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?

We’ve been utilising the popular Social Media Channel i.e. Twitter for quite some time but have you ever stopped to think  about how it has helped you in your ordinary tasks. If not then it’s time to look back on all the aspects about Twitter as a whole to find out how effective it has been in our hunt for Talent.

It’s a good thing that we have our popular WhatsApp Group Chat  Discussion Wednesday’s  as it gives us time to spend on aspects, tools or networking channels that we usually take for granted. No wonder our Wednesday Discussions are important, it’s an opportunity to interact with fellow Talent Acquisitionist’s like your-selves to get to know each other in the Digital World. In reference to the occasion of Twitter completing 10 yrs. Our Group member Kunjal suggested this topic for our discussion with the focus on 2 aspects.  Hence the topic, “As Twitter completes 10 years – It would be great to know if it has helped you…

1. If yes, how?
2. If No, how can we leverage it in a better way?”

And here’s what we uncovered…

That’s it for our discussion; now this was an amazing discussion with lots of take a ways. Add to this conversation with your own insights that we’ve not covered and it would be a discussion that shouldn’t be missed. So if you’re still not a part of these discussions you don’t know what you’re missing. These insights I can assure you are worth your while, besides we’d like to get your insights too as they’d be a unique perspective that we haven’t   had the privilege to encounter.

Therefore be sure to become a part of our WhatsApp Group discussions to add to your learning and teach other fellow Talent Acquisitionist’s on a fun and enlightening platform of Sourcing ADDA. Follow @SourcingAdda for updates to our upcoming events and our most exciting event of the year i.e. the Annual event #TASCON16.

With the appraisals round the corner everyone is on the hunt to prove why they deserve a raise but how many of us have been realistic in our responses and expectations?  Exactly, most of us usually tend to ignore the reality in our responses and expectations. Everyone wants the max and most definitely expect a hike.

This is the reality hence we @SourcingAdda decided to utilise this opportunity to help you stop and think about things that wouldn’t cross your mind otherwise. The opportunity we are referring to here is our popular Wednesday Discussions. Yet again the discussion topic was suggested by our Whats App Group Chat member from the Delhi group i.e. Raveena. The discussion topic was on, “Appraisal Expectations v/s Reality and why?”  And here’s what we uncovered…

Well we can conclude from the above conversation that there are a few things that make a world of a difference to the appraisals one receives. But we can all be realistic in the pay hikes we would like to get before deciding on the raises. In the meantime we received a lot of responses that we all should think about at the time of our next appraisals.

If you liked this discussion and would like to learn and know more please follow us @Sourcingadda  for real time updates  to our upcoming events. Meanwhile you might want to register for #TASCON16 to grab the opportunity to add to your learning. Here you will get to interact with Industry experts to gain valuable insights. These insights will keep you updated and are sure to assist you in your quest to finding those needles in the haystack Talents everyone is seeking out.

There has been a longstanding debate about whether a Recruiter’s LinkedIn profile should be personal or in sync with the Company’s vision/ policies they work for. A discussion encourages two perspectives leaving you with mixed responses.

In such a scenario reaching a conclusion is difficult hence @SourcingAdda we decided to get to similar ground based on the suggestion of the Hike Group Chat member Harsh thus the Wednesdays discussion topic was on, Should LinkedIn profiles be personal one or should it be in sync with the company’s vision/policies where a Recruiter works? here’s what was discussed…….

Based on the conversation above we can conclude that while having a LinkedIn profile should be personal you can also promote the Company within your profile details by mentioning the Company name that you are currently working at.  In this way you can also brand the company simultaneously besides there are other Social Media channels to utilise for personal branding, don’t you agree?

So evidently a mix of both is essential, for similar reasons being either personal or employer branding making your LinkedIn profile two sides of the same coin. Amazing isn’t it? If you like this particular post then follow @SourcingAdda for real time updates to our upcoming activities and be a part of them as well while you enjoy as you add to your knowledge.