The Talent Acquisition profile is a lot like sales where you get to develop and improve your convincing abilities. You get a chance to explore other ways to convey both positive and negative feedback. It gives you an opportunity to try your hand at capturing passive talent that everyone else is trying to collect. Although this sounds really nice when you take it at face value it is apparently not the case when you dig a little deeper. Those of us who have been in to this profile for a reasonable amount of time understand this fully. Finding candidates is only the first step, ensuring that you get them before someone else does is a whole other different ball game. A game most of us prefer not to be a part of while some of us thrive in such situations. The ones who do; get to learn a great deal and become better at what they do best.

Considering this, as being a recurring scenario it makes perfect sense for those of us who prefer dealing with such situations to learn more about handling them. Hence one of our Bangalore group member’s from @SourcingAdda Champa suggested we discuss on, Offer rejects, Client Feedback & Passive Candidates, How do we handle all of the above? And here’s what we uncovered at our regular discussions

The insights shared in the discussion above certainly highlights the dos and don’ts that one should follow when dealing with scenarios of offer rejects, client feedback and passive candidates. It also highlights the importance of feedback and how should one convey the same. It gives you the possible reasons for a candidate’s offer rejection, how one should tackle it as an employee or employer. What measures to put in place to prevent such rejections in future and avoid negative employee or employer branding. It even states certain facts that one needs to accept and move on to become better Talent Acquisitionists.

If implemented properly it can minimise the offer rejects, feedback given can help improve areas that can be perfected and will enable you to capture passive talent easily. If you’ve found these inputs knowledgeable and helpful then we’re certain you’d be interested in learning more about Criteria to Consider when Recruiting People with a Disability. If you’re interested in contributing or want to be an active learner rather than a passive one then here are a few things you can do in 2 simple steps, namely

1. Follow us @Sourcingadda to gain real time updates to our upcoming activities and events
2. a) Leave your views or requests to join these groups in our comments section below

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