Our most exciting annual event #TASCON16 is coming up and here’s a great opportunity to interact with fellow Talents Acquisitionist’s with the best minds in the Recruitment Industry. While this is great what is even better is a chance to get in touch with them via #SourcingChat prior to the event.

Keeping this is in mind and with #TASCON16 coming up @SourcingAdda we decided to host a #SourcingChat dedicated for this very purpose. I’m sure you’re familiar with our monthly #SourcingChats hence this month’s #SourcingChat was on, “Topics that matter in #TASCON16.”

I bet you’ve been wondering what the Top Tweets of the #SourcingChat were especially if you’ve missed it; then your wait is over as here they are…

• Sourcing Adda ‎@SourcingAdda

Q1. How should we define Talent Analytics and Big Data in #Recruitment? Why it’s being talked about?

#SourcingChat #TASCON16

• Ashish Peshave ‎@AshishPeshave

A1: The size of data has increased like never before, hence need of big data analytics for better hiring decisions

#SourcingChat #TASCON16

• Megha Raina ‎@mrainaofficial

Hiring shouldnt depend on gut feel, experience and organizational beliefs. Talent Analytics is Must for Quality       Recruitment. #SourcingChat

• Sourcing Adda ‎@SourcingAdda

Q2. Have we moved beyond the question “why social” for hiring? #SourcingChat #TASCON16

• Aadil Bandukwala ‎@aadil

With 600Million WhiteCollarred Professionals online, social isn’t a matter of choice anymore. Recruiters must           adopt! #TASCON16 #SourcingChat

• Shoheb Shaikh ‎@Shoheb

A2: If made proper use of social space, opens a huge gateway to find talent #SourcingChat #TASCON16

• Vikas Singh Baghel ‎@vikassbaghel

A2 Debate is settled while #ROI is still stumbling block for #TalentBranding proof is in pudding from #social             #TASCON16

• Samirul Mallick ‎@sourcingpower

A2:YES. Globally 3.4B I-users& 3.7B M-users are majorly in educated category.Companies are leveraging this

for branding & outreach #TASCON16

• Sourcing Adda ‎@SourcingAdda

Q3. How do we measure results of social for hiring and branding? #SourcingChat #TASCON16

• Viral Christian ‎@viralchristian4

@SourcingAdda A3) It depends on the level of engagement and how eagerly they are waiting for more

information! #TASCON16

• Jashan Joshi ‎@jashanjoshi (2RT, 5F)

A3) That’s a good one, many of the recruiters shy away from ROI however robust ATS/ smart analytics tools

really work #TASCON16

• Sourcing Adda ‎@SourcingAdda

Q4. Will Digital Marketing be the future of Recruitment for talent attraction? #SourcingChat #TASCON16

• Kunjal Kamdar ‎@kunjal23

A4) Will not be surprised to see JD’s asking Recruiters to have a bit of #DigitalMarketing skill

• Amit Patel ‎@amitpatelHR

@SourcingAdda yes it will be the future if you see how many people are using internet and how may are on

Facebook, twitter etc. #TASCON16

• Purnima Kumar ‎@purnimakumar21 (2RT, 2F)

A4 @SourcingAdda Yes n No; Yes coz digital is becomg way of life;our acq. appr. needs to embrace it

#TASCON16

• Sourcing Adda ‎@SourcingAdda

Q5 What are the strategies methods and tips companies should be incorporating in to their Diversity Hiring

process? #SourcingChat #TASCON16

• Thirukumaran R ‎@ThiruHR

A5: One simple way to diversify your workforce is by broadening your pool of sources. #SourcingChat

https://twitter.com/SourcingAdda/s

• Namitha Dilip ‎@NamithaD

Measure quality of hire, time taken, cost n effort invested. It’s how many u #influencer #SourcingChat

#TASCON16

• Sourcing Adda ‎@SourcingAdda

Q6. As a recruiter, how can we source & hire more diversity talent? #SourcingChat #TASCON16

• KrishnapriyaNair,PHR ‎@TheArdentHR

Google even removes names from resumes to avoid biases!#sourcingchat #diversity

• Sourcing Adda ‎@SourcingAdda

Q7. Will machine learning be the best next big thing in Recruiting? #SourcingChat #TASCON16

• Unmesh Pawar ‎@UPIAM

@SourcingAdda #SourcingChat #TASCON16 Sensitizing Recruiters n Hiring Mgrs #UnconsciousBias is key

first step in d Diversity Rect Journey

• Dhiraj Mane ‎@MDhiroo )

@SourcingAdda with help of AI hiring/ sourcing process may be changed…#SourcingChat #TASCON16

• Piyush Raghuvanshi ‎@tweettpiyush

A7: indeed ML is the next move, artificial Intel is will help to be ahead in the game “war of talent” #TASCON16

Well these are the results hope they turned out as you might have wanted them too. If not we still have our other #SourcingChats to look forward to and most importantly our long awaited #TASCON16 is coming up so be sure to attend as you’ll get insights that are sure to add to your knowledge. If you’d like to be part of our upcoming event/s then follow us @SourcingAdda to get real time updates to our various activities and events. You can also get in touch with us if you’d like to be added to our various WhatsApp Group Chats Wednesday Discussions and lots more.

We are predominately in the Information Technology Age as such the developments in technology now dominate sourcing to a large extent. First we had Desktop computers, than came Laptops, than tablets and now we have smart phones making their way into every home. It is only fair to say that Mobile Recruiting is the next development in sourcing.

With almost everybody having a smart phone it is obvious that job seekers will want to view and apply for jobs via mobile. Here’s why?

First and foremost it is convenient due to internet access, fast and easier to use compared to a computer. People can access it easily while on the move. So implementing Mobile Recruiting strategies becomes essential for companies. Individuals are usually looking to gather information fast and so is it with job seekers. Hence here are, “5 Ways to Build a Successful Mobile Recruiting strategy.

Mobile Friendly Sites

Companies need to cater to the new developments if they are looking to hire talented individuals. Job seekers mainly look for information about the company on the company’s website hence the site is to be designed so that it can be accessed on a mobile easily with the least amount of disruptions.

Job Ads

When creating job ads for mobile viewing there are certain things one needs to keep in mind. Firstly ensure that it is easy for the applicant to read and navigate between job ads given the size of the screen. Here you also need to pay close attention to the content in the job spec as it can be viewed by anybody who log’s on to the Internet. This affects the company’s reputation so ensure that the content is relevant and to the point.

Application Process

Individuals live in a fast paced world hence tasks are also completed quickly. As a result many mobile users wish to finish the entire application process via mobile hence catering to their needs becomes important if one is on the lookout for individuals of caliber.

Neglect of Hiring Managers

Many companies with the view to source candidates generally create an ATS to speed up the process to gain suitable recruits. For sourcing to be successful it is essential to have an ATS that works but one that also works with mobiles. If not, you run the risk that the system will not be as productive as expected. So it is essential that the system designed be accessible by smart phones and tablets alike.

Social Network

Most Android and iPhone users regularly access social network sites like Facebook, Twitter and LinkedIn so ensure that the job ads posted are crisp and clear to avoid receiving irrelevant candidates. These are great platforms to source for candidates due to the huge data base of members and their connections. These sites enable you to access member profiles including second and third party contacts. With such a vast pool of individuals to choose from, it’s the perfect place to capture suitable candidates that can be short listed and select the ones that fulfill all the requirements.

With these simple yet effective ways of Sourcing via mobiles, chances are that if everything is done correctly by focusing on all the aspects discussed I’m sure that the task of sourcing will yield desired results. It is said, Mastering the Art of Mobile Recruiting begins with Reaching Out to the Right People, at the Right Time and on the Right Channel.

As Talent Acquisitionist’s we are constantly Sourcing for the needle in the haystack and being into the Recruitment Industry we are well aware of the changing trends. This is all well for experts like us but what about our fellow Sourcers who are new in to the profession? We may have the experience and most certainly know the trends but is there a slight possibility that there are techniques that we haven’t yet heard about? I think yes, with the Recruitment Industry changing rapidly we are bound to miss out on something or the other.

If you think otherwise then stop kidding yourself, you’ll find out why by reading further, so here’s what we @SourcingAdda learnt about, “Recruitment Tools for Passive Sourcing” that was a topic suggested by our WhatsApp Group Chat member Soniya…

This brings our informative discussion to an end and I’m sure that you didn’t know some of the things that were mentioned. More importantly from the feedback we’ve received it is clear that these discussions are becoming quite popular and helpful just the same.

So if you’re not a part of these discussions you don’t know what you’re missing out on. To know what  the best minds in the Talent Acquisition Industry had to say during #TASCON16 follow us @SourcingAdda for more updates to our upcoming events and of course #TASCON16. You can get in touch with us if you’d like to add yourself and colleagues to our What App groups to gain access to the popular Discussion Wednesday’s.

There has been a lot of talk of the Technology Age and how the Recruitment Industry is changing because of the advancement in technology. Given the current scenario it’s obvious that you’ll like to know what challenges Talent Acquisitionists like yourself would face.

In view of this we @SourcingAdda decided to host a Whats App Group discussion on, “What will be the challenges for Recruiters in 2016 as we are in the Technology Age” as suggested by our Gujarat Group member Amit. If you’re just as curious as I am then here’s what we discovered…

Based on the conversation above and the reviews we’ve received we can conclude that it was one heck of a discussion. And I’m sure if you’re following us @SourcingAdda and are a part of these informative discussions then you surely have added to your knowledge. If in case you’re not part of these discussions then it’s probably time to become a part of them as you don’t know what you’re missing. In the meantime know that if you’re reading this then you too have added to your knowledge as well. Be sure to get in touch with us if you’d like to be added to any of these WhatsApp Groups.

Traditional methods of Recruitment are gradually being replaced by Social Media, seeing as it is a new era that is evolving at a fast pace. The task of a Recruiter just got easier and more fun. Never before has obtaining contacts been so simple and acquiring Candidates of calibre is now easy too.

If you thought that Social Media was only for portraying your social presence and to catch up or mingle with your friends, well think again. Owing to the huge success that is Social Media and its ever responsive users, even Business owners have realised the potential of Social Media and its effectiveness in marketing their products.

So before you post something on your page, stop for a minute and analyse your posts because even employers are active on these sites. What you post is evaluated and viewed at the time of job hunting too. And don’t think that this doesn’t apply to you because you’re a Recruiter in fact it mainly applies to you as you’re representing your company.

As a Recruiter part of your job description usually requires you to not just monitor Social Networking sites but to build your network as well. And the way to enhance the quality and quantity of your Connections is through Social Media. So why monitor Social Media?

Online Presence

Well if every second person is active on Social Media you too are probable there; working hard to collect potential candidates for your company. Well even employers and their competitors are fairly active online but for branding. Doesn’t this make you wonder, what a small world we live in? Everyone you’d want to contact and the ones you wish didn’t get in touch with you are all there doing the same thing, you do. Thus your presence or the company’s is equally important hence be cautious and professional on the page at all times.

Monitor the Online Presence

With similar companies mushrooming in different pockets, it is absolutely essential that you know and have first-hand information on the latest developments in your connections and that of your competitors. Hence, the proverb, “the early bird catches the worm” holds true for anyone in the Recruiting business and for a company’s competitors too.

Track Candidates

Although Social Media has made the task of reaching customers fairly easy it also requires you to monitor them so that you are targeting the right people with your job specs. This is important especially when you have over 2 billion people active on Social Media sites with different interests and counting. You don’t want your efforts wasted; you want it to be worth your time and effort spent, to achieve the best results and being cost effective. You don’t want to market to the wrong people and risk losing potential Candidates while simultaneously affecting the company’s reputation.

Get Queries Resolved

Resolving the queries that potential Candidates bring forth via interviews is a part of the Recruiting process but a vital one. This is because it plays an important role in the Candidate’s decision making process. By giving solutions you speed up the process and are likely to land with the desired Candidate at the right time, before they are picked up by another company. Let’s face it acquiring good talent is not a common occurrence but rather a rare one.  If you’re a Recruiter you’d agree to this statement.

Identify New Marketing Opportunities

The Social Media platform is filled with endless opportunities that haven’t yet been discovered, so why not be the first to use it to your advantage. This will automatically filter out those competitors who haven’t yet encountered this method before they catch up with you. This will give you access to the best pool of Candidates available at that time and that too with the right calibre.

Like I always say explore all your opportunities before you decide on one and stick to it and even then explore some more. As you will never know when that effort will pay off and land you with a suitable and adequately qualified employee. So look for a way on how you can convince him / her to join your company or risk losing that Candidate to another instead. You definitely don’t want that, now do you?