We are all aware of the concept of Campus Recruitment program but how many of us as recruiters can ensure that it will be a successful event. I think we all know the answer to that not that often. With more and more companies turning to social networking sites to fulfill all their recruitment needs. Wouldn’t it be great if we had the right tools and the knowledge that goes with it, to improve our performance on the whole? Therefore, the question, How to Conduct a Successful Campus Recruitment Program comes to the fore. So let’s find answers to this question.

Form Relations

For campus recruitment to be successful it is essential that you build, develop, manage and maintain campus relationships. This can be achieved mainly by long term results and not by short term ones and is definitely built upon strong relationships. Some ways this can be done are

• Hold internships programs
• Hold career fairs, job-posting services
• Hole On-campus recruiting programs
• Continuing internship programs
• When openings aren’t available, take the initiative to continue the relationship by
• Taking part in mock interviews
• Performing resume critiques
• Host introductory sessions
• Be a guest speaker

  These are some ways that you can form and strengthen your relationships.

Start with realistic goals

Whoever has been in the recruiting industry long enough will agree that recruiting starts with developing realistic goals. When setting goals and to identify whether they are based on supply, demand and related facts here are a few questions that you might want to ask

• How large is the potential pool?
• Where are the candidates?
• Who are your competitors?
• What are they offering?

If you do all of this work upfront you will definitely be able to set reachable goals that are fact-based.

Measure and analyze the results

To be a success, it is essential that you analyze and measure your results so that you can get a fair idea about the progress. Here are some tips

• Track how many hires you make
• Track your interviews on the number of offers, offer to acceptance and also the retention rates

These insights will help you understand where the problems are. For Instance, if there are a high number of interviews but fewer offers then you know that there is a problem with screening. Similarly, if you extend many offers but receive few acceptances that could mean that there is something wrong in this aspect of the procedure. Some other questions you should ask are

• Is your job description too vague, meaning that your candidates can’t screen themselves out?
• Are you unclear about what you want in a candidate?
• Where are the snags?
• Are your salaries competitive?
• Are you taking too long to extend the offer and thus losing candidates to other organizations?
• You can also find out the reasons as to why your offers are being turned down

Start an Internship program

Well, this is a perfect strategy to improve your hires and make them full-time employees that too by simply holding an internship program. These interns are likely to be good employees as they can be molded into working in accordance with the employer. They are perfect candidates that you can invest in to build your company.

Make sure that you focus on all these aspects, if you wish to have a successful Campus Recruitment Program, this will also improve you’re branding if done effectively.  There you have it, you can now be assured that the Campus Recruitment Program will be a success if everything is done effectively and in an efficient manner.

We are all aware of the concept of Campus Recruitment program but how many of us as recruiters can ensure that it will be a successful event. I think we all know the answer to that not that often. With more and more companies turning to social networking sites to fulfill all their recruitment needs. Wouldn’t it be great if we had the right tools and the knowledge that goes with it, to improve our performance on the whole? Therefore, the question, How to Conduct a Successful Campus Recruitment Program comes to the fore. So let’s find answers to this question.

Form Relations

For campus recruitment to be successful it is essential that you build, develop, manage and maintain campus relationships. This can be achieved mainly by long term results and not by short term ones and is definitely built upon strong relationships. Some ways this can be done are

• Hold internships programs
• Hold career fairs, job-posting services
• Hole On-campus recruiting programs
• Continuing internship programs
• When openings aren’t available, take the initiative to continue the relationship by
• Taking part in mock interviews
• Performing resume critiques
• Host introductory sessions
• Be a guest speaker

These are some ways that you can form and strengthen your relationships.

Start with realistic goals

Whoever has been in the recruiting industry long enough will agree that recruiting starts with developing realistic goals. When setting goals and to identify whether they are based on supply, demand and related facts here are a few questions that you might want to ask –

• How large is the potential pool?
• Where are the candidates?
• Who are your competitors?
• What are they offering?

If you do all of this work upfront you’ll definitely be able to set reachable goals that are fact-based.

Measure and analyze the results

To be a success, it is essential that you analyse and measure your results so that you can get a fair idea about the progress. Here are some tips

• Track how many hires you make
• Track your interviews on the number of offers, offer to acceptance and also the retention rates

These insights will help you understand where the problems are. For Instance, if there are a high number of interviews but fewer offers then you know that there is a problem with screening. Similarly, if you extend many offers but receive few acceptances that could mean that there is something wrong in this aspect of the procedure. Some other questions you should ask are

• Is your job description too vague, meaning that your candidates can’t screen themselves out?
• Are you unclear about what you want in a candidate?
• Where are the snags?
• Are your salaries competitive?
• Are you taking too long to extend the offer and thus losing candidates to other organizations?
• You can also find out the reasons as to why your offers are being turned down

Start an Internship program

Well, this is a perfect strategy to improve your hires and make them full-time employees that too by simply holding an internship program. These interns are likely to be good employees as the can be molded into working in accordance with the employer. They are perfect candidates that you can invest in to build your company.

Make sure that you focus on all these aspects, if you wish to have a successful Campus Recruitment Program, this will also improve you’re branding if done effectively.  There you have it, you can now be assured that the Campus Recruitment Program will be a success if everything is done effectively and in an efficient manner.

Sourcing for Talent to fill high profiles is usually done with Executive Search Sourcing. A process similar to the Head-Hunting technique; wherein candidates are sourced & screened based on some criteria. Executive Search Sourcing is generally done by Executive Search firms that specialize in it.

We are all quite familiar with Executive Search Sourcing but what about those of us who are novices to Executive Search Sourcing? Considering this aspect as well we @SourcingAdda decided to host our popular Wednesday’s discussions on this particular topic on two aspects namely,

1. Different methods & tools for Executive Search Sourcing
2. The difference between Executive and Non-Executive Search Sourcing

As suggested by our members Ankush from the Pune Group and Achyut from the Hyderabad Group. And here’s what we’ve come across

If you have read this far then I’m sure you’ve found what you are looking for and you’d like some more clarity on what has been discussed. Hence, here are some key takeaways about Executive Search Sourcing on aspects that need to be considered that you ought to know as a novice

The Approach

• Sourcing for High Profile Talent needs strategic and indebt understanding
• Informing messages such as Out of office goes a long way when dealing with High Profile Talent Hunt.
• Good etiquette in communication skills simplifies the task as it enables you to better understand the Candidate relationship.
• A generic approach of CV downloads and calling is an incorrect approach
• It involves having new ideas and strategies to Source Talent and requires one to be strong in relationship building.
• It’s not just Sourcing & Processing Profiles but beyond Excel Data hence you learn niche skills
• Need to have some level of understanding and develop professional etiquette as well as communication skills when interacting with Senior Folks.

Challenges

• When Sourcing for IT & Non-IT Talent it is difficult to network as most of these people don’t have an active presence on Social media

Possible Solutions

• Speak to a lot of junior candidates to understand the below-mentioned aspects

1. Identify the organization structure
2. Get the name of the person/s they report to
3. Find out the team size and structure, regional scope, etc.
4. Once you have a name then get their contact details via board-line calling or telephone sourcing

Method

• Referrals still top the charts when Sourcing for Talent
• Networking is essential to complement the task of Sourcing Top Talent
• Organisation mapping is another method and fast-growing in Sourcing for Talent
• A tool like officialboard.com helps in providing an organizational structure
• A Scarcity of Experts leads to Companies relying on Vendors (Specialists) to fulfill Positions

Difference between Executive and Non Executive Search Sourcing

• Networking helps in building trust for Senior Level openings with Executive search in contrast to Non Executive search

Well, this brings an interesting and informative discussion to an end with lots of taking aways to help you meet your Talent Sourcing needs whether you are new to this concept or simply looking for more information about it. I trust you find the information useful and to your satisfaction.

If you’d like to learn more about it; then be sure to follow us @SourcingAdda to gain real-time updates to our upcoming events and activities.

In a technology-driven age and the rise in the number of social media users it is essential for companies to be present online, active and updated at all times. In view of the current trends the company’s need to ensure that they are aware of the latest developments in social media to improve their branding and to capture suitable candidates for vacancies that may arise.

With the number of tools like Hootsuite, Bottlenose,  Facebook Insights, Google Analytics, Klout, Meltwater, Pinterest Web Analytics, etc. that crowd the Internet on regular bases, choosing a Social Media Analytic Tool to suit your needs is a difficult task. So to make things a little easier;  here are some points that you need to consider before choosing a social media analytic tool that works for you.

There are several analytic tools that serve different needs; therefore you need to choose one that fulfills all your requirements.

Browser Check

To ensure that you can install the desired tools or extensions that support your choice of the analytical tool, ensure that you have Firefox, Google Chrome or Safari as most of these tools generally work with these browsers; apart from these you also have others. These browsers most definitely support the analytical tools mentioned.

Monitoring Channels

Based on the channels that you need to monitor, you should pick your tool. The most common channels monitored and used are Twitter, Facebook, LinkedIn, Google+, Instagram and Pinterest. Most analytic tools cover all of these channels but to make sure they do, you need to review the chosen social media monitoring tool.

Budget and Plan Accordingly

Based on your budget and needs you can then choose one that serves you best. Check the rates or you can also go in for a free tool, besides some have a trial period which is free so you can pick them and see if your needs are met.

Check the Stats you get

Are the stats that you receive the ones that are helping you or are they irrelevant and time-consuming? Based on these aspects you can then choose the one that gives you stats on all the activity of all your accounts and the performance of your products if that is your requirement.

Data Collected

See if the data you receive through the analytics is real-time data, complete, sufficient and up to date. Analyze the information and see if you have any improvements that will boost the traffic towards your site and verify which aspects are assisting the company’s branding.

Some examples of free analytic tools are Tweetreach is mostly good for marketing, advertising, and branding campaigns; Klout, Hootsuite and Social Mention are popular ones due to their remarkable features and real-time inputs on the activity, posts, tweets and anything related. These tools give you information about all the aspects involved in order to track the performance. Once analyzed it can give you insights into improvements for the company’s branding and even boost sourcing as an added advantage.

In a technology-driven age and the rise in the number of social media users, it is essential for companies to be present online, active and updated at all times. In view of the current trends, the company need to ensure that they are aware of the latest developments in social media to improve their branding and to capture suitable candidates for vacancies that may arise.

With the number of tools like Hootsuite, Bottlenose, Facebook Insights, Google Analytics,Klout, Meltwater, Pinterest Web Analytics, etc. that crowd the Internet on regular bases, choosing a Social Media Analytic Tool to suit your needs is a difficult task. So to make things a little easier;  here are some points that you need to consider before choosing a social media analytic tool that works for you.

There are several analytic tools that serve different needs; therefore you need to choose one that fulfills all your requirements.

Browser Check

To ensure that you can install the desired tools or extensions that support your choice of the analytical tool, ensure that you have Firefox, Google Chrome or Safari as most of these tools generally work with these browsers; apart from these you also have others. These browsers most definitely support the analytical tools mentioned.

Monitoring Channels

Based on the channels that you need to monitor, you should pick your tool. The most common channels monitored and used are Twitter, Facebook, LinkedIn, Google+, Instagram and Pinterest. Most analytic tools cover all of these channels but to make sure they do, you need to review the chosen social media monitoring tool.

Budget and Plan Accordingly

Based on your budget and needs you can then choose one that serves you best. Check the rates or you can also go in for a free tool, besides some have a trial period which is free so you can pick them and see if your needs are met.

Check the Stats you get

Are the stats that you receive the ones that are helping you or are they irrelevant and time-consuming? Based on these aspects you can then choose the one that gives you stats on all the activity of all your accounts and the performance of your products if that is your requirement.

Data Collected

See if the data you receive through the analytics is real-time data, complete, sufficient and up to date. Analyze the information and see if you have any improvements that will boost the traffic towards your site and verify which aspects are assisting the company branding. Some examples of free analytic tools are Tweetreach is mostly good for marketing, advertising, and branding campaigns; Klout, Hootsuite and Social Mention are popular ones due to their remarkable features and real-time inputs on the activity, posts, tweets and anything related. These tools give you information about all the aspects involved in order to track the performance. Once analyzed it can give you insights into improvements for the company branding and even boost sourcing as an added advantage.