The Talent Acquisition Industry has constantly been debating about whether Candidate feedback is to be given or not. And if yes, how should it be given especially in rejection cases. Handling rejection can be difficult on both parties involved in the hiring process, the Interviewer and Interviewee.

The Interview being the candidates foot in the door to amazing opportunities if selected. Moreover most Recruiters usually tend to miss out on conveying the feedback to the Interviewed Applicant on time due to their mountain of tasks at hand.

Giving feedback in the right manner in a way that Applicants aren’t discouraged from their job hunt is absolutely essential but overlooked by Recruiters on the whole. Hence, the popular #SourcingChat focussed on these aspects and only the Top Tweets of the #SourcingChat is listed out due to popular vote for Top Tweets only but you can view the #Storify to know more.

Sourcing Adda@SourcingAdda

Q.1 As a Recruiter, do you always give feedback to interviewed candidates? #SourcingChat

D Prasanth Nair@DPrasanthNair

@aditi_sha26 @SourcingAdda A1 #sourcingchat lot of us give. But need to be more consistent and

also improve quality of feedback

Mark Mansour @MarkMansour01

@SourcingAdda I always do for candidates I interview. When trying to get feedback from a hiring

manager it’s harder a1#SourcingChat

Manish Pipalwa@pipalwa

A1 Sharing feedback is a Learning for #Recruiters. It help to improve on #Sourcing while identifying

Gaps #SourcingChat

Sourcing Adda@SourcingAdda

Q.2 Are you scared of giving the feedback for rejected candidates? If yes, Why? #SourcingChat

Md Saifullah Rizvi@SaifuRizvi

A2. it is humane to be hesitant while sharing d negative feedback. One has to learn to subtly share

d message of rejection! #SourcingChat

Aditi Sharma@aditi_sha26

A2: Yes, sometime I feel like the feedback will demotivate the candidate. #SourcingChat

Sourcing Adda@SourcingAdda

Q.3 Do you prefer giving the feedback personally (Call/Email) or through automated system?

#SourcingChat

Sumeet Jindal@sumeetjindalin

If the feedback is official then thru mail, personal then personally thru message. For for close

friends, face to face. #sourcingchat

gopal kharwat@IamGopal89

A3.I feel a an email or in person works well,depending on the seniority. System-naah,no personal

touch #SourcingChat

Soniya Sharma@soniyasharmahr

A3 I prefer giving it ny way the candidate is comfortable wid.Very few candidates r curious 2 knw

wt made company 2 reject thm #SourcingChat

Sourcing Adda@SourcingAdda

Q.4 How feasible is to give feedback to every candidate personally in volume hiring?

#SourcingChat

Gaurav Dubey@BetuChotu 

#SourcingChat a4. in volume hiring, feedback can be same because many candidates will lack

same skills. tell it in the way they understand.

Vikas Dua@vykasdua

A4. In Volume hiring, better to ‘templat-ise’ feedback to extent poss and automate with emails/sms

#SourcingChat @SourcingAdda

Nitisha Shah@nitishashah1

Let thm knw how much you appreciate their effort. If you genuinely want to keep their resume

on file for future opportunities. #SourcingChat

Sourcing Adda @SourcingAdda

Q.5 Share your secret of giving good interview feedback for rejected candidates? #SourcingChat

Soniya Sharma @soniyasharmahr

A5 While Rejecting due 2 skill gap i always try to give feedback on the spot or over the phone later.

Used for IT recruitment#SourcingChat

Nitisha Shah @nitishashah1

A5. The interviewee is looking for constructive insights. Don’t begin by listing all the things they did

wrong #SourcingChat

Vikas Dua @vykasdua

A5. Be quick, be honest, give some tips for improvement/ guide in the right direction

#SourcingChat @SourcingAdda

Well this brings us to the end of another great #SourcingChat and we hope you’ve enjoyed it just as much as we’ve enjoyed conducting it. If you’ve found this #SourcingChat informative and would like to be a part of it then be sure to follow us @SourcingAdda for updates to our upcoming activities.

As Talent Acquisitionist’s we’ve heard so much about Candidate experience being important for Employer Branding. We’ve even spoken about Candidate Experience at our most recent annual event #TASCON16 but have you ever wondered whether a flexible Date of Joining (DoJ) could hold the key to making exceptional hires having the calibre we need.

If you haven’t thought about it then let’s start now. We @SourcingAdda decided to get Talent Acquisitionist’s like your-self to think about things that you don’t normally think about. You might remember us from the recently held #TASCON16  or from the popular Whats App Group Chat Wednesday’s Discussions?  If yes then you also know that the Wednesday’s Discussion topic is decided based on the suggestions of the Whats App Group Chat members, hence the Wednesday’s Discussion topic was on, “Will a flexible Date of Joining (DoJ) be better to improve Candidate Experience?” It’s obvious that the suggestion was by a Whats App Group Chat member i.e. Shashank from Bangalore. And here’s what we uncovered…

Based on the discussion above we can conclude that a flexible DOJ might be the key to unlocking the door to an improved Candidate Experience which can boost Employer Branding with a satisfied Candidate. Sometimes it’s the small things that don’t quite seem relevant or important but can have a drastic impact on the things that matter to us more. Hope this discussion answered some of the questions that you may have had.

In the meantime if you’re feeling left out then follow @SourcingAdda to get the latest updates to our upcoming events in real time and become a part of these popular Wednesday Discussions  to add to your knowledge.

As Talent Acquisitionist’s we’ve heard so much about Candidate experience being important for Employer Branding. We’ve even spoken about Candidate Experience at our most recent annual event #TASCON16 but have you ever wondered whether a flexible Date of Joining (DoJ) could hold the key to making exceptional hires having the caliber we need.

If you haven’t thought about it then let’s start now. We @SourcingAdda decided to get Talent Acquisitionist’s like your-self to think about things that you don’t normally think about. You might remember us from the recently held #TASCON16  or from the popular Whats App Group Chat Wednesday’s Discussions?  If yes then you also know that the Wednesday’s Discussion topic is decided based on the suggestions of the Whats App Group Chat members, hence the Wednesday’s Discussion topic was on, “Will a flexible Date of Joining (DoJ) be better to improve Candidate Experience?” It’s obvious that the suggestion was by a What’s App Group Chat member i.e. Shashank from Bangalore. And here’s what we uncovered…

Based on the discussion above we can conclude that a flexible DOJ might be the key to unlocking the door to an improved Candidate Experience which can boost Employer Branding with a satisfied Candidate. Sometimes it’s the small things that don’t quite seem relevant or important but can have a drastic impact on the things that matter to us more. Hope this discussion answered some of the questions that you may have had.

In the meantime, if you’re feeling left out then follow @SourcingAdda to get the latest updates to our upcoming events in real-time and become a part of these popular Wednesday Discussions to add to your knowledge.

Linkedin the favoured buddy of Talent Acquisitionists is about to change the way Talent is Sourced with Microsoft taking it over. Everyone in the field is wondering whether it’s going to be a boon or a bane. Thus it’s the talk of the neighbourhood in the Talent Acquisition Industry.

We’ve heard rumours but let’s all take time to think about what it means for the Talent Acquisition Industry as a whole and for us as Consultants and Corporates? We’ll to give you a push @SourcingAdda we’ve gone one step ahead and discussed about it at our popular Wednesday discussions. Hence the topic, What are your views about Linkedin’s take over by Microsoft? and here’s what we discovered

The discussion above has highlighted several aspects on different levels. It has focussed on the pros and cons of this arrangement from a business level where the positive aspects can also become negative aspects if not well managed. It covers the difference between the two and their impact on the Talent Acquisition Industry. We’ve addressed the Pros & Cons from a Recruiters as well as Linkedin Employees perspectives and I’m sure you can think of other aspects that we’ve overlooked or not covered. So let’s highlight the key take a ways from the discussion so that you can add to this list.

Pros & Cons for a business

• A Push cortana integration with your existing CRM/ATS through the Microsoft platforms
• A Monopoly with the largest professional network i.e. Linkedin and largest cloud owned by Microsoft
• Emerge as a competition to Salesforce, Apple and Google
• Linkedin the founders created a set of values surrounding Business and Networking in general as indicated in their book ‘The Start Up of You’.
• Interesting to see what Apple and Google does next to show its power of net worth and feel its market presence
• Business wise Microsoft made a good deal
• Linkedin has already changed its policies
• Linkedin should retain its ideal value and be original

Difference between Microsoft & Linkedin

Microsoft

• Microsoft is more technology based
• Microsoft has strict and rigid processes in terms of employment
• Microsoft has good information pertaining to entities like Contacts, Messages, Calendar entries, MS Office and documents

Linkedin

• Linkedin is more people based
• Whether Linkedin employees will be able to cope up with Microsoft
• LinkedIn has information regarding jobs, co-workers, learning, prospects and recruiting/hiring
• Closed Source from Open Source

Pros for Recruiters

• Integration between Outlook, Skype – Slide Share – LinkedIn
• Expect good newsfeed being shared as end users
• People working on projects will benefit

Cons for Recruiters

• The essence of LinkedIn’s creation and existence is not lost
• If the end goal is achieved due to the money value looking enticing
• If the Microsoft culture is applied then people will quit Linkedin and attrition rate will increase
• A lot of limitations and restrictions and Linkedin has become like an iOS from Android
• Impacts users who were using LinkedIn for basic search
• Using third party tools like Rapportive or 36° global chrome extensions
• Unless you have a paid account on Linkedin it’s of no use

Pros for Linkedin Employees

• Collaboration can rise to a new level of success

Cons for Linkedin Employees

• Linkedin employees will be able to cope up with Microsoft
• Microsoft culture if applied then people will quit

If you’d like to add to your learning then it is imperative that you join in these conversations. Be sure to follow us @SourcingAdda to get real time updates to our upcoming activities. Now that you’ve read this far would you care to mention a few that might have clicked while reading? If yes then leave your views in the comments section as we’ll like to hear from you too.

Linkedin the favoured buddy of Talent Acquisitionists is about to change the way Talent is Sourced with Microsoft taking it over. Everyone in the field is wondering whether it’s going to be a boon or a bane. Thus it’s the talk of the neighbourhood in the Talent Acquisition Industry.

We’ve heard rumours but let’s all take time to think about what it means for the Talent Acquisition Industry as a whole and for us as Consultants and Corporates? We’ll to give you a push @SourcingAdda we’ve gone one step ahead and discussed it at our popular Wednesday discussions. Hence the topic, What are your views about Linkedin’s take over by Microsoft? and here’s what we discovered

The discussion above has highlighted several aspects on different levels. It has focussed on the pros and cons of this arrangement from a business level where the positive aspects can also become negative aspects if not well managed. It covers the difference between the two and their impact on the Talent Acquisition Industry. We’ve addressed the Pros & Cons from a Recruiters as well as Linkedin Employees’ perspectives and I’m sure you can think of other aspects that we’ve overlooked or not covered. So let’s highlight the key takeaways from the discussion so that you can add to this list.

Pros & Cons for a business

• A Push Cortana integration with your existing CRM/ATS through the Microsoft platforms
• A Monopoly with the largest professional network i.e. Linkedin and largest cloud owned by Microsoft
• Emerge as a competition to Salesforce, Apple and Google
• Linkedin the founders created a set of values surrounding Business and Networking in general as indicated in their book. The Start-Up of You’r.
• Interesting to see what Apple and Google do next to show its power of net worth and feel its market presence
• Business-wise Microsoft made a good deal
• Linkedin has already changed its policies
• Linkedin should retain its ideal value and be original

Difference between Microsoft & Linkedin

Microsoft

• Microsoft is more technology-based
• Microsoft has strict and rigid processes in terms of employment
• Microsoft has good information pertaining to entities like Contacts, Messages, Calendar entries, MS Office and documents

Linkedin

• Linkedin is more people based
• Whether Linkedin employees will be able to cope up with Microsoft
• LinkedIn has information regarding jobs, co-workers, learning, prospects, and recruiting/hiring
• Closed Source from Open Source

Pros for Recruiters

• Integration between Outlook, Skype, Slide Share, LinkedIn
• Expect good newsfeed being shared as end-users
• People working on projects will benefit

Cons for Recruiters

• The essence of LinkedIn’s creation and existence is not lost
• If the end goal is achieved due to the money value looking enticing
• If the Microsoft culture is applied then people will quit Linkedin and attrition rate will increase
• A lot of limitations and restrictions and Linkedin has become like an iOS from Android
• Impacts users who were using LinkedIn for basic search
• Using third-party tools like Rapportive or 360° global chrome extensions
• Unless you have a paid account on Linkedin it’s of no use

Pros for Linkedin Employees

• Collaboration can rise to a new level of success

Cons for Linkedin Employees

• Linkedin employees will be able to cope up with Microsoft
• Microsoft culture if applied then people will quit

If you’d like to add to your learning then it is imperative that you join in these conversations. Be sure to follow us @SourcingAdda to get real-time updates to our upcoming activities. Now that you’ve read this far would you care to mention a few that might have clicked while reading? If yes then leave your views in the comments section as well as to hear from you too.