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May
15
Sheetal Devarde
4 Habits that Effective Recruiters Avoid
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You are probably familiar with the current trend that is followed i.e. Social Media Recruiting. For those of you who aren’t familiar with this put simply it is a new strategy that recruiters and companies use to fulfil their branding as well as hiring needs by utilising Social Networking sites like Facebook, Twitter, LinkedIn and Google+ optimally.
As a Recruiter if you’re wondering why you’re efforts are going in vain, then you are probably following the 4 habits that Effective Recruiters avoid. If that’s the case then let’s find out what are the 4 habits that Effective Recruiter’s avoid and rectify them to improve our performance.
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May
14
sourcingadda
WhatsApp Group Chat – Out of the Box Sourcing
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Like always our third WhatsApp Group Chat started off on an amusing note with enjoyable comments shared. I bet you wished you would have been there and I’m sure you’re curious as to what the discussion was all about. Well, I’ll try not to beat around the bush and tell you straight up. The Chat focused on Out of the Box Sourcing.
But before we get on with the interesting insights, I’d like to begin with an amazing write up that one of our members Shrikant Shirke posted on –How To Recruit The Right Person For The Job?Put about 100 bricks in some Particular order in a closed Room with an Open window – Then send 2 or 3 candidates in the room and close the door. Leave them alone and come back after 6 hours and then analyse the situation –
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May
13
Yusuf Pathan
Talent Acquisition & Sourcing Conclave 2015 – Mega Sourcing Contest
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The Mega Sourcing Contest (#sourcingcontest) that was conducted as a part of Talent Acquisition and Sourcing Conclave (#TASCON15) held recently was a smashing hit, no doubt. The organisers Sourcing Adda have been conducting several activities to enhance the experience of Recruiter’s and Sourcer’s alike. For those who couldn’t attend, you guys have no idea what you’ve missed. Nevertheless, you can still catch up.
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May
12
Chinmay Chavan
5 Elements of a Sourcing Strategy
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The Recruitment field while an interesting one does in fact depend on Sourcers to meet the requirements.  A Recruiter’s task is never ending because as the company grows there are more vacancies emerging hence a Sourcer’s task is a continuous one. A Sourcer acts as a support for Recruiters to fall back on when all their efforts turn futile.

The emergence of Social Technology has had a lasting effect on the recruiting industry as a whole. The current trend in recruiting is Social Recruiting. So if you’re a Sourcer then it is essential for you to be updated about the current trends in the recruiting ecosystem.

Sourcing for candidates is a cumbersome task that requires a diverse approach. For Recruiters this poses a challenge as they need to cast a wide net to catch those hard to find candidates, while others need a targeted networking approach if they need to get anywhere in their search for desirable candidates with the right calibre. This calls for technology that can speed up the entire process and assist them in landing that perfect candidate for the job. Therefore here are, “5 Elements of a Sourcing Strategy” that you should be aware of.

Sourcing Strategy
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Apr
28
sourcingadda
WhatsApp Group Chat – How is your Employee Referral Program Designed?
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Giddy up for another insightful and entertaining session with a recap on this week’s WhatsApp Group Chat. If you’re a Talent Acquisition and Sourcing professional then you need to be here else you’ll be missing out on a lot of effective and time saving tricks of the trade.If you’ve missed the pointers or haven’t attended, then here’s a write up that will help you, this week’s topic of discussion was on “How your employee referral program is designed?” So here’s what happened in the discussion on various groups where we had few insights which were quite interesting. Here’s what the members had to say about the…WhatsApp Group Chat – How your employee referral program is designed?


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Apr
23
Jasmine Joseph
Social Media Monitoring – Why is it essential?
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We live in a world that is dominated by technology. The advancement in technology has resulted in almost every one being active on popular social media sites like Facebook, Twitter, LinkedIn, Google+ and Pinterest. This development makes one wonder whether Social Media Monitoring is essential. If this question has crossed your mind then you are on the right track.
Well then let’s answer the question, “Social Media Monitoring – Why is it essential?” Mind you if you think that this isn’t for you.  If you’re a recruiter, a sourcer or trying your hand at company branding, then this is for you.


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Apr
5
Sana Singh
Inception of a ThoughtWorker
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It’s been a little over six months since I joined ThoughtWorks as a recruiter. ThoughtWorks has a dauntingly different culture. When I first came in here, I wasn’t sure if I’d be able to mingle and adjust – I mean this in a positive way.

Throughout my interview process, I remember being nervous and almost obsessively scouring the internet to find the one key piece of content that would win me the job. However, I could only find information about coding rounds, technical interviews and everything else to do with hiring developers. Figures, they are a software development consultancy afterall.  As it turns out, just being myself worked out and here I am at ThoughtWorks.

There is a perception that ThoughtWorks is among the toughest companies to get into. Being a part of the recruiting team, I now understand that we’re probably more selective than we are “tough”. To help demystify the ThoughtWorks interview process, let me tell you that our recruiting process follows a philosophy of “show, not tell”. While there’s enough information on the Internet on how to crack a ThoughtWorks interview, what we really look for is originality and the ability to work through your solutions in a collaborative fashion.

It’s not uncommon to meet at least 10 ThoughtWorkers as part of the interview process before you are made an offer. It’s easy to assume that we care only for the results of the technical rounds. However, there’s a method to our madness. We really prize our culture and each round of the interview process is a reflection of that.

Speaking of culture,  you’ll notice that we’re not your average IT consulting company. Before you come and meet us, you will have hopefully taken enough time to learn about us. Working at ThoughtWorks is usually is a conscious decision – a lifestyle choice as such. ThoughtWorkers take a keen interest in the company’s business and we’re fanatical about transparency. We’re as flat as flat gets when it comes to hierarchy in the organisation. This shows up even in the open design of our offices where you might well find yourself sitting beside a CxO or an MD. The company cares deeply about advocating for social justice and ThoughtWorkers are never shy of sharing their views about social issues. Feedback  is an essential part of our culture – expect regular feedback exchanges with other ThoughtWorkers.  So, by the end of our interview process you’ll probably know if you’re ready for this culture and we’ll know if we’re ready for you.

At the end of the day we’re looking for a passion for technology and a healthy dose of irreverence for the status quo. When you make it through the interview process, you’ll know it’s because you’re a fit for our culture.  If not, it’s not the end of the road. There’s always a second chance and either way, we’ll exchange feedback with you. And sometimes, you may decide you don’t like us – that’s okay too!

ThoughtWorks has a really aspirational goal to build a model for the 21st century humane corporation. It shouldn’t be easy to become a ThoughtWorker. So we put a lot of thought into every hire we make at the company. By the time you finish with our interview process though, you’ll realise that it’s not as “difficult” as it was made out to be.

go

Learn about ThoughtWorks career opportunities

If you’re really bright, passionate about world-changing software and want to do something amazing, join us.

Mar
31
sourcingadda
WhatsApp Group Chat- 25th March – Pune
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  • Manish Pipalwa had some insights, “The greatest contribution of technology towards recruitment are Real time communication,  Paperless process, Saves cost and time, Quick implementation of best practices, Easy reach to prospective candidates and many more.”
  • Masood gave his inputs, “While it has made life easier and made the system more effective. It may have taken the personal touch away.”
  • Nikita Agrawal shared her insights, “One of the boons of technology is Social media, and helps us to get in touch with passive candidates.”
  • Even Namrata Nandish commented, “Use of technology in developing Realistic Job Previews (RJP) has positive effect in – employer branding, reducing initial attrition, better Job & company culture understanding etc.”
  • Naga Chunduru had some pointes to add, “Before the technology used was not advanced and there was only Recruitment. But with the evolution of the Internet job portals and now social media had an effect. And an Era in talent acquisition, started called “Sourcing”. However now days we see most people misusing the words ‘Sourcer’ or ‘Sourcing’. The second most impact of technology towards recruitment is easy way of collaboration. Thus learning new techniques is easy. Quality improvement is possible. Thanks again Sourcing Adda for setting an example for professional Collaboration.”
  • Manish Pipalwa had some more insights to add, “The days are over when candidates dropping resume in companies. Even companies were maintaining a resume drop box. The days are over when candidates dropping resume in companies. Even companies were maintaining a resume drop box. The change in society culture also affects recruitment approach. Now society is virtually connected and more tech savvy. Virtual meet replacing personal meet”
  • Kunjal Kamdar had some pointers to add, “Tech has done more good. But from a candidate’s view point, we are not able to solve their basic and valid complain – Feedbacks. This is where candidate experience matters.”
  • Masood had pointers to add too, “Applicant tracking systems and outlooks have provided the means to track and respond. Why do we not respond? Social media is where I see the personal touch coming back. Phones are ideal Naga. The least that is expected is an email. Any connect is good. Indifference is a challenge.”
  • Some other inputs, “Feedback‬, Very few do it but not all‬”
  • Naga Chunduru had some inputs to add, “Agreed Kunjal. Masood personalized feedback especially through phone may be more good to increase candidate experience. Rather than system generated emails.”
  • Ankita Gupta had some interesting insights as well, “Positive impact of technology on Recruitment – Based on Candidate perspective here are the advantages, one stop shop for candidates in the form of job boards, They get an opportunity for personal branding via social media and thus there is a possibility to showcase their talent n land up a better job, They can track their candidature run time. For Recruiters – The world is our oyster now!, Geographies are no more a barrier for recruiting, Job postings are more economic and not to forget eco – friendly now (sans paper printing), ATS have made lives easier, Unlimited prospects to pass on the word via technology (flipside is difficult to control unwanted traffic at times), Employer branding, SOCIAL Media!, Speeds up the entire process of recruitment, Mobile recruiting, Easier to harness data and analyze it, Focussed hiring via online ‘talent communities’.”
  • In response to Yusuf Pathan question, “Is technology killing the creativity of recruiters? Kunjal Kamdar mentioned “Tech is for enabling us, not make us over dependent.”
  • Even Tatyasaheb Kolage had inputs, “Sometime we are too dependent on technology or automated tools!! Creativity is just part of skills!”
  • Some other inputs, “I think creative people will find out creative way of using technology.  Creative is matter of interest.  As long as one like I like my job nothing can kill my creative.‬”
  • Masood commented, “With the changes in Technology there is so much that one can do and in so little time creativity is a must.” “Apart from these aspects better parsing engines, tools that will read resumes beyond the keywords and also match profiles more accurately will be helpful. In the long run, the need for human resume screening should go away.”
  • To which Yusuf Pathan commented, “Chief, dream tools for a recruiter, I wish this could happen soon.”
  • Chinmay Chavan too had some comments, “More & more Automation in almost every aspects of recruitment.  I have a slight diff of Opinion with Masood Sir here.”
  • To which Masood tried to clarify his point, “Imagine if Google launches a people search tool that can cross reference social media, prepare a consolidated profile. Use user search patterns to build skill tags and understand job preferences.”
  • In return Chinmay Chavan commented, “Human screening won’t go away completely, but might be much easier than what it is now. A tool won’t be able to match the human capabilities of a recruiter to understand a job, Experience etc. It’s a great idea, but difficult to put it in a program. Some are trying it already! E.g. Entelo”
  • To which Masood commented, “Point taken Chinmay. Interviews are human interactions. CV screening is logic. I understand it is difficult but possible. For assessments- Old times we had assessment centres. Not sure if they are still there. Imagine virtual assessment centres with gamification which can give a compatibility score for a job. Level one Interviews will go out and hiring time reduced.”
  • Prateek Gautum commented on Madood’s inputs, “That is correct but if we follow that pattern the system will only give us a 9or10 or 10or10 candidate which is good but we will lose out on a candidate who might be an 8or10 or 7or10 who might click.”
  • Masood further added, “Agreed Prateek, the system should allow us to lower or raise the qualifying score. This should help in having enough pool to close requirements.”
  • Lopamudra had some insights, “The system probably could do few other stuff like personality, behavioural test too. This will be possible through gamification as mentioned by you. The possibility that technology can do is huge. Yes, it will require human touch but the major will be covered by them. Again measuring performance needs to be taken care of by human as against algorithm.”
  • Prateek Gautum added his views, “I may be wrong but Monster U.S. currently gives ratings to candidates on the basis of your search and keyword match; that I think might be an example of something which Masood sir was earlier referring to.”
  • Masood had a few comments, “Technology can give metrics. Interpretation has to be human, mostly.”
  • To which Lopamudra commented, “Prateek same is provided by e-financial too. Masood, connectifier is a paid account, do they have free access?”
  • To which Prateek Gautum mentioned, “It’s paid.”
  • Lopamudra further added, “In fact monster cb dice have created own database from 130 social networks sourcing profiles with contact details. They are selling it as add on to resume search.”
  • To which Masood commented, “For some reason couldn’t get an account created on connectifier.”
  • And Lopamudra commented, “Me too. You spoke to the sales guy he said it’s paid, 3 months trial use, 1000 used. Sorry I…”
  • To which Prateek Gautum, “Sir, it doesn’t allow you to ID your accessing from an Indian IP , but if your accessing from U.S. IP it works but only sometimes , not always.”
  • To which Masood mentioned, “That’s what I believe too. My company domains name is set to India. Not sure though.”
  • To which Prateek Gautum commented, “Correct, that’s the problem and now we have the solution, hope I helped. Google chrome extensions, amazing concept, again a gift of technology to us that made our headhunters and sourcer’s life, a lot easier.”
  • To which Prateek Gautum, “Recently, I was reading about one called “hola unblocker” which helps you unblock content regardless of where your physically located and access the content , might be helpful for us , so thought to share.”
  • Prateek Gautum had some inputs, “Might help’s searching in resumes when working for non-domestic requirements where international access is necessary. Ok sir.”
  • Lopamudra commented, “Thanks Prateek. I need one. How is mentor social talent?? Masood, Sarang, Anshuman, Do we have a tool to search candidates using company names?”
  • Masood mentioned, “Most search tools should have a way of searching with company name. What do you have in mind?”
  • Lopamudra commented, “Our research team is trying to target candidates through company names, skill wise and reporting authority. Since, LinkedIn has limited free search. We are trying to find options. I have already asked them to do an X-ray search in Google.”
  • Masood questioned, “US candidates?”
  • And Prateek Gautum suggested, “Use Chrome Extensions like WhoWorks.At, it’s free, helps you find people of target companies.”
  • Prateek Gautum suggested “Synechron.”
  • Kunjal Kamdar had some inputs to add, “It would be end of real hard core recruitment the day tech will select or reject resumes based on keywords.”
  • Lopamudra mentioned, “All, Any opening for part time in training on voice & non-voice process. Thanks Akkshey.”
  • Some other inputs, “Talking about automation, it would be like the 3rd eye in cricket.  It will take away the fun as umpire refers it for every lbw & run out.‬‬”
  • Naga Chunduru commented, “Covered most of it Ankita.”

In conclusion, I would like to say that, overall the Group Chat was a success and the conversations highlighted, are proof enough for it to be a success, as the inputs gathered were quite eye opening. So let’s continue to express our individual views and learn from each other’s perspectives, in the process. Hope to see you all at our next WhatsApp Group Chat!

Mar
31
sourcingadda
WhatsApp Group Chat- 25th March – Mumbai
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  • Chetan Indap shared his views, “I believe Artificial Intelligence is going to be used a lot to automate subjectivity in recruitments. Demand for machine trainers (hence machine Learning will be a norm). Scary part is recruitment will be ruled by Mathematicians and programmers!”
Mar
31
sourcingadda
WhatsApp Group Chat- 25th March – Hyderabad
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  • Achyut Menon enquired, “Let me try & rephrase… How is technology likely to impact recruiters? Are third party recruiters likely to become redundant? If clients and candidates can directly find each other, will there be room for intermediaries?”
  • Yusuf Pathan had some comments such as, “I do not see third party recruiters becoming redundant, the clients will have their own limitations in getting access to the entire pool of technologies available. So if you are a Corp recruiter or a 3rd party recruiter, it will depend on how corporates would like to strategise their recruitment function.” “Having said that, Indian recruitment is a number game and 3rd party companies is and always will be a part of a strategy for the corporates.”
  • To which Achyut Menon commented, “So those who use technology better, can be more relevant? Soon enough everyone will have access to most profiles online & the emphasis will go beyond clients rejecting submissions as ‘duplicates’? And people will start valuing the ability to get some prospect across the table’ for discussions.”
  • Prabhat Kumar Surabhi had some comments to add, “Where do you think 3rd party recruiters mostly relying on startups or mid – sized corporates to sustain?”
  • To which Yusuf Pathan commented, “It’s mixed, I have seen some companies only relying on start – ups, some on corporates and some on a particular industry etc. so the market is quite open.”
  • After which Achyut Menon mentioned, “The game will have to change from quantity to Quality, no sometime? So will technology be the driver?”
  • Wherein Yusuf Pathan mentioned, “your point is relevant but again technology has its own advantages and disadvantages.” “Technology will be the key, so let’s take today’s scenario, Mobile recruiting, Skype, Online databases, Forums, It’s a huge (big) data, Depends on people how you use it, and quality vors quantity, : It depends on the kind of requirements, we would still have the number game but technology will help us to achieve the numbers with quality, etc.”
  • Prabhat Kumar Surabhi had his inputs, “I guess the competition is making the quantity to win but, quality is the driver to get close the things, I think technology is helping a lot in recent years in that part”
  • Yusuf Pathan enquired, “What other changes do we expect in the coming daysoryears with respect to Technology?”
  • Chinmay Chavan had some points to add, “More & more Automation in almost every aspects of recruitment. Search engines doing a lot more than just screening profiles.”