At Sourcing Adda we constantly encourage our members to actively participate in the activities we conduct with the Hike Group Chat being one of the many activities we conduct. The Hike Group Chat is conducted every Wednesday where fellow Talent Acquisitionists get together to share their views and perspectives to stay updated with the current trends in the Industry we’re all passionate about.

In view of this, one of our members Manav from the South zone suggested that we have a discussion on the trending topic “Infant Mortality”. Hence, we took his suggestion and decided to have a discussion on, “How do you handle ‘Infant mortality’ in your organisations, in reference to the below article http://m.economictimes.com/articleshow/49319093.cms.

But before we find out what inputs we got let’s brief you about the topic i.e. Infant Mortality. It’s that crucial engagement time from the day the candidate accepts the offer till he on-boards the organisation. We would like to hear the perspectives of our fellow Talent Acquisitionists in order to enrich the learning experience.   And here’s what we uncovered about how we can creatively gaze the pulse of the candidate/sAlthough this was a short discussion, I’m sure you’d agree with me when I say it was still insightful. At least I for one didn’t know about what measures other organisations were taking to curb “Infant Mortality.” It’s really nice to know that most organisations are investing in ensuring that the best candidates get on-board with the organisation. This only goes to show how the Talent Acquisition Industry is evolving and at what pace. Well let’s all make an effort to enrich the learning experience for us and our fellow Talent Acquisitionists as well by following @Sourcing Adda with active participation in the activities to come.

There has been a long drawn out debate on whether Recruitment and Sourcing are different functions. We @SourcingAdda wanted to find out different perspectives about it and to confirm our views about the subject at hand.

In view of that the discussion was based on, “Recruitment and Sourcing as a different function” where we focused on other aspects such as –

1. Is it necessary to have both the functions to be different functions?

                                                        Or

2. Do you suggest that both the functions should be done by one single person?

Having said that, here’s what our fellow Talent Acquisitionists had to say about the topic in question and what we discovered from the discussion held…

The discussion was great with lots of perspectives from our fellow Talent Acquisitionist’s. Hope to have more people joining the Sourcing Adda family to express their thoughts, interact together by participating in these discussions and other activities to come. Follow @SourcingAdda to get real time updates to our upcoming activities.

A competitors poaching of new recruits is every recruiter’s nightmare, especially if it involves a lot of time and effort invested in the process on the part of the recruiter to find that right candidate. As if this isn’t enough, but now we have to watch out for new employees being poached by competitors. Now that’s just great….; that’s just what I need right now!

Most recruiters feel exactly the same way when they’re efforts come to nothing after that much of work. So the important questions that comes to the fore is, are there any “Ways to Stop Competitors from Poaching your talent?”, if so then what are they? Therefore, let’s find out…

Have an Anti – Poaching Agreement

Corporate s can create an Anti – Poaching Agreement right at the beginning and circulate it within their competitive circle. This will ensure that you’re new recruits or key staff members from becoming victims of competitive poaching. In truth I’m not sure how you’ll be able to do that as recruiters and headhunters have at least four different ways i.e. via phone, email, social media and face to face; of contacting your staff members both in and out of work and there’s nothing that you can do to prevent this. So the best way is to create a resistant environment that is not susceptible to poaching for your staff.

Extend the Standard Notice Period

Since new recruits are likely to jump to another company it would be preferable to prevent them from being poached by extending the standard notice period to a longer duration. This means that the newly joined individual will have to go slow which might increase their chances of switching jobs. But it can to some extent reduce their chances of switching jobs.

Introduce a Bonus Scheme

Having a bonus scheme for new recruits is a great way to attract and get them to stay for a longer duration by informing them that they will be given a bonus at the end of the month but the organisation will give the bonus at the end of the year instead if they remain an employee. This will motivate them to stay knowing that they are applicable for a bonus at the end of the month.

Negotiate with the Competitor

If you’re aware of the possibility of a star player’s poaching then you can bring in your negotiations skill to the poaching company to hold on to critical staff. This will convey a strong message that you are not a soft touch where poaching is concerned. This will automatically get them to back off if you’re convincing enough.

Changing times, a Call for Action

Well the other times when employees are more susceptible to poaching is during times of drastic changes such as layoffs, offices being relocated for whatever reason, strategy changes, restructures, influential departures, rumours, etc. all of these events cause employees to be uncertain and out of control. Therefore, it is essential for recruiters to monitor their staff on regular bases. This will help recruiters to know which of their staff is likely to move due to uncertainty. If possible make sure you squash any rumours circulating within the organisation that can prevents your working staff from staying on.

Work Culture Hiring

Remember to interview the potential candidates about the work culture to find out if they will fit in to the work culture that is practiced. This is an important aspect as most candidates may not approve of the way things are done and this gives them reason enough to change a job acquired recently or to look for a job change after a considerable amount of years spent at the current organisation.

Another aspect that we sometimes forget to take in to account in the midst of trying our level best to keep our key staff members is that they sometimes choose to switch jobs of their own accord. As recruiters we need to keep in mind this aspect before we decide to go all out for key players and send them off with a good note. There you have it, everything that you can do on our behalf to convince, ensure and keep our star employees to stay on and to continue to be a vital part of our organisation. Hey there don’t go just yet, do let us know your views and pointers that we have missed out on in the comments section as we’ll be glad to add them to our next post.

More and more Companies are looking for cost effective and time saving methods and techniques to improve the quality of hires. While Social media is the obvious choice, most companies are now looking at campus recruiting as the obvious choice. It’s a surprise! Isn’t it?

You are probably wondering the same things as I am. So let’s tackle the question that is on everybody’s mind. Why is that so? Therefore, with an effort to ease you’re curiosity as to the company’s choice of action, it is important that we look at the various reasons why campus recruiting is a popular choice after Social media, hence, here are, “5 Reasons for a Strong Campus Recruiting Program.”

Social Media

With everyone turning to Social media to meet their recruitment needs, sites like Twitter and Facebook are constantly flooding with companies and recruiters or recruiting agencies. Hence, if everyone is, tilting towards social media to fulfil their recruitment needs, you can only guess the kind of quality you’ll get. Because let’s face it all the good ones will be picked up.

On – Campus Recruiting

While most companies look to social media to fill positions, the smart companies rely on campus recruiting for more success as they get the pick of the litter from the very best institutes. This helps them as they get the first hand impression of the kind of candidates that are available that too from a recognised institute.

Blocking and tackling your competitors

Another aspect that on – campus recruiting helps companies with is that it minimises their competitors and even blocks them especially if they aren’t using the same techniques of recruiting their staff, which is usually the case. This gives them more room and even helps them, make good recruitment decisions as they don’t have to compete in a cut throat competition.

Avoiding retirements and an intellectual drain

Hiring campus students year after year builds ones company brand and even gives you the freedom to keep coming back and develop tie-ups with specific institutes without the awkward feeling of first impressions and developing a rapport. Sounds familiar? This ensures that you have a recurring pool of candidates that you can fall back on to fill any vacant positions in time.

A Recurrent Campus Recruiting Strategy

While On – campus recruitment has its benefit, as mentioned earlier it also has some other benefits as students are likely to opt for vacant positions at your company simply because they are familiar with your company and they’ve got good reviews from students that were pass outs and have been hired as well.

Are these reasons enough to give you an idea as to why more and more companies are opting for campus recruitment as the preferred technique or strategy to select candidates that are suitable and that possess the talents required for the job posts? Hope this has been as informative as it has been for me and has it answered the question posed earlier? If yes and if you’d like to add some more, make sure that you leave your views in the comments section.

We’ve heard so much about candidate experience and its importance but have you ever wondered whether it is a need or a buzzword. We @SourcingAdda took the liberty to find out and confirm our views about the same by conducting a #SourcingChat. So here are the top tweets of the Chat…

• Sourcing Adda @SourcingAdda

Q.1 How do you define candidate experience? #SourcingChat

• Manish Pipalwa @pipalwa

A1. The reactions of a Candidate in Every Process of Hiring and goes until his Joining.

The reaction can be + or – ve #sourcingchat

• Chenthil Kumar @ChenthilTKumar

@SourcingAdda A1. Candidate experience is collective result of the interaction you have

with the candidate in hiring process #SourcingChat

• Sourcing Adda @SourcingAdda

Q.2 What are the components of candidate experience? #SourcingChat

• Shoheb Shaikh @Shoheb (2RT, 3F)

A2 – Every interaction of an organization with a candidate are components of candidate

experience #sourcingchat

• Parul Sharma @parulsharma23

#Sourcingchat @SourcingAdda A2) Components: Academics, Attitude, Advancement, Ability

to Acknowledge his knowledge,

• Sourcing Adda @SourcingAdda

Q.3 How important is the Candidate Experience during the Hiring Process? #SourcingChat

• Rakhee Jha @rakhee_jha

A3) Word-of-mouth marketing #SourcingChat

• Deepa Chaudhari @deepa2410

@SourcingAdda A3: The Employer Brand is as strong as the Candidate Experience in hiring

process #sourcingchat

• Sourcing Adda @SourcingAdda

Q.4 What can you do to ensure a high satisfaction candidate experience? #SourcingChat

• viraj chavan @tweetvraj

A4. #RECRUITERS Lose the “Don’t call us, we’ll call you” Attitude #sourcingchat

• Sathish Ganesh @sathish_ganesh

@SourcingAdda A4) 1) Simplify your employment job application process 2) Customize Form

E-mails #SourcingChat

• Sathish Ganesh @sathish_ganesh

@SourcingAdda A4) 3.Make sure your job descriptions are accurate 4.Communication is key

5. Pick up the phone and talk (2/2) #SourcingChat

• Sourcing Adda @SourcingAdda

Q.5 What are the factors that lead to bad candidate experience? #SourcingChat

• Shoheb Shaikh @Shoheb

A5) Unclear JD’s and Imprecise feedback #sourcingchat #candidate_experience

• Manish Pipalwa @pipalwa

A5. – Lengthy Hiring TAT, Delay in Feedback, and Recruiter Laid back attitude etc.

#sourcingchat

• Rakhee Jha @rakhee_jha

A5) Just one word “Time” Ans for all 5 questions #SourcingChat

• Sourcing Adda @SourcingAdda

Q.6 How can you minimize the effect of these factors? #SourcingChat

• Shoheb Shaikh @Shoheb

A6) Provide candid feedback #sourcingchat #candidate_experience

• Rakhee Jha @rakhee_jha

A6) Screening should be done properly + Time management #SourcingChat

• Sourcing Adda @SourcingAdda

Q.7 Does your organization conduct a candidate experience survey? #SourcingChat

• Manish Pipalwa @pipalwa

A7 We do During offer process and Post Joining Feedback & also feedback sheet on each

weekend interview event #sourcingchat

• Shoheb Shaikh @Shoheb

A7) No, but not sure if companies would want to invest in #candidate_experience

#sourcingchat

• Sourcing Adda ‏@SourcingAdda

Q. 8 Bottom-line – Is candidate experience – A need or a buzzword #SourcingChat

• Sanjay Singh Negi @hrsanjaynegi

@SourcingAdda A8) It’s a Need & don’t make it Buzzword #SourcingChat

• Chenthil Kumar @ChenthilTKumar

@SourcingAdda A8. Both need and Buzzword #SourcingChat

A closer look into these tweets surprised us as there were a lot of views expressed of which a few were similar to ours. That was quite impressive and interesting too. If you’ve enjoyed these tweets and want to know more then follow @SourcingAdda.