Scouting for talented individuals has never been simple and so for recruiters to advertise job specs to get the word out for a vacancy to be filled is just as difficult without cost effective methods. While most recruiters prefer traditional methods of recruiting as against modern ones, the efficient and cost effective method of recruiting that is now making the charts is Social Media and Mobile Recruiting.

If you’re a modern recruiter then SnapChat is the tool for you. It is a perfect example of a non – traditional platform that is not only handy for recruiters but also for job seekers alike. It’s a great platform to showcase ones creativity in communication skills that a resume alone will not be able to portray. If you’re not familiar with this app then you are definitely wondering the same questions that most of us are. So…

What is SnapChat really and how can it be used as a recruitment tool?

If you are new to the concept of SnapChat it is a text- photo app through which you can send images with text for a prescribed amount of time i.e. 1 to 10min after which it will be hidden. Therefore you have a limited amount of time in which to make an impression and to get your audience to respond as well. So if you look at it you need to be skilled at creating images that attract people’s attention to your image or job spec. So here’s some pointers that you might find quite helpful all the same –

Know the Target Audience

If you’re recruiting needs comprises of senior level recruits with considerable experience then SnapChat wouldn’t be very effective in catching such individuals. But if your targeting the young crowd then SnapChat is the ideal tool to convey your message across. This incredible tool can also be used to target creative individuals as it requires one to be creative if one wishes to attract the right crowd.

Learn About the Platform

If you’re using the platform it’s a wise approach to have the knowledge about the platform that you use. This will not only help you in your business or in your recruiting task as the information you have can be used to your advantage if you have all the necessary but important information. This is probably the mistake that most users make and don’t realise why their efforts aren’t yielding any results. So make sure you have the right information so that you can benefit from it.

Therefore, now that you have some idea about this interesting, yet handy app you might as well make use of it; if you haven’t already, so that you can reap its benefits and get responses to your posts or messages through this handy tool before anyone else gets their hand on it. to end on a positive note remember this quote the next time you need to get the word out about a vacancies that spring up on a regular bases, “Time spent on hiring is time well spent.” – Robert Half

You know what time it is, well it’s time for a recap on the discussion that we had in our WhatsApp Group Chat platform. And I’m sure you are impatiently waiting to refresh your memory on the aspects that were discussed. So find out what our fellow Talent Acquisition professionals had to say about, “Are Present day Recruiters well equipped to assess the culture fit of a candidate?” If you weren’t present then you’re in for a thought provoking session and are likely to gain interesting insights too.

Now weren’t you glad that you went through the entire chat, I’m sure you’d have forgotten some of it already. If not then you have added to your learning and you know something more than what you originally did. How great is that. I bet you can’t wait for our next WhatsApp Group Chat. Wait no more all you have to do is follow us @SourcingAdda for timely updates.

It’s time to refresh our memories on the SourcingChat (#SourcingChat) that was conducted by our all-time favourite Community, Can you guess which? Yes, you’ve guessed right Sourcing Adda (@SourcingAdda). We at Sourcing Adda would like to thank all our participants for sharing their interesting insights about “Candidate assessments, does it matter at every level?” It was quite informative for the ones present. But let’s get right to the point and find out which were the Top Tweets of the SourcingChat (#SourcingChat). Interesting enough…

• Sourcing Adda @SourcingAdda
  • 1 What are the various types of assessments followed? #SourcingChat

• Mettl Inc. @mettl_
  • #SourcingChat #Aptitude and #Psychometric, at a ground level. Tools today enable you to mix and match, and get the output you want!

• QuodeIT @quodeit1
  • @SourcingAdda A1. (1/2) Depending on the position there are mainly 3 types of assessment 1. Aptitude 2.Technical 3.Psychometric. #Sourcingchat

• QuodeIT @quodeit1
  • (2/2) And these assessments can be clubbed and taken accordingly. #SourcingChat #QuodeIT

• Sourcing Adda @SourcingAdda
  • 2 Does your organization have assessment for all level of hiring? #SourcingChat

• Mettl Inc. @mettl_
  • A2 Organizational fitment is needed at every level => it makes sense to assess at every level, and hence, YES. #SourcingChat

• Sourcing Adda @SourcingAdda
  • 3 How does assessments differ from lower level to higher level hiring? #SourcingChat

• Mukta Patil @MuktaPatil4
  • A3: At a lower level we stress more on technical know-how, whereas higher level we stress more on achievements and function #SourcingChat

• Vethamoorthy A @vethamoorthy
  • lower level concentrates on theory while higher levels focuses on problem solving experience #SourcingChat

• Sourcing Adda @SourcingAdda
  • 4 When it comes to employee referrals, are the assessment results seriously considered? #SourcingChat

• Mukta Patil @MuktaPatil4
  • A4: 100% without a doubt! No matter the Source of the candidate, he/she had to go through the appropriate assessments #SourcingChat

• Parul Sharma @parulsharma23
  • A 4 #sourcingchat to some extent, Employee referral r given more weightage but certainly d level of assessment should be followed religiously.

• Sourcing Adda @SourcingAdda
  • 5 What are the key issues that arise out of having different assessments for different levels? #SourcingChat

• Mettl Inc. @mettl_
  • We really don’t see any issue. @mettl_ provides a one-stop solution for those who do. #SourcingChat

• QuodeIT @quodeit1
  • No issues. Different type of assessments only gives more options for assessing better! Assessment simplified at @quodeit1 #sourcingchat

• Sourcing Adda @SourcingAdda
  • 6 How has technology enhanced the assessment process for different levels? #SourcingChat

• Mettl Inc. @mettl_
  • Saves {financial+human+logistical} Capital & Time. Allows better selection based on fitment assessment. #SourcingChat

• Sachin Khurana @SachinKhurana05
  • A6) # Technology enables efficient, fast, measurable, common platform 4 assessments across all levels #SourcingChat

• Sourcing Adda @SourcingAdda
  • 7 Which is your favorite assessment tool? Why. What is the unique feature that sets it apart? #SourcingChat

• QuodeIT @quodeit1
  • Well, definitely @quodeit1 !! We do not brag about it but it’s not bragging if it’s true! #sourcingchat #CompleteAssessment #QuodeIT

• Sourcing Adda @SourcingAdda
  • 8 What is the most innovative way of assessment you have implemented or have come across? #SourcingChat

• QuodeIT @quodeit1
  • (1/2) QBBA (Quality Beyond Academic Aptitude) which is a Psychometric Assessment specially designed for fresher’s #sourcingchat

• QuodeIT @quodeit1
  • (2/2) QBBA is an innovative way of assessment which will help assess a fresher in future. It is under development at @quodeit1 #sourcingchat

Well this sure was quite informative, I mean there were things that I wasn’t aware of until the SourcingChat and I’m sure you too weren’t aware. Besides we had a lot of views expressed and I can say that it was a success this is because of the feedback we received from our Tweeters. If you’ve enjoyed the Chat then I’ sure you’re waiting to know when we’re having the next Chat. To get timely updates be sure to follow us @Sourcing Adda or #SourcingChat.

The Recruitment industry is constantly evolving and to be a part of this ever-changing profession it is essential that Talent Acquisition Professionals be willing to upgrade them-selves to be successful. Your probably wondering why a topic on Jobgrams, Infographics and Gamifications? Well that’s simple really as these are trending ways of writing your boring JD’s. And don’t tell me they aren’t because when you’ve been doing work like this for so long it tends to become mundane.

Having said that, another reason for this is because these are better ways of attracting fresh talent that you’re searching for. These are the best ways to get potential job seekers attracted to your openings and to catch the right talent. As a Recruiter you might be familiar with concepts like Jobgrams, Infographics and Gamifications. But if not and you’d like to know more about these concepts then you’re on the right track.

We all know that there are different ways of portraying information that potential candidates are searching for. We are also aware that there is no law prohibiting Recruiters and Sourcers from implementing these new and trending strategies in our candidate search. So then I ask you why do we as Recruiters and Sourcers refrain from using thesemethods? The reasons are plenty but the real question is, are we aware of these methods? So let’s find out what they are…

Jobgrams

Jobgrams are a form of visual representation for job ads that are used by organisations to showcase employer branding, reach potential and untapped pools of talent across social and referral channels. Jobgrams are slowly getting into the entertainment space as they convey all the necessary information in a clear format that eases visibility and attracts the audience.

Infographics

These are also visual representations of information or data conveyed in a chart or diagram format which eases ones visibility. This format showcases the information clearly and in an attractive manner which appeals to the viewer. This is the perfect way to portray statistical data to the audience without confusing them at any point.

Gamifications

Gamifications use game thinking along with game mechanics but in a non-game context that engages users to solve problems and increase the users’ contributions. It can also be used as a learning tool to educate Recruiters & Sources on the latest developments within the industry depending upon the kind of information you want to convey to your audience.

Well these are just a few types of visual representations that one can avail to showcase the data they’ve collected over a period of time. But who’s to say that these methods may not be effective in one’s hiring hunt unless tried and tested. Apart from these there are other methods that Recruiters and Sourcers can implement in their hiring strategy to catch the hard to get candidates. So now that you are aware of these new and improved methods why don’t you go ahead and implement them? If you have any points to add do tell and we’d be glad to add them in our next post.

The WhatsApp Group Chat discussion that was conducted was interactive thanks to all our Group members who are ever ready to share their perspectives making us all better Talent Acquisition Professionals. The discussion was on “Whose role is it to further engage the selected candidates – Recruiter’s, HR’s or Manager’s”. Let’s find out more about it….

This brings our interesting chat to a close with a lot of takeaways to add to our learning and stay updated with the transformation in the Recruitment Industry. To get further updates about our current activities you can follow us @SourcingAdda.