There are several Industries with challenges and the Talent acquisition Industry is no exception. When it comes to the growth of a business it is absolutely essential to have Talents that have the desired calibre. And that begins from the Talent Acquisition department.

We’re all familiar with the challenges that we face as Talent Acquisitionist’s but let’s find out if there are some that we’ve not come across as yet. Therefore our popular #SourcingChat topic was on, “Challenges for Recruiters in the Technology Age.” To catch up with the discussion you can view the #Storify as we’ll be covering only the Top Tweets of the #SourcingChat.

• Sourcing Adda@SourcingAdda

Q.1 What key changes are driving online sourcing & recruiting in the technology age? #SourcingChat

• Manish Pipalwa@pipalwa

A1. #Business.Dynamics are Changing- So do #HR Function. #Technology will make it #Competitive #sourcingchat pic.twitter.com/qvUt6SMDnZ

• Thirukumaran R@ThiruHR

@SourcingAdda A1: ATS, Social media channels,#Bots in Sourcing #Analytics in Hiring are driving online sourcing #futureofwork #sourcingchat

• Sourcing Adda@SourcingAdda

Q.2 How can technology enhance or improve your existing system? #SourcingChat

• Poulomi Bhaduri@PoulomiBhaduri1

A2. Data organization, analysis, management can be done in much effective way with d help of tech #sourcingchat

• FastCollab@FastCollab

A2: An online ATS can empower recruiters in better track of hiring process #SourcingChat

• Sourcing Adda@SourcingAdda

Q.3 How companies are preparing for smart technologies? #SourcingChat

• Mukta Patil@MuktaPatil4

A3 companies need to train employees and adopt new process to prepare #SourcingChat

• Soniya Sharma@soniyasharmahr

@SourcingAdda A3 Companies have to organize Tech learning and development programs, need 2 participate in webinars,conference #SourcingChat

• Sourcing Adda@SourcingAdda

Q.4 Has technology improved the candidate experience? #SourcingChat

• Thirukumaran R@ThiruHR

@SourcingAdda A4:Get an #app, let candidates to rate the experience&that will raise a red/green flag on #candidateexperience #SourcingChat

• Vaibhav R@vaibhavr84

@SourcingAdda #SourcingChat A.4 Candidate experience so far has not improved since we do not even send an apology email to rejected once.

• com@Oyster_Connect

A4) Candidate can get feedback through mails and can also track the status of the application for job through portals #SourcingChat

• Sourcing Adda@SourcingAdda

Q.5 Which generation are you a part of (Traditionalist, Generation X, Generation Y..? #SourcingChat

• Amit Patel@amitpatelHR

@SourcingAdda technology will always a time saver which is really crucial part of any recruitment. it is faster, easy to use #SourcingChat

• Md Saifullah Rizvi@SaifuRizvi

@SourcingAdda A5. Best is to become blend of all 3. Pick best practices from every generation and practice!! #SourcingChat

Well there you have it the Top Tweets of the #SourcingChat that was held. To know more view the #Storify.

In the meantime be sure to follow us at @SourcingAdda to receive real time updates to our upcoming events and activities. Don’t go just yet; do leave us your views in our comments section as we’re looking forward to them.

There are several Industries with challenges and the Talent acquisition Industry is no exception. When it comes to the growth of a business it is absolutely essential to have Talents that have the desired caliber. And that begins from the Talent Acquisition department.

We’re all familiar with the challenges that we face as Talent Acquisitionist’s but let’s find out if there are some that we’ve not come across as yet. Therefore our popular #SourcingChat topic was on, “Challenges for Recruiters in the Technology Age.” To catch up with the discussion you can view the #Storify as we’ll be covering only the Top Tweets of the #SourcingChat.

• Sourcing Adda@SourcingAdda

Q.1 What key changes are driving online sourcing & recruiting in the technology age? #SourcingChat

• Manish Pipalwa@pipalwa

A1. #Business.Dynamics are Changing- So do #HR Function. #Technology will make it #Competitive #sourcingchat pic.twitter.com/qvUt6SMDnZ

• Thirukumaran R@ThiruHR

@SourcingAdda A1: ATS, Social media channels,#Bots in Sourcing #Analytics in Hiring are driving online sourcing #futureofwork #sourcingchat

• Sourcing Adda@SourcingAdda

Q.2 How can technology enhance or improve your existing system? #SourcingChat

• Poulomi Bhaduri@PoulomiBhaduri1

A2. Data organization, analysis, management can be done in much effective way with d help of tech #sourcingchat

• FastCollab@FastCollab

A2: An online ATS can empower recruiters in the better track of hiring process #SourcingChat

• Sourcing Adda@SourcingAdda

Q.3 How companies are preparing for smart technologies? #SourcingChat

• Mukta Patil@MuktaPatil4

A3 companies need to train employees and adopt the new process to prepare #SourcingChat

• Soniya Sharma@soniyasharmahr

@SourcingAdda A3 Companies have to organize Tech learning and development programs, need 2 participate in webinars,conference #SourcingChat

• Sourcing Adda@SourcingAdda

Q.4 Has technology improved the candidate experience? #SourcingChat

• Thirukumaran R@ThiruHR

@SourcingAdda A4:Get an #app, let candidates to rate the experience&that will raise a red/green flag on #candidateexperience #SourcingChat

• Vaibhav R@vaibhavr84

@SourcingAdda #SourcingChat A.4 Candidate experience so far has not improved since we do not even send an apology email to rejected once.

• com@Oyster_Connect

A4) Candidate can get feedback through mails and can also track the status of the application for job through portals #SourcingChat

• Sourcing Adda@SourcingAdda

Q.5 Which generation are you a part of (Traditionalist, Generation X, Generation Y..? #SourcingChat

• Amit Patel@amitpatelHR

@SourcingAdda technology will always a time saver which is really crucial part of any recruitment. it is faster, easy to use #SourcingChat

• Md Saifullah Rizvi@SaifuRizvi

@SourcingAdda A5. Best is to become blend of all 3. Pick best practices from every generation and practice!! #SourcingChat

Well there you have it the Top Tweets of the #SourcingChat that was held. To know more view the #Storify.

In the meantime be sure to follow us at @SourcingAdda to receive real-time updates to our upcoming events and activities. Don’t go just yet; do leave us your views in our comments section as we’re looking forward to them.

A Talent Acquisition professional usually maintains an operational report as a Talent Acquisition function for different types of hires one such being mid-managerial hires. Ever wondered what your fellow Talent Acquisitionist follow for their Operational report?

Well if you haven’t then it’s probably time you did, so if you’re lost in thinking about this topic then let’s give you a head start. For our popular Wednesday discussions we had the topic, “What kind of operational report do you maintain for mid-managerial Hiring or Talent Acquisition function?” as suggested by our Kolkata Group member Raj Krishnan. And here’s what we uncovered…

If you’ve been curious about how other organisations manage their mid – managerial hires and the type of records they keep then look no further. As you’ll find out in a jiffy with our key take a ways, and I’m sure some of your queries will be answered soon enough. So here they are…

Procedure, Evaluation and the Type of records maintained

• Candidate Funnel Data
• An excel sheet was developed with the assistance of a developer which can act as an aggregator in our Sourcing and Management efforts.
• Records of CVs Sourced with their latest status
• Use and present this same data in a pivot format to understand the exact number at the end
• An Excel sheet with all the details that are required by the organisation and user are stored for future analysis
• Correct data is the bible of the Talent Acquisition function and analysis of data is the key to its success

Advantages of Excel

• The advantage of Excel is its quickly editable, easy access and user friendly interface
• Generate reports via third party / ATS system; one can get the desired report with any factors regarding recruitment, in different forms of slice and pivot.
• Customisation being the key factor
• A Date segregation tool
• Manage very huge number of data in one excel
• Create a recruitment planning report also till exit with the whole lifecycle of employees recorded
• Prepare detailed analysis on any challenges faced while filling a Position.
• Detailed reports, vlookup, pivot tables are to be analysed and process at operation / audit level.

Disadvantages of Excel

• Subjected to crash

From the discussion above we can conclude that the advantages out – weigh the disadvantages. But excel is quite a handy software to have easy access to especially for tracking the lifecycle of either a Talent Acquisitionist or even for Talent progress tracking before the candidate comes on board. Who knew how much easier simple software like Excel can make us so efficient where maintaining data is concerned.

So if you’d like to be part of such discussions then be sure to follow us @SourcingADDA to gain real time updates to our upcoming events and activities. In the meantime we’d like to hear your inputs as well so leave your views in the comments section.

A Talent Acquisition professional usually maintains an operational report as a Talent Acquisition function for different types of hires one such being mid-managerial hires. Ever wondered what your fellow Talent Acquisitions follow for their Operational report?

Well if you haven’t then it’s probably time you did, so if you’re lost in thinking about this topic then let’s give you a head start. For our popular Wednesday discussions we had the topic, “What kind of operational report do you maintain for mid-managerial Hiring or Talent Acquisition function?” as suggested by our Kolkata Group member Raj Krishnan. And here’s what we uncovered…

If you’ve been curious about how other organizations manage their mid – managerial hires and the type of records they keep then look no further. As you’ll find out in a jiffy with our key takeaways, and I’m sure some of your queries will be answered soon enough. So here they are…

The procedure, Evaluation and the Type of records maintained

• Candidate Funnel Data
• An excel sheet was developed with the assistance of a developer which can act as an aggregator in our Sourcing and Management efforts.
• Records of CVs Sourced with their latest status
• Use and present this same data in a pivot format to understand the exact number at the end
• An Excel sheet with all the details that are required by the organization and user are stored for future analysis
• Correct data is the bible of the Talent Acquisition function and analysis of data is the key to its success

Advantages of Excel

• The advantage of Excel is its quickly editable, easy access and user-friendly interface
• Generate reports via third party / ATS system; one can get the desired report with any factors regarding recruitment, in different forms of slice and pivot.
• Customization being the key factor
• A Date segregation tool
• Manage a very huge number of data in one excel
• Create a recruitment planning report also till exit with the whole lifecycle of employees recorded
• Prepare detailed analysis on any challenges faced while filling a Position.
• Detailed reports, lookup, pivot tables are to be analyzed and process at operation/audit level.

Disadvantages of Excel

• Subjected to crash

From the discussion above we can conclude that the advantages outweigh the disadvantages. But excel is quite a handy software to have easy access to especially for tracking the lifecycle of either a Talent Acquisition or even for Talent progress tracking before the candidate comes on board. Who knew how much easier simple software like Excel can make us so efficient where maintaining data is concerned.

So if you’d like to be part of such discussions then be sure to follow us @SourcingADDA to gain real-time updates to our upcoming events and activities. In the meantime, we’d like to hear your inputs as well so leave your views in the comments section.

In the Talent Acquisition profession that most of us as Talent Acquisitionist are passionate about we’ve certainly come across all types of Applicants. Be it Candidates serving a notice period, fresher’s applying for employments, candidates employed as interns, job seekers and the topic of discussion candidates on bench. All of these have one thing in common and that is there’re all Interviewees seeking better opportunities to advance in their career.

But the question that’s on everyone’s mind is how do you identify the genuine ones from the bluffing candidates? As a result; upon the request of our Bangalore group member Sheetal we’ve conducted our popular Wednesday’s discussion on, “How can Recruiters or Individuals be sure that Candidates are genuinely on the bench?” And here’s what we’ve discovered…

Well from the discussion above we can confidently conclude that there are several solutions to deal with Candidates that are genuinely on bench. And here are the key take away pointers that we’ve come across…

1. Speak to multiple candidates in the same project
2. Ask question about the project in detail
3. Cross question on notice period
4. Verify by calling resources from the same project to be 100% sure
5. Arranging a F2F round and Skype discussions on Weekdays to verify
6. Verify by connections in HR
7. Ask the Candidate to submit the offer letter wherein the available notice period is clearly mentioned
8. Keep the communication strong and open

There you have it all the solutions that can ensure that Candidates are genuinely on bench. Now doesn’t this make the process easier and speed up the hiring process? So now you too and find the answer to your query, if you’re in the same scenario.

In the meantime be sure to leave your views in the comments section as we’re looking forward to them and follow us @SourcingAdda to gain real time insights on our upcoming events and activities.