The success of #TASCON16 had made us all fellow Talent Acquisitionist up to date with the current trends in the Recruitment Industry and we’ve all added to our knowledge. I’m sure we’re all excited to learn which are the Top Tweets of #TASCON16 – A Unique Conference Designed by Recruiters for Recruiters?

The wait ends so here are the Top Tweets of #TASCON16 – A Unique Conference Designed by Recruiters for Recruiters?

1. Sharath Kumar ‏@SharathKumar

#TASCON16 @Suehasan @Manya291012 Diversity – finding rock stars from amongst the stronger half!

2. Prasad Pimpalkar ‏@Prasad_Rider

Give #BossKiSupari cool idea @im_srikrish #TASCON16

3. Harsh Doshi ‏@harsh0086

Sourcing diversity talent with Manya and sunayna at #TASCON16 @Sarangbrahme @huntingways @sujitpal33

4. ADITI SHARMA ‏@aditi_sha26

One more x-ray search for #diversity #hiring #TASCON16

5. Sathish Ganesh ‏@sathish_ganesh

#sourcing not equal to #recruitment says @im_srikrish #TASCON16

6. Anshuman Mukherjee ‏@anshumanhr

@im_srikrish recruitment job is monotonous you can make interesting. #TASCON16

7. Vaishali ‏@vaishaliwanchoo

#TASCON16 capturing #genderdiversity @Suehasan @Manya291012 .. Talks abt legal

8. Mukta Patil ‏@MuktaPatil4

Source quality profiles… Don’t be a postman! #TASCON16 @SourcingAdda wonderful session!

9. Sarang Brahme ‏@Sarangbrahme

@im_srikrish talks about skills recruiter needs to have. #TASCON16

10. Tatyasaheb ‏@Tatya_Kolage

#TASCON16 Candidate engagement is a big challenge instead of finding candidates says @AshishPeshave #Mass #mailing

11. Shoheb Shaikh ‏@Shoheb

#TASCON16 @AshishPeshave mentions SELO (skills, experience, location n organisation) components will help! Topic:Art of sending mass mail.

12. Yusuf Pathan ‏@keyresourcing

Corporates should work with colleges on the syllabus development in tandem to their needs #TASCON16

13. Bhumika ‏@Bhumika_Naik

Ritesh Madraswala speaking about Stack Overflow #TASCON16

14. Anshul Pandey ‏@anshulusa30

Nice interactive session of @kunjal23 @SourcingAdda . Really gaining lot of knowledge

15. Moonmoon Das ‏@Moonmoondas

Is #CX imperative ? Great debate #TASCON16 @SourcingAdda @uma2790 @kunjal23 loved the session and hope did justice to the topic

16. PramodTMP ‏@pramod1975

+1, relevant content and transparency are key elements of candidate experience @kunjal23 @SourcingAdda @anshumanhr #TASCON16

17. Vinayak Joglekar ‏@vinayakj

#tascon16 @Ashwanipaswan7 google spiders read first 65 chars in title and 160 characters in description

18. Dinesh Hemdev(Danny) ‏@d_hemdev

@SourcingAdda @amitpatelHR recruitem.net awesome lookup from multiple database #TASCON16

19. Abhijit ‏@huntingways

#TASCON16 Intel techniques awesome tool for Facebook search.@harsh0086 @sujitpal33 @Sarangbrahme @jkelshik

20. Vikas Dua ‏@vykasdua

seems #TASCON16 is going to break the internet today thnx 2 u folks! @keyresourcing @aadil @purnimakumar21

21. Vinil Chacko ‏@vinilchacko

Let the machine do the simple things and you move into complex stuff #TASCON16

And here’s what happened there were several brainstorming sessions clubbed together with fun activities that ensured that the participants had a great time while they added to their learning. #TASCON16 was a success due to the combined effort of the speakers, attendees, contestants and the Sourcing Adda team.

To know more about what went on and for more exciting news that will certainly keep you awe-struck and wishing to have been there be sure to follow @SourcingAdda.

The field of Recruitment has also evolved due to the changing times. Unlike the Traditional Recruiting Methods that weren’t very effective, the Modern Methods use Social Media as a recruiting strategy as it is not only cost effect but also speeds up the process. Nevertheless, for recruitment to be successful there are other aspects that have proved effective but in collaboration with Social media.

Candidate Experience

A growing trend in the field of recruitment is the candidate’s experience during the entire hiring process. Nowadays a candidates experience makes all the difference because the experiences are shared within the individuals social network thus it can affect the reputation of the company. These reviews have an impact on potential employees hence it can limit the number of applicants for that job.

Creating Candidate Personas

When creating job descriptions the new trend followed is crafting the ideal persona, specific to the vacancy instead of a simple description. The aim is to put a face to the description which gives the candidate a clear understanding to what the job profile calls for. This in turn helps the applicant to decide whether they are the right person for the job.  Such a job description helps Recruiters and Sourcers alike in identifying the right candidate and it also reduces the irrelevant applications received, that they would otherwise have to manually discard.

Assessment Tools

There are several assessment tools available to recruiters today to enable them to screen individuals on the talents and skills they possess. But even these have to be regularly updated with the changing times else they are rendered inaccurate and useless. Hence these tools too should be updated before administering them as screening tools. Personality assessments give you detailed information and insights into the individual’s personality traits which gives you a fair idea about their capabilities that can help you to sort out suitable candidates.

These are effective strategies most Recruiters use when selecting potential candidates for their vacancies.  These have lately proven to be very effective in screening suitable candidates thus ensuring that you recruit the right individual for the specific profile. These aspects also ensure that you prevent irrelevant applications from crowding your inbox that boosts the selection process making it easier to swift through since you have a pool of individuals of caliber to choose from.

The field of Recruitment has also evolved due to the changing times. Unlike the Traditional Recruiting Methods that weren’t very effective, the Modern Methods use Social Media as a recruiting strategy as it is not only cost effective but also speeds up the process. Nevertheless, for recruitment to be successful there are other aspects that have proved effective but in collaboration with Social media.

Candidate Experience

A growing trend in the field of recruitment is the candidate’s experience during the entire hiring process. Nowadays a candidate’s experience makes all the difference because the experiences are shared within the individuals’ social network thus it can affect the reputation of the company. These reviews have an impact on potential employees hence it can limit the number of applicants for that job.

Creating Candidate Personas

When creating job descriptions the new trend followed is crafting the ideal persona, specific to the vacancy instead of a simple description. The aim is to put a face to the description which gives the candidate a clear understanding of what the job profile calls for. This, in turn, helps the applicant to decide whether they are the right person for the job.  Such a job description helps Recruiters and Sourcers alike in identifying the right candidate and it also reduces the irrelevant applications received, that they would otherwise have to manually discard.

Assessment Tools

There are several assessment tools available to recruiters today to enable them to screen individuals on the talents and skills they possess. But even these have to be regularly updated with the changing times else they are rendered inaccurate and useless. Hence these tools too should be updated before administering them as screening tools. Personality assessments give you detailed information and insights into the individual’s personality traits which gives you a fair idea about their capabilities that can help you to sort out suitable candidates.

These are effective strategies most Recruiters use when selecting potential candidates for their vacancies.  These have lately proven to be very effective in screening suitable candidates thus ensuring that you recruit the right individual for the specific profile. These aspects also ensure that you prevent irrelevant applications from crowding your inbox that boosts the selection process making it easier to swift through since you have a pool of individuals of caliber to choose from.

Traditional methods of Recruitment are gradually being replaced by Social Media, seeing as it is a new era that is evolving at a fast pace. The task of a Recruiter just got easier and more fun. Never before has obtaining contacts been so simple and acquiring Candidates of caliber is now easy too.

If you thought that Social Media was only for portraying your social presence and to catch up or mingle with your friends, well think again. Owing to the huge success that is Social Media and its ever responsive users, even Business owners have realized the potential of Social Media and its effectiveness in marketing their products.

So before you post something on your page, stop for a minute and analyze your posts because even employers are active on these sites. What you post is evaluated and viewed at the time of job hunting too. And don’t think that this doesn’t apply to you because you’re a Recruiter, in fact, it mainly applies to you as you’re representing your company.

As a Recruiter part of your job description usually requires you to not just monitor Social Networking sites but to build your network as well. And the way to enhance the quality and quantity of your Connections is through Social Media. So why monitor Social Media?

Online Presence

Well if every second person is active on Social Media you too are probable there; working hard to collect potential candidates for your company. Well, even employers and their competitors are fairly active online but for branding. Doesn’t this make you wonder, what a small world we live in? Everyone you’d want to contact and the ones you wish didn’t get in touch with you are all there doing the same thing, you do. Thus your presence or the company’s is equally important hence be cautious and professional on the page at all times.

Monitor the Online Presence

With similar companies mushrooming in different pockets, it is absolutely essential that you know and have first-hand information on the latest developments in your connections and that of your competitors. Hence, the proverb, “the early bird catches the worm” holds true for anyone in the Recruiting business and for a company’s competitors too.

Track Candidates

Although Social Media has made the task of reaching customers fairly easy it also requires you to monitor them so that you are targeting the right people with your job specs. This is important especially when you have over 2 billion people active on Social Media sites with different interests and counting. You don’t want your efforts wasted; you want it to be worth your time and effort spent, to achieve the best results and is cost-effective. You don’t want to market to the wrong people and risk losing potential Candidates while simultaneously affecting the company’s reputation.

Get Queries Resolved

Resolving the queries that potential Candidates bring forth via interviews is a part of the Recruiting process but a vital one. This is because it plays an important role in the Candidate’s decision-making process. By giving solutions you speed up the process and are likely to land with the desired Candidate at the right time before they are picked up by another company. Let’s face it acquiring good talent is not a common occurrence but rather a rare one.  If you’re a Recruiter you’d agree to this statement.

Identify New Marketing Opportunities

The Social Media platform is filled with endless opportunities that haven’t yet been discovered, so why not be the first to use it to your advantage. This will automatically filter out those competitors who haven’t yet encountered this method before they catch up with you. This will give you access to the best pool of Candidates available at that time and that too with the right caliber.

Like I always say explore all your opportunities before you decide on one and stick to it and even then explore some more. As you will never know when that effort will pay off and land you with a suitable and adequately qualified employee. So look for a way on how you can convince him/her to join your company or risk losing that Candidate to another instead. You definitely don’t want that, now do you?

Traditional methods of Recruitment are gradually being replaced by Social Media, seeing as it is a new era that is evolving at a fast pace. The task of a Recruiter just got easier and more fun. Never before has obtaining contacts been so simple and acquiring Candidates of calibre is now easy too.

If you thought that Social Media was only for portraying your social presence and to catch up or mingle with your friends, well think again. Owing to the huge success that is Social Media and its ever responsive users, even Business owners have realised the potential of Social Media and its effectiveness in marketing their products.

So before you post something on your page, stop for a minute and analyse your posts because even employers are active on these sites. What you post is evaluated and viewed at the time of job hunting too. And don’t think that this doesn’t apply to you because you’re a Recruiter in fact it mainly applies to you as you’re representing your company.

As a Recruiter part of your job description usually requires you to not just monitor Social Networking sites but to build your network as well. And the way to enhance the quality and quantity of your Connections is through Social Media. So why monitor Social Media?

Online Presence

Well if every second person is active on Social Media you too are probable there; working hard to collect potential candidates for your company. Well even employers and their competitors are fairly active online but for branding. Doesn’t this make you wonder, what a small world we live in? Everyone you’d want to contact and the ones you wish didn’t get in touch with you are all there doing the same thing, you do. Thus your presence or the company’s is equally important hence be cautious and professional on the page at all times.

Monitor the Online Presence

With similar companies mushrooming in different pockets, it is absolutely essential that you know and have first-hand information on the latest developments in your connections and that of your competitors. Hence, the proverb, “the early bird catches the worm” holds true for anyone in the Recruiting business and for a company’s competitors too.

Track Candidates

Although Social Media has made the task of reaching customers fairly easy it also requires you to monitor them so that you are targeting the right people with your job specs. This is important especially when you have over 2 billion people active on Social Media sites with different interests and counting. You don’t want your efforts wasted; you want it to be worth your time and effort spent, to achieve the best results and being cost effective. You don’t want to market to the wrong people and risk losing potential Candidates while simultaneously affecting the company’s reputation.

Get Queries Resolved

Resolving the queries that potential Candidates bring forth via interviews is a part of the Recruiting process but a vital one. This is because it plays an important role in the Candidate’s decision making process. By giving solutions you speed up the process and are likely to land with the desired Candidate at the right time, before they are picked up by another company. Let’s face it acquiring good talent is not a common occurrence but rather a rare one.  If you’re a Recruiter you’d agree to this statement.

Identify New Marketing Opportunities

The Social Media platform is filled with endless opportunities that haven’t yet been discovered, so why not be the first to use it to your advantage. This will automatically filter out those competitors who haven’t yet encountered this method before they catch up with you. This will give you access to the best pool of Candidates available at that time and that too with the right calibre.

Like I always say explore all your opportunities before you decide on one and stick to it and even then explore some more. As you will never know when that effort will pay off and land you with a suitable and adequately qualified employee. So look for a way on how you can convince him / her to join your company or risk losing that Candidate to another instead. You definitely don’t want that, now do you?