The Recruitment Industry is constantly evolving and most Organisations are relying on modern techniques of Sourcing Candidates. While Organisations use referrals to a large extent more of them are now turning to Headhunting and Phone Sourcing methods of Talent Sourcing.

In view of this development in the Talent Acquisition Industry the next Hike Group Chat discussion addressed this very topic, “what are the best practices for Headhunting OR Phone Sourcing?” as suggested by Amit from the West  Hike Group of Sourcing Adda.  And here’s what we discovered………..

Based on the conversation above we can conclude that the Headhunting and Phone Sourcing methods that are a part of the modern techniques of Talent Sourcing are quite promising to fill positions.  If you’d like to add to your learning then be sure to follow @SourcingAdda and be a part of Sourcing Adda and participate in more such activities to come as you can be assured that you will definitely add to your learning and will assist you in your quest to be the best Talent Acquisitionist there is.

With everything going online and digital even the Recruitment process will be conducted online with the help of Social Network platforms. The top five most used Social networks are LinkedIn, Facebook, Twitter and Google+ but slowly crawling its way in is Pinterest.

Doesn’t this information meet the criteria for an article devoted to using Pinterest for recruiting? If not here are some more reasons as to, 5 Reasons to use Pinterest for Recruiting

Number of Users

Just like popular Social Network sites boast about their user statistics even Pinterest prides itself with its number or users crossing over 12 million and counting. It too is retaining and engaging its users as much as 2 to 3 times as efficiently as Twitter did during its history. Some of the popularity of sites like LinkedIn, Facebook, Twitter and Google+ goes to the credit of Pinterest too. Even the referral traffic diverted to these sites is due to Pinterest’s user base that surpasses that of LinkedIn, Facebook, Twitter and Google+ combined together.

Kind of Users

Pinterest being primarily a creative site encourages its users to develop their creativity. This is a point to be noted due to its importance especially in a time where creativity is still shunned by most individuals and is sorted out by employers. Based on this point you can guess the kind and quality of the candidates that Recruiters have access to. This is probably the best place to acquire those hard to find candidates including the job profiles that require creative individuals.

Networking

With Pinterest anyone can create a board based on their interests and post images on the same. This helps one to build connections and get noticed. Besides, here companies too can create their boards and even post job specs. This too can help speed up the Recruiting process with referrals from users, as they are bound to know people who just might be right for the job and will definitely refer that person for that particular job opening.

Using the Re-Pins feature

Just like Twitter has ReTweets, Pinterest has integrated a similar feature i.e. Re- Pins that functions along similar lines. This too can increase the traffic to your post which can then be added to the viewer’s Social Network site. This speeds up your Recruiting Process all the while acquiring Talented individuals for your job specs.

Links and Descriptions

What sets Pinterest apart from most Social Networking sites is its linking feature. Above the Pin there is a from link, which will link to an outside website. With this feature users can now link everything on their board i.e. the Pins to their website. Aside from this it also shortens all web addresses to just the first part. This too boost’s the Recruitment Process as the created board along with the pins is linked to the main website i.e. if you have intentionally done this.

Is this information sufficient to convince you to go ahead and opt for and add Pinterest to your list of effective Recruiting Social Media sites? If so, then why are you still reading this?

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.

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.