The key to hiring great talent is a well – crafted Job Spec with the objective of attracting the right talent. Effective JDs. are ones that cater to generating engagement and that are an inclusive rich job description that ensures a balanced Diversity, Equity and Inclusion (DEI) Hiring. To fulfill the previously mentioned criteria it needs to address all the elements that potential prospects look for in Job Ads. Only then will you be able to create a pipeline that has a wide range of highly talented prospects for you to choose from to meet your hiring needs.

To understand this we @SourcingAdda went to the source by asking the recruitment fraternity specialist to provide us with an insight in to crafting effective job specs that are talent magnets. We did this in the form of our regular Wednesday discussions where this particular topic was taken up as a suggestion by one of our Bangalore group members Hillole who wanted to discuss on, What are the ways to create effective Job Specs? And what we discovered was quite informative as you can see from the chat below:

The views expressed above have clearly highlighted the important aspects that need to be considered to ensure that the Job Specs are effective in becoming talent magnets that you can surely rely on to meet your hiring needs and simultaneously generate a pipeline of talent to fall back on for your next exceptional hire.

Additionally, if you are interested to learn more about How to build an effective follow up with Candidates? Then it is a great read to help improve your candidate follow up techniques. And if you are looking to keep yourself updated about the new developments in the recruitment sphere then here is what you can do in 2 easy steps i.e.

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

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b) DM us to@Sourcingadda with your name, WhatsApp. Contact no. and location And one of our representatives will get back to you as soon as possible else you can get yourself Registered.

A common challenge faced by most Talent Acquisitionist is dealing with hired candidates without a relieving letter. While there are various reasons for such problems dealing with them is difficult especially when they are the preferred candidate and are serving their notice period or are unable to get a relieving letter due to genuine reasons or other commitments. Therefore, how does one deal with such individuals and still hire them is the question on our minds.

Thankfully we @SourcingAdda realise such challenges and try our level best to address these concerns to arrive at alternative solutions that are workable. And thanks to one of our Mumbai group members Archana who suggested we discuss on, How to deal with candidates who have joined the company without submitting a relieving letter? We are able to be of better assistance to our members. Therefore we have disclosed the chat for your review so let’s find out what options are available from a Recruiters perspective

The long standing trend of Start – ups springing up still continues and Sourcing Talent while achievable, getting Talent to join a Start – up is just as difficult as recognized companies. Moreover it becomes even more difficult to on-board Talent when a Start up is in a diversification mode. Therefore, it is essential to address such challenges that are common to all Talent Acquisitionists. The realisation of such on-boarding challenges prompts us @SourcingAdda to shed some light on this aspect for some assistance.

And since we constantly strive to be of some assistance to Talent Acquisitionists like yourselves we decided to discuss on the, Techniques used to attract resources when a company is a start-up or is in a diversification mode? which was a suggestion of one of our Gujarat group members Vaishali. And mentioned under here is what we uncovered

The recruiting field has never been the same since the arrival of Social media in all its glory. As a result recruiting has evolved to accommodate the changing trends. Almost everyone these days is on multiple social network sites. So knowing which social media will be best is just as important for recruiting. Most individuals are active on popular sites like Facebook, Twitter, LinkedIn, Google+, Pinterest and Instagram. So these sites would serve you best for recruiting talent.

With such a large database of potential applicants available; including the features that these sites have integrated into their sites, the recruiting process has been simplified for recruiters. Thus a recruiter’s performance has improved, making it effective and efficient. If you are wondering, How to Recruit with the Top Six Social Media Platforms? then you are in the right place. So let’s begin with the most basic ones.

Facebook

No matter how you look at it, it is still the biggest social network out there with over 1.3 Billion registered users and growing. It has been positioning itself as the place to search for people, grow your business, and market goods and services. So here’s how it can be used for recruiting?

You can start by creating a company page and ask people to Like it. Once they do that, they will start to receive your job ads and updates on their timeline. As your network grows organically, you can then pay to extend your reach to new audiences. The statistics suggest that paid Facebook pages rank higher than unpaid ones. This will, in turn, boost your search engine ranking and assist the content to be picked up by aggregates.

Twitter

Second in line with Facebook is none other than Twitter. With its features like broadcasts called Tweets that give you the flexibility to use 140 characters to assist the visibility of the posted content. The best thing about Twitter is that anyone from anywhere can view your posts and that too at any time. With Twitter, you can even schedule your tweets to be posted at different intervals with the assurance that your post will be viewed at different intervals as well.

Another useful feature is that of hashtags (#jobs, #hiring). This simple feature helps viewers to search, identify, view and follow your posts, which in return keeps your users wanting to know more about you and your activities. In short, you keep them glued to the activities if they are interested in it and also generate an interest where none exists.

LinkedIn

Unlike the above mentioned social networking sites LinkedIn is geared towards professional users and has more than 250 million users. LinkedIn also has an account devoted to recruiters alone. This feature gives them access to their entire database of users comprising of different fields and supports Boolean Search Strings. Recruiters can avail of these benefits of all these features and a lot more just under one umbrella, how great is this?

Pinterest

I guess by now I’ve covered this site enough in previous articles, so do I need to spell it out for you? Well just in case does this ring a bell? Its a site meant for creative individuals, so the majority of the individuals you will get will probably fall within the same group. So if you are looking for more information on this subject you can visit the blogs on Pinterest.

Instagram

Similar to Pinterest is Instagram but of course with more features that can complete your recruiter needs. Sharing pictures never get old and is just as effective as simple text. So just like both Twitter and Pinterest one can share pictures of their workplace. Both Twitter and Instagram have the video feature inbuilt and even share the hashtag feature.  Here too you can post job specs like on Pinterest and is a great marketing and branding tool that will add to your candidate experience. Apart from this users can portray and highlight their skills as graphic designers, user experience, videographers, and web developers.

So stop reading and start using, else you stand to lose a lot by wasting more time reading when you can be out there collecting your profit by using these sites to its full potential before anyone else catches on and steals your profits.

The recruiting field has never been the same since the arrival of Social media in all its glory. As a result recruiting has evolved to accommodate the changing trends. Almost everyone these days is on multiple social network sites. So knowing which social media will be best is just as important for recruiting. Most individuals are active on popular sites like Facebook, Twitter, LinkedIn, Google+, Pinterest and Instagram. So these sites would serve you best for recruiting talent.

With such a large database of potential applicants available; including the features that these sites have integrated into their sites, the recruiting process has been simplified for recruiters. Thus a recruiter’s performance has improved, making it effective and efficient. If you are wondering, How to Recruit with the Top Six Social Media Platforms? then you are in the right place. So let’s begin with the most basic ones.

Facebook

No matter how you look at it, it is still the biggest social network out there with over 1.3 Billion registered users and growing. It has been positioning itself as the place to search for people, grow your business, and market goods and services. So here is how it can be used for recruiting?

You can start by creating a company page and ask people to Like it. Once they do that, they will start to receive your job ads and updates on their timeline. As your network grows organically, you can then pay to extend your reach to new audiences. The statistics suggest that paid Facebook pages rank higher than unpaid ones. This will, in turn, boost your search engine ranking and assist the content to be picked up by aggregates.

Twitter

Second in line with Facebook is none other than Twitter. With its features like broadcasts called Tweets that give you the flexibility to use 140 characters to assist the visibility of the posted content. The best thing about Twitter is that anyone from anywhere can view your posts and that too at any time. With Twitter, you can even schedule your tweets to be posted at different intervals with the assurance that your post will be viewed at different intervals as well.

Another useful feature is that of hashtags (#jobs, #hiring). This simple feature helps viewers to search, identify, view and follow your posts, which in return keeps your users wanting to know more about you and your activities. In short, you keep them glued to the activities if they are interested in it and also generate an interest where none exists.

LinkedIn

Unlike the above mentioned social networking sites LinkedIn is geared towards professional users and has more than 250 million users. LinkedIn also has an account devoted to recruiters alone. This feature gives them access to their entire database of users comprising of different fields and supports Boolean Search Strings. Recruiters can avail of these benefits of all these features and a lot more just under one umbrella, how great is this?

Pinterest

I guess by now I’ve covered this site enough in previous articles, so do I need to spell it out for you? Well just in case does this ring a bell? It’s a site meant for creative individuals, so the majority of the individuals you will get will probably fall within the same group. So if you are looking for more information on this subject you can visit the blogs on Pinterest.

Instagram

Similar to Pinterest is Instagram but of course with more features that can complete your recruiter needs. Sharing pictures never get old and is just as effective as simple text. So just like both Twitter and Pinterest one can share pictures of their workplace. Both Twitter and Instagram have the video feature inbuilt and even share the hashtag feature.  Here too you can post job specs like on Pinterest and is a great marketing and branding tool that will add to your candidate experience. Apart from this users can portray and highlight their skills as graphic designers, user experience, videographers, and web developers.

So stop reading and start using, else you stand to lose a lot by wasting more time reading when you can be out there collecting your profit by using these sites to its full potential before anyone else catches on and steals your profits.