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.

We use it on a regular basis, it has revolutionised the Talent Acquisition Industry as we know it, it’s at the tip of our fingers, we spend a great deal of our time on it and it keeps us updated with the current trends. Any guesses?

Yes, you’re right. We’re talking about Social Media and its impact in Candidate Selection. This topic of discussion was brought forward by one of the Hike Group Chat members Prateek from West. We had amazing insights and here’s what came up…

From this discussion you can conclude that you can’t rely completely on the information you get about a Candidate and nor can you base your Candidate Selection decision solely on Social Media. In fact you can use it to get more information about the candidate to get a clear picture about the Candidates personality. This brings a great end to and interesting conversation and I’m sure you’ve learnt a thing or two from this discussion that helped you add to your learning. To get updates to our other activities follow @SourcingAdda.

The weekly Sourcing Adda (@SourcingAdda) discussions are held on the new platform i.e. Hike Group Chat. The topic for the discussion was suggested by one of our Hike Group Chat members Anvesh. He wanted to have a discussion on the widely talked about topic i.e., “Diversity Hiring.” And we decided to discuss more about this topic based on certain aspects listed below –

• Are there any Legal implications in India on Diversity hiring?
• Why is it difficult to convince women (Why is it difficult to sell a job to women)?
• Are there any best practices/programs to attract women to the Jobs?

We received an out pour of responses which were quite informative and I’m sure you’d want to be enlightened yourself too, so here are the different expert perspectives we got…Well this was an amazing discussion with new members expressing their views as well and were exposed to different perspectives too. Let’s have more perspectives in these weekly Hike Group Chats that we all enjoy by inviting more experts to join in so that they too can enlighten themselves. For updates to our upcoming activities follow @SourcingAdda and get ready to be amazed!

If you’ve been consciously following Sourcing Adda (@SourcingAdda) then you’d know that we have shifted the well – received WhatsApp Group Chat discussions on to the Hike platform. This is to improve the engagement and experience of our fellow community members. In addition we also make an effort to give our members the opportunity to come up with topics that they would like to discuss.

In view of that the topic of discussion was selected by Chetan Indap a member of the Mumbai Group. The topic for our discussion was, “Can you all list down 3 or best practices we can follow to curb NO SHOW of candidates?” and here’s what our fellow experts had to say…Well this brings our discussion to an end and we’re glad to learn that we have a few suggestions for our discussions to come as well. Once again we’d like to thank all our members for their insights that help us make this discussion better, for their continued support and participation. So if you have a topic to discuss or a tip to share then leave a comment. And we’ll be happy to consider your suggestions. In the meantime let’s bring more experts into these discussions and grow together as a part of the Sourcing Adda family.

As Talent Acquisition Professionals we are usually overburdened with tasks and Sourcing for Candidates can be a daunting one at that. In the process of Talent Sourcing we tend to ignore common courtesy of providing timely feedback or updates about the position with the applicants. The WhatsApp Group Chat topic for discussion catered to this very aspect which was highlighted by our Sourcing Adda (@SourcingAdda) member Hussain. Hence, the topic of discussion was, “How many of us actually make an effort to get back to the candidates on their application status.” Wherein we also focused on two other aspects related –

1. Is there a practice we follow in particular (send emails/ make calls)?
2. Is there something else that we can incorporate?

And here’s what we found out…

From the conversation that was depicted based on the WhatsApp Group Chat highlighted above we can conclude that it is important to be courteous with potential candidates. This is because as Talent Acquisition Professionals we rely on Potential Candidate Experience as well for our Employer & Employee Branding needs. So now that you are familiar with the importance of informing Candidates about their application status I’m sure you’re impressed with the information shared. Follow us @SourcingAdda to be updated about our upcoming events that might be of interest.