The rapidly evolving business landscape and the fluctuating economy affect’s businesses and by default the Human Resource Management Department as well. Given such developments it’s expected that the Human Resource Department will continue to face evolving challenges in the years to come. And as a Non – Revenue Generating Department are expected to provide justification for it. Additionally, ROI and investment justifications which can be difficult to respond too as talent selections are quite volatile in nature due to the dependency of multiple variables present.

To get some clarity on the subject and to get implementable solutions that facilitate better explanations and justifications; we @SourcingAdda took the initiative to conduct our on demand discussions on, Challenges faced by HR Heads or Managers as a Non Revenue Generating Department upon the suggestion of one of our Mumbai group member’s Rajaram. And mentioned below for your perusal is what we uncovered…

From the perspectives shared above we can safely construe that there are always ways to try and get your point across by backing up your views and expressing them in a practical way. It helps one to view the entire process in a similar way rather than in a selective negative or positive view. It minimises any misinterpretations and helps one to think differently giving you a different outlook that is more realistic and acceptable. Therefore, for it to be effective it should be conveyed in a similar line of thought to the top management. As it fosters a different outlook enabling them to look at things as they stand in a realistic manner. It can thus persuade the management to be more receptive to your point of view in a practical and more acceptable manner.

If it still doesn’t provide the outcome you hope to achieve then applying the above mentioned alternatives particularly by giving specific details as much as possible that justifies your investment can do wonders to your career and the organisation as a whole. Also focus on the other aspects that are interrelated to the concept to back your justification e.g. Employee engagement, candidate experience, etc. alternatively, provide a different outlook that justifies your investments as mentioned earlier or you can utilise the information and solutions shared to help you derive alternatives and thus achieve the desired results from the Revenue Management Team. But when all is said and dusted you need to realise that they too are answerable to the top management. Therefore ensure you give them a perfectly valid reasons that help them covey the same to the top management. In so doing you are indirectly helping yourself and the organisation as a whole. As always we look forward to your comments on the topic discussed so be sure to leave your perspectives in our comments section below. If you wish to be a part of our online community to remain tuned to the evolving trends within the recruitment fraternity then be proactive and register yourselves immediately today. Our platform provides you with real time insights from thought leaders within the recruitment sphere offering solutions that worked for them on topics discussed that address various key challenges faced. These exceptional individuals are here to share their live experiences on several recruitment related topics, share tips on different methods used for specific types of hiring. Additionally, they will enable you to fine tune your strategy and assist you in capturing hard to find talent at scale. As a member you have an option to leverage it to maximise your connections and thus grow your referral pipeline.

You’ve heard this term so many times yet, it never occurred to you to know more about it or to speak to people either. Well yours is a story, one that I’ve heard countless times.  Ever wondered what it is or have you just taken things at the face value and decided to disregard any of it? Don’t fret; it’s a relief to know that you’re not the only one.

So if you’re looking for more information about Job Fairs then you are on the right track. Besides it’s about time you found out more about Job Fairs. Hence, the question what is a Job Fair? arises in peoples mind. In the light of this new development, I have addressed the question that is often overlooked by countless others like you, the reader.

What is a Job Fair?

As the term suggests, it is mainly to do with recruiting, careers and job hunters.  It is also known by other names such as Career Fairs, Career Expositions (Expo), Career Campaigns etc. are a few popular names that are used by commoners. These are conducted mainly for employers, recruiters and schools in order to meet with prospective job seekers. Such opportunities are caught and used by job seekers and even employers, recruiters, students and schools alike.  The Job Fairs are of two types, mainly Traditional and Online Job Fairs. By now you’re probably wondering how these individuals benefit from such events. So we’ll be addressing each individually, to get a clear idea.

Types of Job Fairs

Traditional Job Fairs

The traditional job fairs are ones that you have probably heard of and are conducted on a personal level.

Online Job Fairs

While Online Job fairs as the name suggest s are conducted online. When we say online we mean that the entire procedure will be conducted virtually.

Benefits of Job Fairs

Students Benefit

Students go in for such fairs as it gives them information about

• The companies that are hiring
• Job opportunities that they are likely to get as a fresher
• They get to meet with the current employees to find out what is the work culture like
• To find out what’s it like to work with this company
• Get information about a sector or opportunity that seem interesting or are interested in

Companies Benefit

These events are perfect for companies because they give them 

• An opportunity to build the brand of the company
• Rectify misconceptions and negative reviews floating around about the company
• Meet the perspective candidates and identify the quality available in the market
• Develop valuable connections to meet recruitment as well as business needs
• Create a name and form a reputation so that people will be likely to work for them

Recruiters Benefit

Apart from the company benefits that have been mentioned some other benefits that can be added are

• They get to interact with potential recruits on a large scale
• They get first – hand information on the quality of the candidates in the market
• Helps them build connections that they can fall back on to serve their recruitment needs
• Meet influential people whose views matter

School & Educational Institutes Benefit

Theses platforms help them to –

• Build their brand
• By hosting job fairs it also helps students get employed immediately after the final year of their course
• Build strong connections with hiring companies to hold such events regularly and get their students selected
• Hold guest lectures by these individuals and build awareness about the current market scenario
• Hold conferences that help in the all-round development of students

Well doesn’t this clear out all the doubts that we may have had originally and we can say that we have a little more knowledge about what a Job Fair is its types and who benefits from such events. So there you have it, if you have any pointers to add and you can then list them out in the comments section.

Hiring professionals usually encounter a common problem when sifting through inch sized stacked up resumes which is the employment gap present in a potential recruits CV. Most recruiters use this as a decision making factor when selecting desired talent. Also many of them are of the opinion that may be this may not be a suitable candidate for the organization similar to a candidate having a two paged resume. These particular aspects are not overlooked and can be deal breaker from the candidate’s perspective. Additionally, Talent Acquisitionist stand to lose exceptional talent as such individuals usually possess the skills that your organisation is in dire need of. Writing them of as unsuitable for the organisation merely based on the employment gaps and two paged resumes seems faulty. Don’t you think?

If you’re wondering the same thing as us then you’ve come to the right place as we at Sourcing ADDA, strive to gain clarity on causes that affect the recruitment fraternity as a whole. If you aren’t convinced about it then let’s fix it immediately with a valid reason that will enlighten you. Here @SourcingAdda, we conduct the on demand discussions on Wednesdays to get a sense of the evolving trends and to better understand the industry we are so passionate about. We do that to prepare our members by providing updated information that is true at the ground level. And our loyal members like Yogesh one of our Pune group members was the one who suggested we shed some light on, How should Recruiters or HR Heads deal with candidates having an employment gap and mentioned below is what we derived

The conversation above clearly states that talent with career gaps should not be a constraint when making a candidate selection decision. Many fellow recruiters are of the opinion that gaps or career breaks or going on sabbatical can have a rewarding impact on the talent and can be rejuvenating to them. Employment Gaps help new but similar candidates to develop a fresh thinking that facilitates fresh ideas. And which organisation doesn’t want such fresh expression of talent in the work delivered by these individuals. More importantly such talent are usually eager to get back to work and thus nurturing this fresh talent becomes our responsibility as employment providers. Additions, of Talent such as these can do wonders not only to their overall personal development influencing their work but also impacts the growth of the company. Now don’t you think these talent pools are worth a re-look rather than a cause of concern?

Only, good recruiters have the fortitude to see a different side that average ones miss out on. They are the ones who realise that making assumptions without first asking questions and gathering information could lead to bad hiring decisions. They are of the opinion that passing on potentially qualified candidates without giving them a chance to explain could be a mistake for not only recruiters but the company at large affecting the progress of the firm.

Additionally, it would be a good decision on your part to join the ever growing recruitment community as you can leverage it to scale your hiring needs and build pipelines of talent where our Whats App groups will come in handy. In order to reap the benefits of our community you need to get more involved by participating in our regular activities and by following us @Sourcingadda for real time updates to our upcoming activities and events. And if you’ve been following us closely you’d know that we always look forward to your comments on the topic discussed therefore be sure to leave your views in our comments section below. If you wish to be a part of our online community to remain tuned to the evolving trends within the recruitment fraternity then be proactive and register yourselves immediately today.

All you Twitter fans out there with interesting Tweets will be delighted to know that you’re all – time favourite SMS channel comes with additions which you most definitely will enjoy. Your frequently visited site is new and improved, to optimise your experience.

These advanced features will help you to share and edit your videos, personalise your timeline highlights, with improved Direct Messages (DMs) instant timelines and a repositioned posting. This will be easier for new users to navigate within Twitter and build contacts.

Share Tweets

With the update to DMs one can share Tweets privately with any of their followers, and that person will immediately receive a push notification. And then this tweet will display directly in the DM conversation. Now instead of Tweeting every little thing, it can be done by messaging.

Share Links

This feature was initially abandoned to avoid spam, but has been re-installed to bring life to the relatively unused private messaging feature. So now you can even send links to boost branding needs. This feature is also available for Tweet Deck which can prove handy for community managers present on the platform.

Messaging advantages

Who will benefit?

Both Community and Recruiters alike can benefit as they can connect with a vast number of people easily and faster. Here’s how

Community Managers

Through direct messaging community managers can deal with negative reviews or issues faced by consumers.  All they need to do is send private messages to consumers to let them know that their views will be taken into consideration and if possible their issues will be resolved, that too on a personal base.  Aside from this they can also connect with influencers as and when required, on a personal base.

Recruiters

With the help of direct messaging, recruiters can communicate to a vast number of candidates by sending messages to candidates they wish to interview. They too can interact with influencers in order to gather more suitable candidates of the right calibre. Both these aspects can be achieved on a personal base in a professional manner.  To add to this, even messaging their Twitter friends, to let them know about any job openings.

Networking

Networking between friends and colleagues is now possible as they too can exploit this feature to their advantage. This in turn will boost the connections and improve the quality of hires as well.

Engaging qualities

This new feature will no doubt get more of your connections to Tweet and send messages of posts that they like and would like to share or comment and Tweet.

So there you have it, you can now make the optimum use of this messaging feature nonetheless. And in the process improve your connections so that you have ones that you can always fall back on, in the event that suitable candidates aren’t available. Besides, a simple message can have a lasting impact on the ones involved and also improve one’s branding needs.

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.