There has been a longstanding debate about whether a Recruiter’s LinkedIn profile should be personal or in sync with the Company’s vision/ policies they work for. A discussion encourages two perspectives leaving you with mixed responses.

In such a scenario reaching a conclusion is difficult hence @SourcingAdda we decided to get to similar ground based on the suggestion of the Hike Group Chat member Harsh thus the Wednesdays discussion topic was on, Should LinkedIn profiles be personal one or should it be in sync with the company’s vision/policies where a Recruiter works? here’s what was discussed…….

Based on the conversation above we can conclude that while having a LinkedIn profile should be personal you can also promote the Company within your profile details by mentioning the Company name that you are currently working at.  In this way you can also brand the company simultaneously besides there are other Social Media channels to utilise for personal branding, don’t you agree?

So evidently a mix of both is essential, for similar reasons being either personal or employer branding making your LinkedIn profile two sides of the same coin. Amazing isn’t it? If you like this particular post then follow @SourcingAdda for real time updates to our upcoming activities and be a part of them as well while you enjoy as you add to your knowledge.

The Recruitment Industry is constantly evolving and most Organisations are relying on modern techniques of Sourcing Candidates. While Organisations use referrals to a large extent more of them are now turning to Headhunting and Phone Sourcing methods of Talent Sourcing.

In view of this development in the Talent Acquisition Industry the next Hike Group Chat discussion addressed this very topic, “what are the best practices for Headhunting OR Phone Sourcing?” as suggested by Amit from the West  Hike Group of Sourcing Adda.  And here’s what we discovered………..

Based on the conversation above we can conclude that the Headhunting and Phone Sourcing methods that are a part of the modern techniques of Talent Sourcing are quite promising to fill positions.  If you’d like to add to your learning then be sure to follow @SourcingAdda and be a part of Sourcing Adda and participate in more such activities to come as you can be assured that you will definitely add to your learning and will assist you in your quest to be the best Talent Acquisitionist there is.

As Recruiters we’re constantly required to fill positions on a regular basis so we require a strong pipeline of Candidates. With that being the case receiving Employee Referrals actually helps us speed up the Recruitment process. For this reason we decided on how best we can improve Employee Referrals.

Therefore the weekly Hike Group Chat discussion’s focus was on the, “Best Practices for Employee Referrals.” A topic suggested by one of our Hike Group Chat members i.e. Kanhaiya Lal from South. And here’s what we @SourcingAdda discovered…

These are some really great ideas portrayed on how to improve Employee Referrals and it’s amazing to learn that some of them are already being implemented. From this discussion we can conclude that the Talent Acquisition Industry is certainly evolving continuously and these conversations bring us all up to date with the changing scenarios in the Industry we share a common interest.

This is proof that we are all adapting to these developments and I can surely say we have a lot of Creative Talent Acquisitionists here as a part of the Sourcing Adda family. All the more reason to continue to be a part and be active participants in these Hike Group Chat Discussions because we’re in the midst of creativity i.e. isn’t easy to come by. To know more be sure to follow @SourcingAdda.

With everything going online and digital even the Recruitment process will be conducted online with the help of Social Network platforms. The top five most used Social networks are LinkedIn, Facebook, Twitter and Google+ but slowly crawling its way in is Pinterest.

Doesn’t this information meet the criteria for an article devoted to using Pinterest for recruiting? If not here are some more reasons as to, 5 Reasons to use Pinterest for Recruiting

Number of Users

Just like popular Social Network sites boast about their user statistics even Pinterest prides itself with its number or users crossing over 12 million and counting. It too is retaining and engaging its users as much as 2 to 3 times as efficiently as Twitter did during its history. Some of the popularity of sites like LinkedIn, Facebook, Twitter and Google+ goes to the credit of Pinterest too. Even the referral traffic diverted to these sites is due to Pinterest’s user base that surpasses that of LinkedIn, Facebook, Twitter and Google+ combined together.

Kind of Users

Pinterest being primarily a creative site encourages its users to develop their creativity. This is a point to be noted due to its importance especially in a time where creativity is still shunned by most individuals and is sorted out by employers. Based on this point you can guess the kind and quality of the candidates that Recruiters have access to. This is probably the best place to acquire those hard to find candidates including the job profiles that require creative individuals.

Networking

With Pinterest anyone can create a board based on their interests and post images on the same. This helps one to build connections and get noticed. Besides, here companies too can create their boards and even post job specs. This too can help speed up the Recruiting process with referrals from users, as they are bound to know people who just might be right for the job and will definitely refer that person for that particular job opening.

Using the Re-Pins feature

Just like Twitter has ReTweets, Pinterest has integrated a similar feature i.e. Re- Pins that functions along similar lines. This too can increase the traffic to your post which can then be added to the viewer’s Social Network site. This speeds up your Recruiting Process all the while acquiring Talented individuals for your job specs.

Links and Descriptions

What sets Pinterest apart from most Social Networking sites is its linking feature. Above the Pin there is a from link, which will link to an outside website. With this feature users can now link everything on their board i.e. the Pins to their website. Aside from this it also shortens all web addresses to just the first part. This too boost’s the Recruitment Process as the created board along with the pins is linked to the main website i.e. if you have intentionally done this.

Is this information sufficient to convince you to go ahead and opt for and add Pinterest to your list of effective Recruiting Social Media sites? If so, then why are you still reading this?

The weekly discussions that we have are very insightful so if you aren’t already a member then you’re missing out on some insightful perspectives mind you. At Sourcing Adda we encourage our fellow Talent Acquisitionist to express their views on several Industry related topics.

The discussion we had this time shared some light on the topic, “Can Sourcing Play a Role in Identifying Fake Candidates while screening or should it be taken care of at the interview stage by the panel/recruiter?” This topic was suggested by one of our Hike Group members Siby and here’s what we discovered… This brings an end to this great discussion and it’s safe to say that although Sourcing does play a role in identifying fake candidates even Recruiters do; but especially the testing and QA team are far more effective in fake candidate’s identification. And even though a fake candidate is identified as highlighted from the conversation above it would be wise to let the candidate on-board to give them a chance to prove themselves besides we can always decide later whether to continue to keep them; provided they perform well. For more such inputs and to participate in our upcoming activities please follow us on @SouricngAdda.