There’s been a lot of talk about Pre & Post Engagement of applicants, we’ve even heard a lot about pre & post joining goodies. But have you ever thought about other areas where we can implement the Engagement of applicants? If no, then you’ve come to the right place; we’ll be exploring the areas where we can utilise this technique to improve the joining ratio of candidates shortly.

In an attempt to improve the joining ratio of the candidates we @SourcingAdda decided to have a discussion on, “Pre – Engagenent before On-Boarding Candidates” up on the suggestion of our Pune WhatsApp Group Member Kavitha.  Do remember that we’ll be highlighting the key take away points of the discussion thereafter so here’s what we’ve uncovered…

The conversation above clearly indicates that the inputs we’ve received are quite enlightening and full of ideas to utilise and verify its effectiveness. We’re sure that you’re impatiently waiting to know the key take away pointers to bear in mind therefore let’s not keep you waiting. So here goes…

Importance of Pre – Engagement before On – Boarding Candidates

• Pre engagement helps you to hold on to your offered candidates
• Post offer engagement is one of the important aspects to keep the candidate warm & enthusiastic to join the company.
• Post offer engagement is a challenge that a HR has to face it

Ideas for Pre – Engagement before On – Boarding Candidates

• Have a regular dialogue with them to know the status of the candidate with regular interactions and share key highlights with them.
• If you’re budget permits have a small souvenir sent across with a personalized letter
• Senior folks can have a discussion or dinner or lunch with the new Joinees as it creates a very good impression in a candidate’s mind.
• Engage the functional team by having regular conversations with Candidates
• Have discussions with Candidates to find out about their interest level, family issues if any, comfort level post the offer, expectation and the kind of training they’ll need.
• Keep Candidates engage by calling them regularly and check their progress simultaneously and even conducting a Candidate survey also helps.
• Explain to the Candidate the progress path expected to help them while engaging
• Conduct weekly calls & follow-ups and ensure that every call have a progressive discussion to assist retention of candidates
• During office parties if there are any Candidates that have accepted an offer & will be joining soon invite them for the parties or dinners.
• Have weekly and biweekly calls with Business Leaders and Principal Architects to keep them warm and sell the role and cutting edge work happening around it
• Inviting them for a team lunch or outings to make them feel comfortable with the team and the managers to help them get to know people they’ll be working with.
• Try to ensure that there are amazing talents in the team to boost their interests and increase the chances of them joining the firm.
• Send flowers / chocolate bouquets or goodies and a welcome email etc. to complement the efforts
• Send welcome emails with on-boarding training courses and keep them in the loop of things that involves them while sharing with them their schedule for Day 1 will help build his interest.
• Get Candidates to interact with other departments for instance the delivery team will make them feel warm and accepted.
• Sending the newsletter of the organizations achievements & awards while they are in progress
• Arrange to have a Cup of Coffee with their PM or find a way to involve them in your hiring plans
• Conduct a pending joiner meeting where you can set up a particular date quarterly
• Invite PJ for a get together session where the leader ship team can give insight to them about to the company, its financial growth etc. followed with Lunch but be sure to make it more of an interactive session.

Now wouldn’t you agree that we’ve received great perspectives and ideas to conduct successful Pre – Engagement before On – Boarding Candidates. If you’ve found these inputs worth your while and you’re not yet a part of these popular WhatsApp group chat discussions then you don’t know you’re you’re missing out on. But now you do have a rough idea as to what you’re missing; for instance we’ve had a discussion on, “Employee Promotion Processes followed by Organisations” then you might want to be a part of these discussions.

If you’ve liked what you’ve already read and would like to learn more than our WhatsApp group chats are exactly what you’ve been looking for. So be sure to follow us @SourcingAdda for real time updates to our upcoming events and activities. Ensure you leave your comments or requests to join these groups in our comments section, Tweet us or send us a DM to @SourcingAdda with your contact details and our representative will get back to you instantly.

Talent Acquisitionists are always Sourcing for the needle in the haystack and there have been several occasions wherein the applicant has turned down the opportunity due to commuting concerns.  As a result closing the desired Talent has proved to be difficult.

Having said that, @SourcingAdda we’ve taken the initiative to try and understand the importance of work location in terms of hiring. Thanks to our Bangalore WhatsApp group member Shashank’s; discussion topic suggestion, “How Important is work location in terms of Hiring?” So add to your learning with the discussion and ensure you remember the key take away points highlighted after.

If you’ve read this far then we’re certain that you’ve found something interesting and want to ensure that you’ve got all the points that were important. Having, said that we’ve taken the initiative to highlight the key take a ways for you to add to your knowledge.  Therefore, let’s get right down to them so here goes…

Importance of Work Location in terms of hiring

• A lot depends upon the location of the company and the industry they deal with
• Candidates are willing to join a company i.e. located in a place that can easily be reached by a car or public transport
• Most candidates will not travel further than they already do
• Applicants are more likely to join a company located in the vicinity of their residing location
• If Sourcing for talent with specific skills then a company located in an area where related industries are also located is a good option.
• In Bangalore; location and proximity matters a lot
• There have been scenarios where the candidate works from home yet is interested in working outside his town and is also mentioned in the résumés on job portals.
• True location is the key for any company no matter which industry and they provide transportation
• Location is not only important for hiring but equally important for business
• Clients always map the company and the surrounding areas while finalizing any deals
• A company at a prime location will definitely get Candidates very easily and clients as well
• Even though work location matters it also depends on what kind of infrastructure the city has
• During the initial phase of an individual’s career the infrastructure of the city has less importance
• But the importance picks up once they settle down with the family, house, kid’s education, taking care of parents etc.

Challenges faced

• For better company hiring it is challenging in tier-2 cities
• Even though the salaries given are on par with industry standards; Candidates are still not ready
• With Increasing traffic and travel time applicants spend 4 hours in addition to their regular hours
• Candidates want to settle in a place where there are more options
• On basis of work location we will able to understand the genuinely of candidates. It helps reduce blackout ratio.
• Finding the right talent in smaller cities compared to metros is difficult
• When it comes to relocation Candidates back-out for various reasons

Solutions to the Challenges faced

• To curb this, start introducing flexible timings, work from home once a week
• Encourage them to relocate with their family by giving more perks
• All these or more we could offer can only help a certain percentage, the challenge will still remain
• Role, pay and overall job security are vital to fill
• On the basis of the work location we can understand the genunity of candidates and it helps reduce blackout ratio.
• To deal with the challenge of relocation we need to check their candidature and if selected in any organization he / she can negotiate on that offer with the current organization.
• Moving to tier two cities and towns is a good option if implemented well
• Companies must pay tier salaries for good quality of life and to capture and retain the right calibre Talent.

Trends followed

• The Recent trend observed is that people are looking for opportunities close by
• Now travel time is also considered as work time in some countries

Now that’s one heck of a discussion, wouldn’t you agree? Once again we’ve received an out pour of responses with a lot of inputs to add to our learning as well as yours. If you’d like to get real time updates to our upcoming activities and events be sure to follow us @SourcingAdda.

If you’ve found the discussion enlightening and would like to be a part of these discussions then please share your WhatsApp contact no & you’re location via DM (Direct Message on Twitter) or leave your requests to be added in the comments section along with your views.

We’ve heard of Recruiter Rewards & Recognition and have either seen or experienced its impact first hand. Then again not all of us are fortunate enough to have such experiences but are still required to formulate Recruiter Rewards & Recognition plans and to follow through with the plan.

Having, said that @SourcingADDA we were able to shed some light on Recruiter Rewards & Recognition and its impact on Recruiters based on the suggestion of our Bangalore group member Shankar. Thus, our popular Wednesday discussion topic was on, “Recruiter Rewards & Recognition but on 2 parameters namely,

1. What are the different categories of Recruiter Rewards & Recognition?
2. How Recruiter Rewards & Recognition impacts the performance of a Recruiter?”

And we’re sure your waiting for the insights but before we get to that remember that we’ll be highlighting the key take a ways from the insightful discussion we had so here’s what we came across…

Another discussion ends with a lot of perspectives and views to think about and you too have added to your knowledge if you’ve read this far.  So let’s not keep you waiting and get right to the point by leaving you with our key take away points to bear in mind.  Whether you’re formulating your own Recruiter Rewards & Recognitions plan or have had a first – hand experience or even watched a friend receive one, you’ll definitely learn something new.

Impact of Rewards & Recognitions on Recruiters

• Rewards and Recognition are the motivational factors for Recruiters
• Rewards & Recognitions can be motivational factors but it depends on the setup, whether an agency or a corporate.
• Irrespective of whether it’s a corporate or an agency set up has a bearing on a Recruiters performance.
• Rewards & Recognition can be strategically linked to factors like usage of a particular source for recruitment or on the number of positions filled or to even stakeholder management.
• According to Prateek, money / equivalent monetary benefits are a great motivation
• As a result of these benefits ultimately people will stay longer with the same company
• Such benefits decrease attrition while their performance increases as they are motivated to get it the next time.
• Rewards and Recognition in non – monitory form is really great
• Money can be earned through various means but recognition is something every employee’s subconscious mind craves for.
• Daniel Pink proves that more the incentive less the productivity but more R&R will boost morale and thereby productivity will improve.
• According to Herzberg’s motivation- hygiene theory; one has to separate the hygiene factors like pay, incentives etc. from the non – hygiene factors or motivating factors like challenging work, recognition etc. so that the employee gets satisfied.
• Instead of concentrating more on incentives; recognition should be given more emphasis to boost morale.

Recruiter Rewards & Recognitions (R R & R)

According to Siby the categories for rewards can be as listed below:

1. Outstanding Performance – It is based on the numbers every month for outstanding performance.
2. Customer Delight – It is based on critical closing, TAT, and BU appreciation.
3. Above and Beyond – It is based on people who go beyond the scope of work defined as in; involvement in organisations initiatives, team building, mentoring, etc.
4. Innovation – It is based on people who go beyond the scope of work defined as in; involvement in organisations initiatives, team building, mentoring, etc.
5. Weekend Warriors – Recruiters conducting weekend drives can be termed Weekend Warriors and rewards on the combined parameters like effective management on drives, candidate experience, effective feedback capture and reporting post drives, panel management etc.
6. Channel Crusader – It is based on people who go beyond the scope of work defined as in; involvement in organisations initiatives, team building, mentoring, etc.
7. Consistent Performer – It is based on the numbers every month for consistent performance.

According to Jones R R & R should be based on the listed out categories given below:

1. Channel mix used
2. Position closed (critical & niche)
3. Raising star
4. Helping hands
5. Stake holder connects

According to Prateek R&R decision making criteria should be on

1. Offers
2. Joinees
3. Back out ratio as compared to others in team
4. Extra contribution / effort taken to improve process of the company

R R & R should be in the form of the category listed below:

1. Spot incentives – Over achieving their targets or closing niche skill positions or having early joining if the candidates say in a week’s time; according to Sheetal.
2. R R & R should be based on 360 degree feedback mechanism in addition to the KPIs success according to Adwait.

According to Jiten R R & R is very important especially on the aspects of source mix

1. ROI on every candidate hired
2. cost per hire all are the driving factors for an organisation
3. Every penny saved by a recruiter should be rewarded in various forms

According to Puja for a work from home company with a team of freelance recruitment consultants recognition is done on team basis on the categories listed out under –

1. Maximum closures and client acquisition manager for the year –  basis and also top 3 in these categories –
2. most closures Client account manager of the year- basis
3. recruitment consultant of the year – basis
   1. Recruiters
   2. Client Account Managers
   3. Client Acquisition Managers
4. Beyond the Call of Duty Award – to recognise contribution of selfless work
5. Dedicated to the Client
6. Special Recognition  – for building a new vertical like retail and PR
7. The Dedicated to the Client reward category was very well received and clients were requested to give away the awards.
8. The process was conducted online using life-size cloud platform like Skype and the Team was super energised.

In most organizations R R & R are listed out here under but in the form of:

1. Cash Awards
2. Trophies
3. Gift vouchers

Interesting options for R R & R could be in the form of:

1. Nominating the Recruiter for some exclusive certifications which charges the organization
2. Such RR & R would definitely be an extra feather in cap and is obviously a Recruiter’s privilege.

Parameters for RR & R could be based on the below mentioned rating categories:

1. No. of Hires
2. Hiring Time
3. Conversion Ratio
4. Innovation
5. Accountability
6. Out of the Box Thinking
7. Sr. Management Connect

Now don’t you find the discussion insightful? Especially, since we’ve received an out pour of responses, not only about the effects of R R & R on their performance even theories that support the views expressed and proof as well from people like Daniel Pink & Herzberg’s Motivation – Hygiene Theory. We’ve also received categorisations and the parameters to consider to reward a deserving Recruiter through R R & R. Moreover, we’ve even got some great tips and ideas to carry out our own R R & R programs to formulate based on our organisations requirements.

All of the aspects mentioned above in its self are quite comprehensive and for sure portray the importance of having Recruiter Rewards & Recognitions (R R & R) supported with clear cut explanations to go with them. Therefore, we’re certain that you’ve realised what you’ve been missing out on. Hence, be sure to follow us @SourcingAdda to get real time updates to our upcoming events and activities. But before you go, make sure you leave us your views or requests to join our happening WhatsApp Groups in our comments section.

Technology has definitely simplified our tasks and this holds true for most Talent Acquisitionists and Recruiters alike. The development of software and the ATS is proof enough of the simplicity of the tasks. Although most organisations have moved on to such tools for better productivity we often forget how the Talent Acquisition profession used to be like.

With that being said we decided to open a time capsule to the same to familiarise ourselves with what was, what is and what will be. Along similar lines @SourcingAdda we conducted our popular Wednesday discussions on, “How to Leverage Technology into HR?” upon the Pune group member Kavitha’s suggestion. And here’s what we uncovered but before that remember that we’ll be highlighting the key take a ways thereafter…

Well this brings us to the end of another great discussion with a lot of inputs to take back and think about.  So let’s find out how technology has made a difference to our performance and check how much we’ve understood, so here goes…

How the Recruitment Industry has evolved

The key take a ways have been segregated into these sections to ease the learning since we’ve covered a lot of aspects.

Traditional Recruiting

• Data was maintained manually in excel which was time consuming and often resulted in delayed progress reports.
• Prior to the arrival of Technology the visibility of Hiring was less
• Previously HR wasn’t thought to be technical but the recent trend is inclined towards technological advancements

Technology Recruiting

Effects of Technology in Recruiting

• Automated processes help streamlining
• Recruiter efficiency and time management with maximum productivity is maintained
• Marking the criteria for job applications and designing assessments for niche or difficult roles is easy
• The Recruitment Industry evolved due to the development of technologies like ATS, ERP, Portals, and Social Media
• Different Recruitment software assisted in the appropriate maintenance of staffing activity and candidate status thus reducing manual time and effort required to complete tasks
• Recruitment is now done using job portals, internal ATS for the candidate and position information etc.
• Updated data on any platform is dependent on Candidates updating their records or resumes in real time.
• With updated databases; catching the best Talent at the earliest is easy
• With Recruitment tools to assist; Talent Acquisitionist’s are constantly learning about upcoming tools
• To boost learning; activities are conducted with the help of several modules and platforms
• Even a simple task of reporting payrolls have shifted on to tools

Improvements

• Need for a system for data mining is important
• To conduct effective operations; analytics that can be churned through a system is needed
• With Technology; applicant databases of information are continuously growing hence Candidate Database Management is essential

Future of Recruitment

• There are already in house recruitment apps for companies, agencies etc. developed around the globe and is sure to become the in thing in Recruitment.
• The importance of technology is increasing gradually to achieve better and effective outputs

So there you have it a time machine look; into what was, what is and what will be. Now doesn’t this make all the difference to your planning? Gone are the day’s where hiring was mainly done via traditional methods. It goes without saying, “In with the new; out with the old!”

If you’ve enjoyed this then you’ve added to your knowledge and we’re sure you’d be quite eager to learn more. If yes, then you need to join our WhatsApp Groups because you have no idea what you’re missing out on by being a passive learner.  Be sure to leave us your views or your requests to join WhatsApp Group in our comments section and ensure you follow us @SourcingAdda for real time updates to our upcoming events and activities.

There’s been so much talk about branding especially Employer and Employee Branding including Individual Branding. We’ve even spoken quite a lot about the measures to boost the offer to joining ratio and giving goodies to welcome new joinees on – board works. If you’ve been searching for ideas then you’re in the right place. Many organisations have implemented several measures to ensure that the hire’s joined and remain with the organisation. But how many of us have wondered about the fruits of our efforts?

Luckily, @SourcingADDA we’ve managed to take this in to consideration thanks to our WhatsApp Group Members. Therefore the topic for our popular Wednesday Discussion revolved around this aspect. The topic was on, “Impact of Joining Goodies on Branding” which was suggested by our Bangalore Group Member Shankar. The purpose for the discussion was because of all the hype on Social Media about “Joining Goodies” and branding done via the accessories distributed. The key take a ways will be followed after the discussion chat which can be viewed under here…

If you’re wondering how “Joining Goodies” impacts ‘New Joinees’ or simply searching for ideas to improve the offer to joining ratio then you’re not going to be disappointed. And if you’ve come this far and are reading this then we’re sure that you’ll definitely get the assistance you need as we’ll be highlighting the key takeaways shortly.

Impact of Joining Goodies on branding

“Joining Goodies”

• “Goodies” on the first day create an impression but aren’t a reason for a good experience
• Creating a good experience starts with first impressions via connecting with the candidate prior to interview scheduling.
• Distributing pens, Bags, t-shirts, identity cards etc. with the Company’s Logo create a good impression about the company.
• Distributing accessories with the Company’s logo builds the brand name via ‘Word of Mouth’ a traditional marketing technique.
• Giving Free Gift Hampers containing the organisations products to joinees in the consumer products segment or other segments creates a real brand image publically and avoids restricting it to only joinees alone.
• Candidates experience the ‘Employer Touch’ with “Joining Goodies” hence it’s the best practice for the organization to follow.
• Experiences matter much more than the “Token Goodies” as it helps employees to bond with the company better than “Goodies” so get them to attend a session where your products / services impact the target market audience.
• Creating placards with a New Joinees name and using them to announce their names is a good option.
• It is essential to consider other aspects while creating an experience such as –

• Ensuring that it’s a swift process
• Paying attention to the people around and their perceptive and their pro-activeness
• Infrastructure arrangements
• Team or Reporting Manager Engagement

• Providing New Joinees with a “Goodies Kit” creates a positive impact on them
• “Joining Goodies” helps them to understand the company culture and  gets them to consider themselves as a part of the Company from the joining date.
• Distributing “Joining Goodies” gives employees a sense of belongingness and engagement
• When Employees utilise the company branded accessories they feel proud and don’t mind carrying the logo with them.
• With company branded accessories they get to talk about them among their family and friends and is a big achievement Employer and Employee Branding is concerned.

“Exit Goodies”

• The “Goodies Kit” should be extended to all applicants since we reject more than we select
• Create a good experience by giving New Joinees the “Goodies Kit” as it makes them feel happy irrespective of their performance in the interview.
• It is essential to create a good Candidate experience at the interview stage especially to rejected or unhappy Job Aspirants since this affects branding.
• When targeting the right Talent for the position one needs to realise that some of them could be ‘potential customers’ or ‘consumers or ‘influencers’ hence giving “Joining Goodies Kit” helps.
• Impact of “Exit Goodies” is more profound on Branding than “Joining Goodies” hence the rejection stage is important and requires just as much attention.
• Distributing Goodies builds a relationship, branding and helps spread the word within high competitive environments.
• Distributing “Exit Goodies” leaves an impression that the organisation cares for you

Ideas for Joining & Exit Goodies

“Joining Goodies” & “Exit Goodies”

• Get ‘company branded pens or personalised pens, bags, t-shirts, etc.’ made and distribute them as “Joining Goodies”.
• Spare 10 minutes and request the New Joinees on the ‘Induction Day’ to follow the Company Brand Online via Twitter, LinkedIn, and Facebook etc. but before handing over the “Goodies Kit” and add a smart tag ‘Thank you for Joining’.
• Organisation can also give away “Joining Goodies” to senior level hiring and / or arrange lunch meetings for Senior Folks.
• Experiences matter much more than the “Token Goodies”

• A simple lunch with a Mentor / Senior
• Attending a session where the product / service you’re working for impacts the target market.

• Organisations can welcome new joinees with a placard announcing the name of a new joinee.
• Companies can send ‘Cabs’ to New Joiners or only for Outsider New Joiners on the first day as it will help them to adjust to a new place.
• Companies can also arrange the accommodation for a few days for Outsider New Joiners
• The “Joining Goodies Kit” can include a complete employee’s handbook, basic stationary, HR and other key persons contact details, lunch, company t – shirt and a good welcome note.
• Similarly, firms can host a ‘Welcome Party’ for the New Senior professionals joining especially CXOs on the day of joining or the first weekend providing them with a chance to get to know the Senior Management Team.
• Organisations can gift New Joinees free Bags & Shoes of any price of reputed brands or even a keychain and wrist band can work.
• Give ‘Free Gift Hampers’ containing the organisations products to joinees within the consumer products segment and other segments and / or to all interviewees.
• Distribute and / or ‘Discount Coupons’ or ‘other gifts’ to all joinees and / or Interviewees
• Firms can host a ‘Farewell Party’ for Senior Professionals joining other firms especially CXOs on the day of their joining or the first weekend for a chance to interact with all the Senior Management Team.
• Irrespective of whether a Candidate’s resume is shortlisted for an interview companies can send ‘$5 Starbucks Gift Cards’.

The above pointers clearly sums up the discussion that after reviewing we found to be quite enlightening and interesting. We’re sure that if you’ve come here looking for ideas for “Joining Goodies” you’d have got plenty. And even if you’ve wondered what relevance, importance and impact can distributing “Goodies” have in the Talent Acquisition sphere you’d have got all the information you need.

Having, said that if you’re not already a part of these discussions then you have no idea what you’re missing out on. So follow us @SourcingADDA to get real time updates to our upcoming events and activities. Be sure to leave your views or request’s to join these WhatsApp groups in the comments section as we’d be glad to add you to these groups.