Here’s a recap that I’m sure you know. Especially the different trains of thought that have been expressed over a much heard of and talked about topic such as, “How much of difference does Employee Engagement make?”

If you’ve been updating yourself then you too would have heard a considerable amount of talk flying around about Employee Engagement and its importance. In view of this latest development we at Sourcing Adda (@SourcingAdda) decided to find out more perspectives about this interesting topic and hence our WhatsApp Group Chat topic catered to this particular aspect. And here’s what went on in this discussion…..This brings us to the end of our interesting discussion be sure to join us for the next one. If you’re looking forward to more such discussions then follow us @Sourcing Adda (#SourcingAdda).

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

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.

We’ve heard so much talk about Proactive Recruiting but where are all the Proactive Recruiters hiding? Have they conveniently decided to make a no show or are they playing hide and go seek? Well that’s a tricky question and one only Employers may have the answers too or is there some other reason, that’s interesting?

I think the later holds true since, they might not be aware of what goes into making a perfect hire. So the obvious question is what are the 5 simple steps to Recruiting Proactively? Now let’s find out what these steps include.

Step 1 when hiring remember to hire “Hunters” rather than “Farmers”

You need only remember that “Hunters are in and Farmers are out”, the reason being that you want to hire Recruiters that are hunters and not farmers. These individuals usually have the skills of a hunter to catch the talent you’re looking for. They are the Recruiters who –

• Proactively seek out perfect candidates
• Live and thrive on challenges
• Are well aware of where to find the skills they are looking for
• Know how to get the ball rolling to make that perfect hire
• Can identify hard-to-find candidates
• Message them effectively to get their attention
• Close them on an opportunity

Farmers on the other hand are better at weeding out candidates for regular hires that are conducted as they are thorough with the role expectations and can easily filter candidates without the skills required.

Step 2 be thorough with the entire process right from start to end

To help your Recruiters or Managers to be proactive you need to let them in on the entire Recruiting process that your organisation follows from start to end. This will give them an idea about the opportunities where they can be proactive. A typical hiring process comprises of these stages –

• Applicants profiles received
• Phone Screening
• Personal Interviews
• Team Interviews
• Project, Test or Homework stage
• Offer Stage
• Hiring
• On – boarding
• Performance Reviews

Step 3 Source candidates by channels

Before you get down to contacting candidates you need to consider all the options through which you can gather potential candidates. The key to this is by exhausting the pools of candidates available to you. A typical set of pools of talent to harvest from comprises of –

• Previous database of applicants
• Sourced candidates
• Pipeline of candidates created along individual levels
• Inbound candidates from job portals
• Through Referrals
• Social Media Channels

Step 4 Build Pipelines Systematically

Make sure you build your pipelines systematically and in order to achieve this you need to have a plan in place along with a layout of how you’re going to proceed. This will help you pin point exactly where you’re going wrong so you can rectify it at once. When creating a pipe line layout remember to –

• Determine your requirements clearly
• Have a process in place before going onto selecting the technology that will best serve you
• Devote days to creating only pipelines
• Record everything that you’re company does and showcase it for candidates to consider in their decision making process
• Don’t hesitate to share the tactics that are working for you, as everyone is trying to get best results and in turn improve the hiring quality and rates

Step 5 Hold everyone who’s been assigned this task accountable

If you think that you cannot be responsible then you too are accountable including your team if the task has been assigned to each one of you. The success lies in everyone working together with the same objective to reaching the same goal.

Well these are the steps that you should take in to account when starting on your talent hunt but if the process seems boring at times just remember that, “Time spent on hiring is time well spent.” – Robert Half and you’re sure to achieve results that you can certainly count on for future hires and strategies.