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3 Things Interviewers and Candidates should think about before an Interview
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3 Things Interviewers and Candidates should think about before an Interview

Preparing for interviews can be nerve wrecking for candidates as well as interviewers alike if either one isn’t prepared. There are certain things that are common knowledge but whether it is the right way to do things is something that doesn’t click either one in question. We all agree that conducting interviews or seeking jobs isn’t something that we enjoy doing.

And research done on 200 candidates suggest that 80% agreed that if a recruiter arrives 10 minutes late it leaves a negative impression on potential candidates and the company the interviewer represents. Likewise interviewers don’t approve of the candidates communication ways. In addition to this 60% of fresh graduates don’t possess the communication skills to be successful. At such times what are the things the concerned individuals need to do well in advance before an interview. So here goes

For Candidates

There are a few things that can help candidates to prepare for a scheduled interview and assist them to get a better chance of being recruited.

Do your Research

This seems to be developing into a trend where candidates are concerned, as many of them generally don’t take time out to research about the company they wish to join or work for. If they take the effort to find out more about what the company is into and involved with this will set the candidate apart from the rest that have also applied for the post.

Prepare Questions 

This again is something that most candidates are afraid to do due to the misunderstanding that questions aren’t welcomed. The reality is that recruiters usually seek out individuals that ask questions because this helps them realise whether or not they have understood what the post calls for. This too helps them to determine the candidate’s problem solving ability.

Remember what your mother taught you

She may have been nagging and at times annoying, even irritating really but little did you know how important these same lessons would be in the near future. Remember her instructions, Sit up straight, Stand up straight, Look at me when I’m talking to you, Don’t interrupt me, when I’m talking to you do these sound familiar? Well you would do well to follow them as these are vital lessons that will definitely come in handy as these aspects are also observed at interviews.

For Interviewers

Well you too need to follow certain aspects and prepare yourself for the same as you are in fact representing the firm that you work for. So what are the aspects that you need to follow.

What kind of Questions to ask

Well you might want to stay away from questions that can lead to job discriminations. Hence questions about religion, marital status and children are a big No, No! You should probably refrain from such questions. These kinds of questions pose a threat to candidates looking for a work and family balance.

Know the Position Thoroughly

As a recruiter it is absolutely essential for you to have proper knowledge about the position you seek to fill.  If you’re not clear about the requirements of the post the candidate isn’t going to like it when they have questions about the post that you can’t answer. This will automatically affect the reputation of the company you work for.

Therefore it is essential that you as a candidate or recruiter to be well prepared for the interview and to pay close attention to the aspects that have been discussed so far. These aspects are important if one wishes to speed up the recruiting process and to get employed fast.

Sourcing ADDA
7 Tips for Campus Recruiting
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Good talent for all levels is hard to come by and recruiters are on the receiving end of this. In order to get those hard to find candidates, recruiters rely on campus recruiting when all other strategies have been tried to no avail. If you wish to expand your company’s employee base with qualified individuals, campus recruitment is a good strategy to fall back on.

So when it comes to Campus Recruitment there are certain things that you need to keep in mind, hence, here are 7 Tips for Campus Recruiting that you need to follow to obtain maximum results and in the process build important relations.

Start small to build wins

If you are doing this for the first time, it is better to begin small. Put simply, you can begin by hiring a few qualified individuals and then grow from there. If your initial hires have a good success ratio, there is no going back from there you are only going to move forward. You can even turn your initial interns in to full-fledged employees if they know that if any vacancy crops up, they can be selected provided they have the skillsets necessary for the job. Once your organisation has a name you can then recruit on a bigger scale and build your relationship with a college.

Get Executive Support

For your efforts to yield results, having an executive support is essential. If you have an executive on board participating, it has a positive effect on potential recruits. This also assists ones recruiting process as it multiplies the number of candidates showing up for interviews.

Introduction to the organisation

When introducing your company make it as brief as possible by focusing on the company’s reputation, culture and by addressing the important question, i.e. why should they work for you and how are you different from any other organisation that has come before you. Most importantly you need to state at the very beginning that only those individual who meet the criteria will be selected. More emphases should be given on the vacancies available by giving details about it; like the number of vacancies, the type, the duration and if possible mention if it is a paid or unpaid internship (optional) so neither party’s time is wasted. This is a put offer for both parties in question.

Brief the applicants

During the introduction session ensure that you tell the applicants about the mistakes they should avoid during the interview and what you look for in an interview. This eases the nervousness they are sure to experience as this is probably their first ever interview. This even builds their confidence level as they have some idea of what will take place in an interview session and gives them a chance to impress you efficiently.

Invest in to the relationship

When you select a candidate as you re intern it goes a long way if you improve the relationship. Besides the main goal of an internship program is to affect a student’s life by enriching their professional experience and help them develop their skillsets while keeping the business progress in mind.

Organisation branding

If you are successful you will land up with an exceptional candidate who can be turned into a full time employee. This particular recruit can be the face for your next campus recruiting session who just happens to be an ex-alumnus. Students will definitely respond to a familiar face if in fact he / she were a previous recruit and an ex-student.

Get more Applicants

It is common knowledge that to get more respondents, it is preferable to have a paid internship program as this serves as an incentive to the student to excel in whatever task is given to them. It motivates them to work thus you get a clear idea of whether they were the right person for the job and judge their potential to grow and improve.

If you do all of this effectively you are sure to recruit the best candidates from the pool of applicants that you interviewed. This individual therefore becomes an asset to you organisations for all the reasons mentioned earlier. So now that you know this, you can proceed with your campus recruiting session to recruit that hard to find candidate, that is often lost to us and that too with ease.

Sourcing ADDA
How to View Third Degree and Out of Network Profiles?
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How to view third Degree and out of Network Profiles

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.


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.

Sourcing ADDA
WhatsApp Group Chat – Whose Responsibility is Offer Drop?
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There has been a long standing debate about responsibility & accountability within the corporate environment and we’re quite familiar with the blame game. There are several reasons as to why people engage in the blame game one of the many reasons being either insufficient information due to lack of clarity in ones duties and responsibilities.

In light of the scenario playing out in various corporate atmosphere we @SourcingAdda decided to have a discussion on, “Whose Responsibility is Offer Drop? On 2 parameters namely;

  1. Is offer drop the responsibility of the Recruiter or Recruitment Team?
  2. Is it the complete responsibility of all the stakeholders involved?”

As per our Bangalore Group Member Jiten’s suggestion where we’ll highlight the key take away pointers right after the discussion that went by so here goes…



The conversation above clearly shows that we’ve had quite a discussion and an enlightening one at that. We’ve certainly got different perspectives to both sides and we’re sure that if you’ve read this far you definitely found something interesting to add to your knowledge. We’re sure that you’ve received an overload of information and you’re looking for the key take a ways to assist you so here goes…

Where the responsibility lies

  • A good deal of responsibility lies with the recruiter and the concerned department lead but sometimes despite our best of efforts some candidates back out.
  • It is the responsibility of the people involved in the selection of the candidate
  • Departments will always point fingers towards Talent Acquisition
  • As far as responsibility goes it should be the Recruiter and Recruitment Team as they are engaging the applicants.
  • Offer Reject – can be acceptable and Recruitment team is to take the blame
  • It is the Recruiter’s and the Recruitment team’s responsibility to avoid offer drops

Identify the reasons for Candidate Back-outs

Identify the factors affecting their decision to join like –

a)      Compensation,

b)      Relocation,

c)       Personal Reasons,

d)      Facilities,

e)      Security aspect or Transportation

  • Find out the reasons for candidates dropping out to bring down the ratio
  • Introspect to find factors that are prevalent in the organisation that may affect their decision to join
  • The RCA can indicate that the impression you had was wrong
  • Offer Dropout is a produce of Lack of Candidate Engagement which includes the selection process, pre and post offer expectations setting and post offer interaction.
  • Accepting or dropping the offer purely depends on the attitude of the candidate
  • People fail to understand that a consultant is just as good as an employer since they don’t look for the candidates only for the closure and to earn money.
  • Sometimes there might be a miscommunication from the Recruiter’s side or the Candidate’s attitude
  • Employing or getting jobs to people is a service that Recruiter’s provide
  • If the Candidate recruited sticks to the firm for more than at least 3 years it’s an achievement
  • The issue is just one side of an entire industry
  • When retaining a candidate or approaching one serving their notice period with another opportunity which is financially or role wise a better one than what they are already holding they will consider the new opportunity.
  • In such a scenario it leads them to dropping out of the offer already accepted
  • Communication is a major aspect as sometimes a Candidate gives a different picture but portrays something else at the interview, which we aren’t aware of.
  • Sometimes when the Candidate knows about the CTC offered for a particular position, they obviously start close to that even if they are drawing almost 50% less than what is allocated.
  • Even after setting and understanding the expectations, the time period sometimes is so long, that the expectations and situation of the Candidate changes or is lured with something better than what they currently have.
  • The luring at times convinces the Candidate that what they have in hand is not as per their aspirations.

Develop the skill sets and techniques required

  • Most Recruiters lack the negotiation skills which is the root cause of offer drop out
  • You cannot categorise all the skills in the same bucket
  • Each skill has to be handled differently
  • Understand the desperation and motive for a job change in the first screening itself
  • Be ready with a pipeline to fall back on
  • The fear of losing the candidate prompts a Recruiter to extend the offer without negotiating hard
  • Without having multiple bargaining rounds in HR can also affect candidate retention
  • Symptoms of active candidate will be:

a)      They will proactively call or e – mail Recruiters

b)      Say the exact reason for change

c)       Candidates who are jobless and looking for relocation will be sure shot

  • To be on safer side it’s advisable to have 2 candidates in pipeline; one you can offer while you keep the other as a backup.
  • The backup Candidate is one who doesn’t fit the role due to a Lakh or two Lakhs
  • Then if the first Candidate backs out normally the business agrees to increase the budget to avoid wastage of time.
  • Mostly a Monetary Bond; in India it is easily breakable
  • If you do not release Candidates on a bond basis they or you can face legal challenges
  • ‘One Position, One Offer Model’ is gone you need to have a Plan B in place
  • Set the expectations in advance to avoid later issues

Learn to accept certain truths

  • Companies try to bring down the offer to drop out ratio but it is the most difficult task
  • 90% of the decision made by candidates while accepting an offer more often than not compensation is the main factor.
  • There are two factors for a candidate

a)      Push

b)      Pull

  • Just having 65% offer to joining ratio isn’t an indication that there is a pull factor
  • You will have instances where people have used offers to negotiate deals elsewhere
  • Different reasons lead a candidate to say no to the offer
  • Most don’t even inform that they are not joining due to loss of an opportunity
  • Candidates get hints of onsite opportunities from current employers or hear word of immediate ones from another company.
  • Offer rejected can be controlled but if it is an offer renege then it’s alarming
  • You will have a lot of candidates backing out at the last minute due to personal reasons
  • You will encounter candidates that never pick up the call again
  • Ultimately you cannot force a candidate to join
  • All you can do is make the person feel valued if it will ensure that they at least inform you in case they decide not to join.
  • In spite of your efforts to make a Candidate feel valued it will have its limitations one being not meeting the CTC expectations
  • You will have Candidates absconding even after they join
  • Know that the interested Candidate will return your missed call for sure
  • Realise that’s it’s the Candidates market so in spite of your efforts it’s their career and life’s decision and you cannot put a price on that besides they are in charge.
  • Irrespective of your efforts in convincing Candidates it rolls down to their mind set at the end of the day.
  • When engagement is right there would be a bond and when there’s a bond there’s nothing called informing.
  • Every bond usually has a clause and you can make it work out for fresher to some extent
  • If you reach out to Candidates serving their notice period, you have to accept and face the fact that someone else may reach out to ours.
  • Realise that most Candidate will not tell you exactly what they are looking for or the reasons for them it’s up to you to pick up the hints and clues based on observation and expressed behaviour.
  • From the HR perspective we can set up rules but from the on business front people will not agree since candidate will become bill able resource and delivery will be most important thus everyone will break the rules for survival as businesses are billable.
  • Businesses need to accept risks as well hence accepting the risk of a Candidate dropping out at last minute is unavoidable.
  • It will always be a give and take relationship
  • Unless we stop pursuing already offered candidates then we will have drop outs.
  • Candidates know that they become valuable while serving notices and they exploit that importance which is probably human nature.

Solutions to Candidate Backouts

  • Have a system of assigning buddies, engaging the candidate if the joining period is long
  • Use technology to monitor the selection process to find out the status of the Candidate selection
  • Use the RCA as it will let you know:

a)      Whether the Organisation sold the job,

b)      If a competitive remuneration was offered,

c)       If proper handholding was done,

d)      Whether the standard Operating procedure while sourcing for the final selection was followed

  • Send candidates who don’t respond for more than 2 weeks after the offer rolled out a withdrawal of offer email with a cc to the business partner and the consultant; and the candidate will respond to the email for fear of being blacklisted.
  • Anticipating their next move from the 1st interaction with them
  • Be ready with a counter offer in case the offer dropout is based on the mechanism of the organization
  • Decide the level of engagement with Candidates based on the profile offered
  • The more you engage with the candidate the more you know
  • A candidate is less likely to drop out if the Recruiter guides them on how the opportunity would help them to advance in their career which goes a long way in building trust.
  • Counter offers are usually compensation based but post offer interaction is the key
  • Offer on – site opportunity to the candidate’s current employer to retain them
  • Several miniature activities together are called engagement
  • As a Recruiter; the face of the company, you deal with human beings and not commodities
  • Understand and act accordingly with candidates instead of pushing them around in the name of chasing targets.
  • Just a call or two from the business to the new candidate before joining makes the candidate feel like they are valued and the organisation is looking forward to them join and works for senior level hiring.
  • Getting the hiring Managers in the picture makes a difference
  • Roping in the hiring Manager to conduct connect calls as a part of the post offer management process makes a difference.
  • It has beautifully worked for mid and leadership level hiring
  • Be it a consultant or the HR at a Corporate ensuring that a potential resource be shortlisted  or hired for the position
  • There needs to be a continuous communication from both ends
  • There would be different factors which influence a Candidate to accept or reject the offer
  • Right kind of engagement is one influencing factor where involving business is essential
  • Involving their ex co-workers, referrers engaging their personal factors in our discussions especially the emotion buttons are the key.
  • Presenting it as a win – win situation for them
  • A personal discussion with the Candidate gives us space to engage with them strongly
  • As an industry, we need to set some rules and guidelines regarding whom to approach and whom not to
  • You may not be successful in changing the mind set of Candidates but as one industry you can surely set few rules to be followed by every organization which is similar to the no poaching policy.
  • Try Sourcing Candidates with no offer as this will reduce offer drops altogether

Well this brings our enlightening discussion to an end where we can say for certain that it was quite a discussion with a lot of key take away pointers to add to your knowledge and think about. So if you aren’t a part of these live discussions for instance Bell Curve Performance Management System a boon or bane? Then you now know what you are missing out on.

Therefore, be sure to follow us @SourcingAdda  for real time updates to our upcoming events and activities. In the meantime make sure you leave your views or requests to join our WhatsApp Groups in the comments section or DM (Twitter) us @SourcingAdda with your contact no. & location and our representative will get back to you.

Sourcing ADDA
WhatsApp Group Chat – Ways to Scout PhD. Talent Holding Multiple Patents
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There’s been a lot of talk about Sourcing which requires one to explore untapped avenues to scout the needle in the haystack Talent that aren’t being Sourced.  We’ve spoken about different trends in Sourcing Talent for instance Executive and Non – Executive Search Sourcing Techniques and methods on a general level. But have you focussed more on the ways and means for Sourcing specific Talents?

Having said that, we @SourcingAdda decided to conduct a discussion to find out other methods of Sourcing for the Talent you seek thanks to the suggestion of our Bangalore group member Anvesh. Hence, the topic for discussion Wednesday’s was on, “Ways to Scout PhD. Talent Holding Multiple Patents”  we’ll be disclosing the discussion on the WhatsApp groups shortly and right after that we’ll be highlighting the key take away pointers to improve learning so let’s begin…


The discussion above was quite interesting as we received some out of the box tools to compliment while speeding up your specific PhD. and Patent Talent Search. And here are the key take away pointers to add to your learning…

Sourcing Tools & Methods to Source PhD. Talent Holding Multiple Patents

Sourcing Tools

  1. Scholar Search
  2. Google Patents Search
  3. Google search or an Image Search

Sourcing Channels

  1. PhD Talent – https://www.phdtalent.org
  2. Espacenet – https://www.epo.org/searching-for-patents.html
  3. inPASS – http://ipindiaservices.gov.in/publicsearch  (for Indian Specific Patent Search)
  4. WIPO – https://patentscope.wipo.int/search/en/search.jsf  (for Worldwide Patent Search)

Sourcing Instructions

  • You need to use the method of finding those with patents through these websites
  • Use your Sourcing channels (GitHub, LinkedIn etc.)
  • Collect note information where you can reach out to the Applicants
  • You can also get results if the Talent Sourced has blogged
  • Look for other places where Candidates have mentioned their contact information
  • When a “Google Search” is done or an “Image Search” is done on Google; it returns a lot of research and PhD. Talent

Well this brings us to the end of yet another insightful WhatsApp discussion like the other one we had about, “Is Counselling Candidates on improving their Job Hunt Strategy a Recruiters Role?” If you read this far then we’re sure that you’ve something interesting and worthwhile. And if you’re not yet a part of these enlightening conversations then you know from the discussion above what you’re missing out on.

Therefore don’t be a passive learner become an active one by joining our Sourcing ADDA WhatsApp Groups and following us @SourcingAdda for real time updates to our upcoming activities and events. If you’re wondering how to join these groups then that’s easy, simply

  1. Send us a DM via Twitter with your details i.e. WhatsApp contact no., location and Job Title to  @SourcingAdda                                                                                                                                                                                               OR                                                                                
  2. Leave your requests to join along with your views in the comments and our representative will get back to you

There you have it; now wasn’t that easy that too in just 1 step besides you’re already a part of the Sourcing ADDA family if your reading this. Then why not make it official and add to your learning in a fun and exciting way while interacting with like – minded individuals like yourself.