The constant buzz of extending work hours was a concern generating workplace situation which called for immediate action to develop a work life balance. The realisation and sudden increase in such recurring habits across multiple organisations created a cause for concern at all employment levels. For individuals engaging in this type of behaviour can have rising cases of employee and employer burnouts which needed to be addressed before it spiralled out of control.

Foreseeing this new gradual development in the recruitment fraternity and Amazon’s successful implementation of its attempt to curb this awful situation was a good start from their perspective. Especially coming from one of the e-commerce giants is bound not to go unnoticed and others are more likely to follow through in the best of circumstances. The positive step taken by Amazon, stimulated industry thought leaders to question such developments and its long team repercussions.

As a closely knit recruitment community such as @SourcingADDA, we strive to bring Talent Acquisition and Recruitment professionals up to speed on the latest developments. We do this to ensure that our members are always informed about the changing trends and happenings in the recruitment sphere. We are able to achieve this thanks to our members. Having said that, one of our Mumbai group member’s Archana suggested we discuss on, Perspectives in relation to the article: Lights out after 6pm: Amazon India tells its Employees. The purpose was to get realistic insights from Talent Acquisition and Recruitment professionals at the ground level. The insights would help us understand its effectiveness if implemented the right way and possible challenges they might encounter in the process. The response we received was overwhelming and you too will know after you’ve gone through the insights shared below

The comments shared above clearly highlight the ground reality of things. It even tells you how to address and overcome the possible challenges that you might encounter. Moreover, it gives you sound advice on how to approach the change and the importance of developing an adapting attitude to facilitate individual growth and progress. Additionally, employers need to realise that for them to achieve their company goals their focus needs to be on their employee’s wellbeing. As a well-rested working force will perform at an optimum level and thus plays a crucial role in scaling a company’s growth and to maximise profits.

Furthermore, if as an organisation you are looking to ensure your staff are company culture ready or are looking to improve their experience once on-boarded then you might want to go down that dreaded road of meeting  compensations demands so the WhatsApp Group Chat How to manage higher compensation demands of candidates? Just might be a good idea to explore. And while we are on the subject of candidate experience you might want to simultaneously keep tabs on the variety of perks you can offer to hook talented folks;that was discussed not too long ago through our on demand Wednesday discussions  via WhatsApp Group Chat Reasons and Solutions to reduce IT Candidate’s Offer Acceptance & backing-out ratio. And if you wish to up skill or add to your learning then make sure you are more involved by

1. Following us @Sourcingadda for real time updates to our upcoming activities and events
2. a) Leaving your views or requests to join these groups in our comments section below

OR

b) DM us to @Sourcingadda with your name, WhatsApp. Contact no. and location

Where one of our representatives will get back to you at the earliest or you can be proactive and register yourselves immediately to stay abreast in the latest recruitment trends. The best place to remain in tuned to the latest happenings within the recruitment fraternity is via our one of a kind platform where live insights are shared from thought leaders within the recruitment fraternity. The inputs shared by trend setters cater to the; but obvious challenges faced with live solutions to help you achieve your organisational or individual goals. You can even leverage the opportunity to make a connection with individuals alike on a personal note and up-grade your candidate searching skills to capture exceptional and potential talent at scale.

In the midst of ongoing career fairs and information sessions both budding professionals and employers alike are asking the same question, How to use LinkedIn’s University Pages for Recruiting?

In view of this; LinkedIn’s University Pages was launched, in order to assist alumni to get employed and in turn help recruiters in their search for the best possible match for the job. Hence, here are 5 tips to help alumni’s get recruited by potential employers.

Form and Maintain Relationships

With LinkedIn’s new addition, potential employers can now get the latest updates from schools so that you stay informed about the news and activities that matter to them. You should start searching for and following them for reasons already mentioned.

Interact with Institutes

The university pages lets you interact with these institutes via their community pages. Here you can share an article, post polls that cater to the student’s perspective, gives you access to mentors, an opportunity to grow and lots more. But remember to either like, comment on or ask a question on the University page wall before leaving. As this helps you to get noticed and even maintain connections.

Connect with Similar Schools

Well if you’ve been looking for similar schools then, that too is taken care off by the University Pages. Here apart from viewing the institute’s page you can even search for schools that are similar, with the Similar School’s module on the right rail. The section highlights students from other institutes that share the same career interest as the one you visited. This boost’s the number of candidates seeking similar job thus you have more individuals to choose from.

Discover top Talent

Another advantage of joining an institute’s group is that you have easy access to information about the institute’s top applicant based on the pass out batches. In addition to this, you even have access to top candidates anywhere in the world. By simply clicking on, Explore careers of Alumni, and then use the, LinkedIn Alumni Tool. Then you can select graduation dates that range from 2010, to 2013 for instance. Once here you can than sift through their education details to see if they match your requirements.

Use LinkedIn Recruiter

If you have a LinkedIn recruiter account then ensure that you use LinkedIn’s new, CheckIng feature at campus events, so that you can connect with the right individuals and also to draw in their attention to the latest developments.

Once you have all of this in place, the task of recruiting will have improved considerably as you have made all the necessary connections and have also interacted with your new connections, thus ensuring that you maintain important relationships nonetheless. If all of these aspects have been taken care of, you stand a better chance at gathering talented individuals that best suit your requirements.

There is an increasing emphasis given to diversity in the workplace these days, pushing hiring managers to focus more on Diversity and Inclusion Hiring (D&I). But what exactly do we mean by DnI Hiring as it is commonly known within the recruitment fraternity?

Simply put, DnI Hiring is nothing but a recruiter intentionally considering candidates from different walks of life with an attempt to ensure that the hiring process is all inclusive and free from barriers and biases that are based on a candidate’s race, ethnicity, age, gender, religion and other characteristics. Although it sounds do able but in truth accomplishing the task is a different story altogether. The reason being that not only do you need to include the underrepresented workforce but also ensure that you on board the right talent within the specific talent market and therein lies the difficulty we are all so familiar with as fellow Talent Acquisitionists.

But don’t be discouraged just yet as we @SourcingAdda, understand this challenge and are ever ready to offer solutions that can make a world of difference to assist you in meeting your requirements. Hence, upon our members request we decided to take the topic, Challenges & Strategies in Diversity and Inclusion Hiring that was suggested by two of our member’s each from the Pune & Bangalore group i.e. Sonam & Paramveer. Mentioned below are possible solutions and strategies that can be worth your while to read and in so doing you can uncover for yourself what we discovered

The discussion above clearly focusses on the goal of D&I hiring which is to make sure that hiring is done by reducing biases that may exist in sourcing, screening, and shortlisting candidates. The insights shared were interesting and are instrumental in achieving Diversity and Inclusion Hiring (D&I) success. And the strategies implemented may ignore or discriminate against qualified, diverse and exceptional candidates therefore identifying these aspects is of high priority to ensure D&I hiring is done without any biases.

Also the views expressed help you get a fair idea of the common challenges most organisations face. It even gives you solutions on how to overcome them when trying to deploy strategies to meet Diversity and Inclusion Hiring (D&I) needs.  To highlight just a few suggestions that cropped up; organisations need to formulate appropriate policies like POSH to avoid sexual harassment in the workplace. For the night shift workforce you can have security in place and trustworthy personnel at all times. Having a crache facility within the companies premises improves the chances of single parents opting in to your offer due to the convenience and other perks like ESIC, EPF, Food Coupons to the in house canteen facility if applicable that you offer. Creating opportunities in the top Leadership for Diversity can scale up your organisations profits thus improve your RoI drastically and be a success. All of these aspects together can improve the offer to joining ratio for these segments of individuals thus enabling you to have Diversity and Inclusion within your organisation.

If interested to know more about the repercussions of insisting on Immediate Joinees then WhatsApp Group Chat Consequences of Hiring Managers Insisting on Immediate Joiner would be an ideal read. And if you wish to up skill or add to your learning then be sure to get yourself more involved by

1. Following us @Sourcingadda for real time updates to our upcoming activities and events
2. a) Leaving your views or requests to join these groups in our comments section below

OR

b) DM us to @Sourcingadda with your name, WhatsApp. Contact no. and location

Where one of our representatives will get back to you at the earliest or you can be proactive and register yourselves immediately to stay abreast in the latest recruitment trends. These trends are showcased on our one of a kind platform where live insights are shared from experts within the recruitment fraternity. The inputs shared cater to the commonly faced challenges with possible solutions to help you come closer to meeting your hiring needs. You can even leverage the opportunity to make a connection with individuals alike on a personal note and up skill your candidate searching skills to capture exceptional and potential talent as well.

Good talent for all levels is hard to come by and recruiters are on the receiving end of this. In order to get those hard to find candidates, recruiters rely on campus recruiting when all other strategies have been tried to no avail. If you wish to expand your company’s employee base with qualified individuals, campus recruitment is a good strategy to fall back on.

So when it comes to Campus Recruitment there are certain things that you need to keep in mind, hence, here are 7 Tips for Campus Recruiting that you need to follow to obtain maximum results and in the process build important relations.

Start small to build wins

If you are doing this for the first time, it is better to begin small. Put simply, you can begin by hiring a few qualified individuals and then grow from there. If your initial hires have a good success ratio, there is no going back from there you are only going to move forward. You can even turn your initial interns in to full-fledged employees if they know that if any vacancy crops up, they can be selected provided they have the skillsets necessary for the job. Once your organisation has a name you can then recruit on a bigger scale and build your relationship with a college.

Get Executive Support

For your efforts to yield results, having an executive support is essential. If you have an executive on board participating, it has a positive effect on potential recruits. This also assists ones recruiting process as it multiplies the number of candidates showing up for interviews.

Introduction to the organisation

When introducing your company make it as brief as possible by focusing on the company’s reputation, culture and by addressing the important question, i.e. why should they work for you and how are you different from any other organisation that has come before you. Most importantly you need to state at the very beginning that only those individual who meet the criteria will be selected. More emphases should be given on the vacancies available by giving details about it; like the number of vacancies, the type, the duration and if possible mention if it is a paid or unpaid internship (optional) so neither party’s time is wasted. This is a put offer for both parties in question.

Brief the applicants

During the introduction session ensure that you tell the applicants about the mistakes they should avoid during the interview and what you look for in an interview. This eases the nervousness they are sure to experience as this is probably their first ever interview. This even builds their confidence level as they have some idea of what will take place in an interview session and gives them a chance to impress you efficiently.

Invest in to the relationship

When you select a candidate as you re intern it goes a long way if you improve the relationship. Besides the main goal of an internship program is to affect a student’s life by enriching their professional experience and help them develop their skillsets while keeping the business progress in mind.

Organisation branding

If you are successful you will land up with an exceptional candidate who can be turned into a full time employee. This particular recruit can be the face for your next campus recruiting session who just happens to be an ex-alumnus. Students will definitely respond to a familiar face if in fact he / she were a previous recruit and an ex-student.

Get more Applicants

It is common knowledge that to get more respondents, it is preferable to have a paid internship program as this serves as an incentive to the student to excel in whatever task is given to them. It motivates them to work thus you get a clear idea of whether they were the right person for the job and judge their potential to grow and improve.

If you do all of this effectively you are sure to recruit the best candidates from the pool of applicants that you interviewed. This individual therefore becomes an asset to you organisations for all the reasons mentioned earlier. So now that you know this, you can proceed with your campus recruiting session to recruit that hard to find candidate, that is often lost to us and that too with ease.

For a recruiter apart from sourcing candidates via Social Media platforms they even dig into their existing connections. Just imagine if you could view connections that aren’t your immediate ones, won’t it assist and boost sourcing results?

Well if you have been having as much trouble sourcing the right candidates as most of us usually do and are looking to View Third Degree and out of Network Profiles then, take a deep breath; your search is finally over. What a relief!

Are you fed up with the constant interruptions during sourcing caused by ads, then that too can be taken care of with a simple tool to do that for you.

So let’s take care of the issue at hand i.e. How to view third degree and out of network profiles?

Viewing third degree and out of network profiles has never been as simple as it is now. This can be done via Private Browsing. Here is how you can browse privately irrespective of the Browser used. Whether you are using Mozilla Firefox, Google Chrome or Safari there is a way nonetheless.

Google Chrome

This browser has a feature that enables you to browse privately i.e. incognito. Here’s how:

• Left click the Customize and control Google Chrome icon (the 3 Dots icon on the right hand side of the page)
• Select  the option New incognito window
• To speed up the process use the short cut Ctrl+Shift+N

Chrome allows you to access the profile searched in the private browser. Before opening the profile in any job portal you can right click on the link and select the option Open link in new incognito window. Once you do this any profile you access will open in the incognito browser with its own tab.

Mozilla Firefox

Like most browsers even Firefox has the private browsing feature. To shift to private browsing follow these steps:

• Left click the Open Menu icon (the 3 Bar icon on the right hand side of the page)
• Selecttheoption New Private Browsing
• To speed up the process use the short cut Ctrl+Shift+P

Once you are in the New Private Browser you can view and search profiles easily. This will assist you in your search for third and out of network profiles thus improving your sourcing results.

Safari

Most browsers have the private browsing feature. To access it follow these simple steps:

• Under the tools section, left click the icon (the Cog icon on the right hand side of the page)
• Select the options Private Browsing and Block Pop up Windows

Once you have done this your Private Browsing is set up and you can start searching and accessing profile links that meet your criteria. This will also enable you to access third and out of network profiles which will boost your sourcing results.

Prevent Pop Ups

Most browsers will take care of these interruptions via private browsing; if it isn’t then you always have a tool AdBlock that will do this for you.

So here is the answer to your troubles and if you have any other to add do let us know in the comments section. This will increase our knowledge as well as our readers.