments and / or to all interviewees.
• Distribute and / or ‘Discount Coupons’ or ‘other gifts’ to all joinees and / or Interviewees
• Firms can host a ‘Farewell Party’ for Senior Professionals joining other firms especially CXOs on the day of their joining or the first weekend for a chance to interact with all the Senior Management Team.
• Irrespective of whether a Candidate’s resume is shortlisted for an interview companies can send ‘$5 Starbucks Gift Cards’.

The above pointers clearly sums up the discussion that after reviewing we found to be quite enlightening and interesting. We’re sure that if you’ve come here looking for ideas for “Joining Goodies” you’d have got plenty. And even if you’ve wondered what relevance, importance and impact can distributing “Goodies” have in the Talent Acquisition sphere you’d have got all the information you need.

Having, said that if you’re not already a part of these discussions then you have no idea what you’re missing out on. So follow us @SourcingADDA to get real time updates to our upcoming events and activities. Be sure to leave your views or request’s to join these WhatsApp groups in the comments section as we’d be glad to add you to these groups.