Most individuals have an account with some or the other Social Media channel with Twitter being a popular one. Whether you are a Commoner or a Recruiter or a Sourcer you have to have connections. If not then you need to make connections. Especially if you have to select candidates with the desired calibre and skill sets for the vacancy.

So if you’re a Twitter user and you need to Source Candidates here are a few ways on How to double your Twitter Connections?

Complete your Profile

Ensure that you have a profile picture so that people can identify you, view other people’s profiles and take notes so that you can improve your profile. Choose your words wisely so that you can make a compelling bio data to attract more users because let’s face it we all want to get noticed.

Engage your Followers

Ensure that you tweet more, so that people can tweet you too. This will help you to build your connections. Keep posting so people follow you and when you have people following you make sure you follow them back. Pay attention to Twitter Analytics to find out what topics interests your audience. Once you know that then be sure to Tweet the same. Besides you can post content in any media form videos, blogs, images, quotes, poles etc. to keep your followers engaged. Sometimes even a simple thank you Tweet to new followers or favourites and retweets received can be engaging. For similar tasks you can use tools like Commun’it to schedule such Tweets on a weekly basis for instance.

Find new Followers

Use your present connections to search for Talent or in turn build your connections. Also look for and follow more people with similar interests. As they will most definitely be following people who are like minded who you can follow to grow your connections once they follow you back. Don’t restrict your- self to individuals within your profession especially since you have to be on the lookout for Sourcing Talent across different fields.

Get Involved  

It is essential for you to join in on weekly Twitter Chats and tweet your connections regularly. Tweeting on a monthly basis too will help people to get to know you better and they will in return tweet and follow you as well. By implementing these simple tips you will improve your Twitter Connections twice fold and you are likely to be noticed not just by your connections but by Talent Acquisitionists as well. This will enable you to get a pool of qualified individuals that will boost your Recruiting and Sourcing process. If you found this interesting then you will also like the Social Media Recruiting strategy.

For a recruiter apart from sourcing candidates via Social Media platforms they even dig into their existing connections. Just imagine if you could view connections that aren’t your immediate ones, won’t it assist and boost sourcing results?

Well if you have been having as much trouble sourcing the right candidates as most of us usually do and are looking to View Third Degree and out of Network Profiles then, take a deep breath; your search is finally over. What a relief!

Are you fed up with the constant interruptions during sourcing caused by ads, then that too can be taken care of with a simple tool to do that for you.

So let’s take care of the issue at hand i.e. How to view third degree and out of network profiles?

Viewing third degree and out of network profiles has never been as simple as it is now. This can be done via Private Browsing. Here is how you can browse privately irrespective of the Browser used. Whether you are using Mozilla Firefox, Google Chrome or Safari there is a way nonetheless.  

Google Chrome

This browser has a feature that enables you to browse privately i.e. incognito. Here’s how:

• Left click the Customize and control Google Chrome icon (the 3 Dots icon on the right hand side of the page)
• Select  the option New incognito window
• To speed up the process use the short cut Ctrl+Shift+N

Chrome allows you to access the profile searched in the private browser. Before opening the profile in any job portal you can right click on the link and select the option Open link in new incognito window. Once you do this any profile you access will open in the incognito browser with its own tab.

Mozilla Firefox

Like most browsers even Firefox has the private browsing feature. To shift to private browsing follow these steps:

• Left click the Open Menu icon (the 3 Bar icon on the right hand side of the page)
• Selecttheoption New Private Browsing
• To speed up the process use the short cut Ctrl+Shift+P

Once you are in the New Private Browser you can view and search profiles easily. This will assist you in your search for third and out of network profiles thus improving your sourcing results. 

Safari

Most browsers have the private browsing feature. To access it follow these simple steps:

• Under the tools section, left click the icon (the Cog icon on the right hand side of the page)
• Select the options Private Browsing and Block Pop up Windows

Once you have done this your Private Browsing is set up and you can start searching and accessing profile links that meet your criteria. This will also enable you to access third and out of network profiles which will boost your sourcing results.

Prevent Pop Ups

Most browsers will take care of these interruptions via private browsing; if it isn’t then you always have a tool AdBlock that will do this for you.

So here is the answer to your troubles and if you have any other to add do let us know in the comments section. This will increase our knowledge as well as our readers.

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

OR

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.

Companies are always looking for ways to cut costs but still maintain quality if possible and remote working policies or assignments in organisations is the solution. While that may be the case; everything has its pros and cons but what matters is its efficiency. And a lot of Employees are preferring telecommuting over working at an organisation.

Seeing this evolving trend of remote working many firms are shifting towards telecommuting as it reduces cost to a large extent and still delivers good results. The results are good since Employees get to work in an environment conducive to productivity improving the quality delivered within a fixed time frame and maintain a work life balance thus it’s a win-win situation for both parties.

We @SourcingAdda strive to bring the current market trends by utilising the WhatsApp platform to conduct insightful discussions about current Talent Acquisition practices followed at other organisations. And one of our Pune group members Supriya suggests having a discussion on, “Remote working policies/assignments that are there in different companies.” To understand how effective and efficient it can be and for guidelines on how to successfully implement the same which we’ll be disclosing gladly to you for your review here under, so let’s begin…

The inputs shared were quite insightful and informative making it easier to decide whether work from home is a good option to consider if your organisation has yet implemented the same. The discussion even prescribes guidelines to follow when choosing to apply the possibility of telecommuting. If you’ve read this far then you’d like to know more about Best Unique HR Practices Followed by Organisations.

If you’ve found this information useful then you’d like to know how you can be a proactive learner then here’s what you can do in 2 simple steps,

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

OR

1. 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.

Many organisations have Incentive Policies and Schemes for their Recruitment Teams established to meet business & HR goals and even have performance incentive plans. Therefore if your organisation is devising new Incentive Policies & Schemes or revising them then having some reference is helpful. With that being said; we @SourcingAdda our popular Wednesday discussion addressed these concerns.

We are able to cover topics like this thanks to the suggestions and thoughts contributed by our loyal members. And one such Bangalore group member was Arpita who suggested discussing on, “Incentive policies and schemes for Recruitment teams in companies. And the best practices that work for performance incentive plans for recruiters.” If you’ve been wondering how you’d be able to catch up on the insights shared then you’d be delighted to know that we’ll be disclosing the chat for your reference. We’ll be looking forward to your comments so let’s begin…

The thoughts expressed and the inputs that were shared are definitely insightful and are worth your attention. If we might add you’ve certainly found these insights helpful and we’re certain that you’d like to know more about how to safe guard current & future business prospects as Consultants? So if you’d like to be an active learner instead of a passive one then here’s what you can do in 2 simple steps…

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

OR

1. 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.

People with disabilities can bring a range of skills, talents, qualifications and abilities to the organisation yet Talent Acquisitionist like yourself find it difficult to pin point the criteria to consider when Recruiting  People with a disability. A pool of talented individuals such as these still remain untapped by Recruiters therefore to capture this talent it is essential to devise a criteria to consider.

We @SourcingAdda try our level best to keep you updated with the current trends in all aspects related to Recruitment. We are able to do so thanks to the participation of our WhatsApp group members. And one such Pune group member Amit suggested having a discussion on, “When recruiting people with a disability (disabled people) what are the criteria that Recruiters should consider?” We’re certain you’d like to know whether you’d be able to view the chat hence we’re disclosing it for your review so let’s begin…

If you’ve been wondering about the criteria by which to select individuals with disabilities to on board such talented folk then the conversation above can answer all your queries or difficulties. Moreover it has guidelines to assist you better in capturing such Talent. And if you’ve found this quite interesting then you’d also be interested in safe guarding current & future business prospects.

With that being said, we’re certain you’d like to learn more and what better way is there than to join in these insightful discussions? If your answer is a positive yes, then here’s what you can do now in 2 simple steps…

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

OR

1. 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.

In today’s hyper-connected digital world and the pace at which technology is evolving; keeping up is next to impossible especially since the response time has become instantaneous. Add to that most organisations have a lot of tasks that require HRs to spend valuable time on multiple tasks. They are expected to micromanage even redundant tasks thus affecting their productivity. A development such as this increases the complexity of tasks leaving HR and Talent Acquisitionists alike overwhelmed with the magnitude of the tasks allotted.

Developments like this make simple tasks complex to finish within a fixed time frame hampering productivity. It is therefore essential for organisations to review the tasks allotter at regular intervals to identify the redundant tasks. By doing away with such inefficient tasks it frees up more time to focus on the core tasks that actually have an impact.  In such a scenario utilising different IT Techniques that can simplify the HR process becomes important. For this reason we @SourcingAdda conducted a discussion upon the suggestion of one of the Pune group members Shweta where we discussed the, “Different IT Techniques used by HR to simplify the HR process”. If you’re wondering what was discussed and whether you’d be able to review the thoughts expressed due to your absence then you’re right. We’ll be disclosing the chat for your reference, so let’s begin…

The chat above clearly shows the insights that were shared from which we can safely conclude that it was an informative discussion. The insights shared were thought provoking making HRs and Talent Acquisitionists alike think about how they can be more efficient and productive in their work. Sometimes the simple and the minute things that we overlook have the potential to make all the difference to the tasks to resume.

If you’ve found this discussion insightful then you’ll be interested in how to safe guard the current & future business prospects as Consultants? After all of the information we shared that you’ve reviewed and evaluated if you’d like to be an active learner and join our WhatsApp groups then here’s what you can do in 2 simple steps…

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

OR

1. 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.

We’ve all aware of the changing scenario in the Talent Acquisition Industry and would like to keep ourselves updated by adding to our knowledge from time to time. Keeping this in mind we decided to challenge ourselves and our knowledge about the Recruitment Industry that all are passionate about with a discussion.

And what better way is there than posing it as a discussion topic for our Wednesday’s Discussion that we all so enjoy @SourcingAdda? On that note the discussion topic was on, “Current Hiring Trends or Recruitment channels other than job portals” as suggested by our Bangalore Group i.e. Neha. And here’s what we uncovered…

This brings our insightful discussion and challenge to an end with lots of takeaways to add to our knowledge. And I’m sure that if we thought we’re updated with the current trends then we can be certain now after this conversation. If you’d like to be a part of our discussion and upcoming activities then follow us @SourcingAdda to get real time updates. If you’re looking for an extraordinary experience in the Talent Acquisition sphere then register for #TASCON16 fast and network with the best minds in the Industry.

We’ve spoken about online Employee and Employer Branding extensively and with everything getting digitalised, using Social Media to capture Talent and fill positions faster makes sense.

Having said that the real question is whether this can be done and if yes how should one go about gathering Talent, therefore @SourcingAdda we decided that the best way to get these doubts cleared is by asking Talent Acquisitionists. Hence we conducted our monthly #SourcingChat on the topic, “How to Attract More Applicants to your Job Opportunity?” And I bet you’re eager to find out what we discovered and more importantly what were the Top Tweets of the #SourcingChat so here they are…

• Sourcing Adda ‎@SourcingAdda

Q1. What are the different ways to attract candidates? #SourcingChat

• Parul Sharma ‎@parulsharma23

#sourcingchat: A1: Talk to them, Engage with them through Whatsapp, Twitter. Be a Spoc for them from your company, it will comfort them

• Rashmi Mudholkar ‎@RashmiMudholkar

A1 Great LinkedIn Profile and Networking #SourcingChat

• Sourcing Adda ‎@SourcingAdda

Q2. What are the aspects to be avoided to get more candidates? #SourcingChat

• Ayush Tripathi ‎@_Ayush_07

@SourcingAdda A2: Convey d clear message of “Position closed” 2 al d candidates who have applied for the job and r waiting comm #sourcingchat

• Md Saifullah Rizvi ‎@SaifuRizvi)

A2. Avoid dealing wid d candidates casually, Avoid wasting time of d candidates during interviews, Avoid clumsy communication. #SourcingChat

• Sourcing Adda ‎@SourcingAdda

Q3. What role does branding play in attracting candidates? #SourcingChat

• Thirukumaran R ‎@ThiruHR

A3: Your employees are your best brand ambassadors; make sure they’re selling you. #SourcingChat

• Mukta Patil ‎@MuktaPatil4

A3 #Branding creates awareness or the company and affects candidate’s decision making. #SourcingChat

• Sourcing Adda ‎@SourcingAdda

Q4. What are the challenges faced in catching the attention of candidates? #SourcingChat

• PiAmmo ‎@PiAmmo_

@SourcingAdda A4: Finding the balance between a detailed JD and an attractive one is challenging too #SourcingChat

• Rakshita Dwivedi ‎@Raks_d

A4. To cut the run of mill job description @SourcingAdda #sourcingchat

• Sourcing Adda ‎@SourcingAdda

Q5. How to overcome these challenges and gain applicants? #SourcingChat

• Madhav Vamsi ‎@Madhavspeaks

tiptoers – passive pool would be 75% talent pool…Show them why your jobs are relevant #sourcingchat

• Ashrith Nonda ‎@a_nonda

A5.Be honest, be specific and Make them understand about the role and also show them the road map of their future in ur org #sourcingchat

• Sourcing Adda ‎@SourcingAdda

Q6. Name some out of the box ideas that you have implemented to attract candidates? #SourcingChat

• Shyam Prajapati ‎@i_beinghr

@SourcingAdda #sourcingchat A6. Sponsored college event and had own sets of games for management students, case study competition for student

• Gaurav Lal ‎@gorvlal

A6.Funny subject lines & they respond #SourcingChat

• Sourcing Adda ‎@SourcingAdda

Q7. List out a few tools or channels that you have utilised to drive applicant traffic towards your opportunity/ties? #SourcingChat

• Ranu ‎@mhambreyranu

A7) LinkedIn has been of help to tap passive candidates @SourcingAdda #SourcingChat

• Parul Sharma ‎@parulsharma23

#Sourcingchat: Out of the box idea: Educate candidates about your org culture, Projects etc.

I’m sure you wanted more but don’t fret just yet you can catch up with the Storify instead. I hope this satisfies your thirst for knowledge. If not, then you can always follow us @SourcingAdda and join in by registering for our grand event i.e. #TASCON16 and gain real time updates to our upcoming activities.

As Recruiters have you ever thought about yourselves as Brand Ambassadors? If not, then here’s a chance to stop and step into the role as Brand Ambassadors. Now that you’ve done that what aspects have you come across so far?

I’m sure that it would be similar to ones mentioned in the, “Top Tweets of the #SourcingChat  – Empowering Recruiters as Brand Ambassadors” that was conducted. If not, then here’s a chance to find out and be enlightened by following the Tweets mentioned.

Remember these are but only the Top Tweets of the #SourcingChat. If you’re interested in finding out the others then the Storify of the #SourcingChat i.e. Empowering Recruiters as Brand Ambassadors will be helpful. In the meantime here’s a peek into the Top Tweets of the #SourcingChat..

• Sourcing Adda @SourcingAdda

Q1. What according to you is a Brand Ambassador? #SourcingChat

• Vinay Ravindran,HRMP @VinayRavindran1

A1: @SourcingAdda people who are synonymous with the brand with passion 4r building relationship & who is           a  ntaural leader #SourcingChat

• Hirillo @GoHirillo

A1. Anyone who spreads/shares your values #SourcingChat @sourcingadda

• Vandana Singh @Singh_Vandana

@SourcingAdda #sourcingchat The one who represents the companyculture, values

• Md Saifullah Rizvi @SaifuRizvi

@SourcingAdda A1. One who vouch for the product quality and use their own credibility 2 win people trust for             Brand!! #SourcingChat

• Thirukumaran R @ThiruHR

A1: The one who represents company culture and adding values to it. #SourcingChat                                                            https://twitter.com/SourcingAdda/status/694830493175541760 ÃƒÂ¢Ã¢â€šÂ¬Ã‚¦

• Mayank Gandhi @_MKGandhi

@SourcingAdda A1- Brand Ambassador is a person who present your product as he is using it and getting                     benefits #sourcingchat

• Jeby James @jebyjames

#SourcingChat. recruiter becomes branding initiative while doing recruitment events or social networking                     hiring

• Sourcing Adda @SourcingAdda

Q2. What are the best ways to Transform #Recruiters into Brand Ambassadors? #SourcingChat

•  Nandini Kantharaj @NandiniKanthar1

@SourcingAdda #sourcingchat A2.Understand business,believe in the brand, sell to prospective candidates,                 make a  difference in their career.

•  Karthik GB @GBKarthik

@SourcingAdda Q2 : Equip them with the right tools where they can advertise the good work they have been                doing #SourcingChat

•  Sawakare Kapil @KapilSawakare

A2. Hosting/Anchoring in Job fairs, Campus placement, seminars / conferences. #Recruiters image in a Job                Description #SourcingChat

•  Sachin Khurana @SachinKhurana05

A2 Enrolling them to the idea that #recruitment is a sales role, you are the #Brand & candidate experience is                brand experience #SourcingChat

•  Sourcing Adda @SourcingAdda

Q3. According to you, is it essential for Employers to empower their Recruiters as Brand Ambassadors?                          #SourcingChat

•  Mayank Gandhi @MKGandhi

A3 Yes, bcoz if ur recruiters will b ur brand ambassadors then they’ll become more loyal to ur product                              #SourcingChat

https://twitter.com/SourcingAdda/status/694836545317163008 ÃƒÂ¢Ã¢â€šÂ¬Ã‚¦

•  Vandana Singh @Singh_Vandana

A3. @SourcingAdda #sourcingchat Yes certainly. They are the first and single point of contact for the future                  team  members.

•  Sourcing Adda @SourcingAdda

Q4. Why are #Recruiters the best Brand Ambassadors? #SourcingChat

•  Suchitra Mishra @suchimishra

A4 #SourcingChat Most effective for reinforcing employer brand in talent market, recruiters reach out, sell,                  hustle everyday @sourcingadda

•  K.K. @kanchan_kuwarbi

#recruiters are B2C brand sales people, front-line salesforce…#sourcingchat

•  Sourcing Adda @SourcingAdda

Q5. As a Brand Ambassador what measures would you take to promote your Employer? #SourcingChat

•  Gurpreet Bajaj @_gbajaj

A5. Be aware of your company and business. Live its values.Look & sound like a proud employee first.                              #sourcingchat

https://twitter.com/SourcingAdda/status/694843040159105025 ÃƒÂ¢Ã¢â€šÂ¬Ã‚¦

• Mukta Patil @MuktaPatil4

A6 show real stories and honest success. And network network network #SourcingChat                                                       https://twitter.com/SourcingAdda/status/694843040159105025 ÃƒÂ¢Ã¢â€šÂ¬Ã‚¦

There you have it so before you go do you remember the question I asked earlier?  Then tell me, were your aspects included in the ones that were mentioned, if not then leave your views in the comments section and we’ll be glad to add to our knowledge as well.  Meanwhile keep following @SourcingAdda to remain updated with the upcoming activities in real time and add to your knowledge as well.