Interview with Sandeep Poredi – Sourcing Expert

Bio:

Sandeep Poredi is currently working as a Talent Acquisition Specialist with Futurestep; A Korn/Ferry Company, and a global industry leader with high-impact recruitment solutions, offering fully customized and flexible strategies, to help organizations meet specific workforce needs. He is a specialized Talent Acquisition and HR professional, possessing diverse experiences as a sourcing specialist, recruiter, coordinator and managing events. He has knowledge about diversity-focused recruitment in marketing, information technologies and engineering.

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  1. What is your definition of Sourcing?

Sourcing is the soul of recruitment, according to me finding the right candidate for the right position, would help both the organization and the candidates to fulfill their needs.

  1. Name three things which you cannot live without while sourcing?

The three things that I cannot live without while sourcing are my laptop, Internet & phone and Google.

  1. What is that one thing you love about sourcing and one thing you hate about sourcing?

I love my job and my job is to do sourcing, according to me finding the right candidate is like finding a diamond from a mine. But what I don’t like is when I get 10 diamonds and I just can choose one out of them.

  1. Can you share one of your “out of the box” sourcing experiences?

In my recruitment experience, I have faced a lot of challenges with new technologies, which I’ve never worked on. This is one e.g. once when I was working for one of our client’s (onsite) they had a few super niche requirements which I had never worked on. So the biggest challenge was the duplication and rejection. Besides the job – board’s database was exhausted so I didn’t know what to do. Then I thought of doing an MI which is usually done by everyone. While doing that I found some non-duplicate candidates who were not interested in this position, so I asked them for references and apparently even that couldn’t help me. So I did a LinkedIn search with the same string and I got a few results. I thought that rather than searching by the string, let’s search by companies (on bases of MI) instead and bingo I found few candidates; I processed 3 candidates out of which, I shortlisted 2 and at last 1 candidate got an offer.
I thought it might be a normal process but getting an offer in just 3 submissions gave me a good feeling.

  1. What are your favorite sourcing experts or groups you follow?

My favorite sourcing experts would be Masood Ali Sayed and Rohit Erram; as they are my mentors and whatever I know about sourcing is because of them. I also follow SourcePro & SourcingAdda.

  1. In the recruitment industry, Do you feel there is a need for structured training program? If yes why?

Yes, because most of the people think that sourcing is just about Boolean and keyword search, but to be a good sourcer you need to have a good understanding about what you are trying to find and then you can find the right source for what you are looking for.

  1. If you were to be a superhero which recruiting/sourcing tasks would you like to complete using the superhero powers.

If I get super powers, I will make a sourcing tool which can access the entire database to get the exact candidates.

  1. Your views on our contests and how often would you like to see such contests?

It improves your sourcing skill and helps you learn something new every time you participate in such a contest, so I would love to have such contests every month.


Interview with Tatyasaheb Kolage – Sourcing Expert

Bio:

Tatyasaheb Kolage is working as a Sourcing Manager with Helix Recruiting for strategic sourcing and research based recruiting. He is currently working on various technical and executive roles in Chemicals, Ingredients, Flavors, Alternative Energy and Oil & Gas sectors. He has over 7 years of work experience with leading recruitment agencies.

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1. What is your definition of Sourcing?

In my experience there is much more to Sourcing than just finding profiles. Sourcing is a process, to get the right talent for your organization from sources like social sites, reference, news, conference and a lot more with the help of technology.

  1. Name three things which you cannot live without while sourcing?

LinkedIn, Custom Search Engines and my Bookmarks

  1. What is that one thing you love about sourcing and one thing you hate about sourcing?

I accidentally entered into Sourcing. However I love everything about this field, hence I don’t hate anything.

  1. Can you share one of your “out of the box” sourcing experiences?

Our key role is mainly a Scientist/Researcher, so every role has a new challenge for us at Helix Recruiting. My best experience was solving the 10th question of the Sourcing Contest(5) by Sourcing Adda, I was searching for a specific “quote” in a number of search engines, social sites and used various techniques…but I couldn’t get any results. Then a thought came “should I search for this quote in an image OR in a video format?” And surprisingly found the answer!

  1. What are your favorite sourcing experts or groups you follow?

@braingain , @shally, @jimstroud, @Fishdogs, @AIRSTraining, @SourcingAdda

  1. In the recruitment industry, Do you feel there is a need for structured training program? If yes why?

Yes, Sourcing is like a knife that needs to be sharp at all times. This type of training will help to save the time and money spent in finding the best talent for your company.

  1. If you were to be a superhero which recruiting/sourcing tasks would you like to complete using the superhero powers.

I would prefer to be the NEXT generation superhero with all the technical skills that will help me to find the best match for my client’s requirements.

  1. Your views on our contests and how often would you like to see such contests?

This is a good platform where you can show your sourcing skills. I think contests like these should be in various levels and should be held on a monthly basis.


Interview with Shoheb Shaikh – Sourcing Expert

Bio:

Shoheb Shaikh is currently working as Client Engagement Manager with Talentpundits which provides tailor-made recruitment services across a wide spectrum of domains and geographies. He comes with around 6 years of experience in the recruitment space and has worked for clients based in USA, UK, EMEA and APAC region helping them in sourcing and recruiting candidates. He also enjoys participating in sourcing challenges. Besides work, he loves spending time with his 8 months old kid and wife.

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  1. What is your definition of Sourcing?

Sourcing according to me is diving deep into the ocean (internet) to find that purple squirrel with the use of appropriate tools, skills, approach and technique.

  1. Name three things which you cannot live without while sourcing?

Patience is the key along with passion to hunt talent and eye for details.

  1. What is that one thing you love about sourcing and one thing you hate about sourcing?

There can’t be just one thing that I love about sourcing; I love everything about sourcing and there is nothing to hate… No Room for HATE!

  1. Can you share one of your “out of the box” sourcing experiences?

Once I was working on a niche position with one of my clients and realized that there are very few candidates who worked on that particular skill, that too a couple of years ago. Called up a few of them though they were not interested to relocate but helped with few references (ref- were guys worked on the same project). Tried calling them and got to know that the number was not in use… Searched for his contact details on the web and found his email on a forum, dropped him a note about the opportunity and request to connect over the phone. He was keen in exploring the role.

  1. What are your favorite sourcing experts or groups you follow?

I usually follow Shally Steckerl, Jim Stroud, Irina Shamaeva and anyone who share great information/tools for sourcing… Groups I follow are SourceCon, Recruiting blogs, ERE and many more sourcing/recruitment groups. Not to forget SourcingAdda!!

  1. In the recruitment industry, Do you feel there is a need for structured training program? If yes why?

Yes, there is a need for structured training program in the recruitment industry, primarily because most of the recruiters/sourcers limit themselves only to portals and LinkedIn. They are not aware about the vast wealth of talent/candidates/knowledge/tools that internet has to offer. With proper and structured training recruiters/sourcers will gain the knowledge as to how to put in use these tools for effective sourcing and stand out from the crowd.

  1. If you were to be a superhero which recruiting/sourcing tasks would you like to complete using the superhero powers.

If I were to be a superhero I would like to use this power to identify/locate the right place and the right tool to find the talent which is really hard to find at lightning speed.

  1. Your views on our contests and how often would you like to see such contests?

I was not able to take the first contest but since the second one, I look forward to it every time. During the contest am glued to my seat with my sourcing hat on with a strive to answer each and every quest asap. Once a month is a good time for such contest and yes Kudos to the team who is involved in creating the contest! Great Job!


Interview with Sandeep Singh – Sourcing Expert

Bio:

Sandeep Singh is working as an Executive Recruiter with Options Group since 2 years. Has over 8 years of Corporate as well as Consultancy experience in recruitment having recruited and sourced for varied skills across all levels.

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  1. What is your definition of Sourcing?

First of all, Sourcing to me is my “bread & butter” as I make my living out of it and so you can imagine what it means to me! As far as my definition of Sourcing goes, it is a method, leveraging a lot of online tools & phone, to get to THAT “needle in the haystack” which I could sell!

  1. Name three things which you cannot live without while sourcing?

My phone, Internet (to be able to browse all SM sourcing platforms & more) and Chrome (just can’t get along with any other browser).

  1. What is that one thing you love about sourcing and one thing you hate about sourcing?

A highly desired attribute of a job, at least for me, is its versatility and challenges involved. Sourcing offers me a good mix of these. I source for diverse roles across various industries, various level and in multiple Indian and International geographies. For this, I use a lot of combination of SM and other web based methods to source. Another thing I love about sourcing is that there is no end to learning new ways of finding candidates and with ever increasing use of SM and introduction of new platforms, technologies and techniques, it is getting better and better!
One thing I hate about sourcing is that being a desk job, it makes me work hard to keep that belly away!

  1. Can you share one of your “out of the box” sourcing experiences?

There could be a few but I will share the very first of my experiences. I was working on an assignment of finding out names and contacts from a given industry and in a given geography. The client had already exhausted the JBs and their internal databases. My first attempt of using a non-job board platform to extract contacts, using Boolean on Google was very well received by the client and fetched me an appreciation! I know now it may not sound like an “out of the box” sourcing but back in 2007 when I tried it for the first time, it definitely was an OTB moment!

  1. What are your favorite sourcing experts or groups you follow?

I really admire what Shally Steckerl, Irina Shamaeva and Jeremy Roberts have achieved in sourcing and I closely follow there articles and publications. Not to forget, I also closely follow our very own and local 😛 experts like Sarang Brahme, Anshuman Mukherjee, Kunjal Kamdar.
SourcingAdda & Sourcepro are slowly climbing up the ladder!

  1. In the recruitment industry, Do you feel there is a need for structured training program? If yes why?

Definitely! There is a huge potential in this area of the function and once streamlined and developed, the organization will have the competency and ability to timely fulfil all its current and future talent needs.

  1. If you were to be a superhero which recruiting/sourcing tasks would you like to complete using the superhero powers.

If I were a Superhero, I would rather drink like Hancock, surf around the city like Spiderman or maybe fly out of the hemisphere like Superman every once in a while for some peace of mind! 😛 I would not do sourcing!!!!

  1. Your views on our contests and how often would you like to see such contests?

It’s a great initiative and I believe first of its kind in India. So Kudos for that!


Interview with Maya Nair – Sourcing Expert

Bio:

Maya Nair is working as Recruitment Searchologist, Career Advocate & Client Acquisition Professional with Roland & Associates since two years. She is passionate about recruitment, she has ventured into a career of sourcing, screening and interviewing candidates for the most challenging positions that her clients require. She specializes in international recruitment, mainly focusing on the US market.

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  1. What is your definition of Sourcing?

My definition for Sourcing would be hunting for talents through mediums that generally recruiters wouldn’t think of. It could be searching in Google or Social Media or Job Portals or Blogs or Pictures in Pinterest or even a regular chat with a person during your train journey. This process is the most fun part of the entire process because you get to find both active as well as the passive leads at this stage.

  1. Name three things which you cannot live without while sourcing?

Google, my Notepad and Concentration

  1. What is that one thing you love about sourcing and one thing you hate about sourcing?

I love the exploration part of sourcing where you get to read and know more about each individual’s skills and sometimes even about themselves.
The next question is tricky! I have been thinking for an answer since the past 10 minutes and I am still to find an answer to it.

  1. Can you share one of your “out of the box” sourcing experiences?

My “out of the box” sourcing experience was when I sourced and processed a candidate through Facebook by just mailing 5-6 people in Facebook for one of our internal sourcing contests. My team came 1st as a result of processing the candidate to the client within a day’s time of the contest being announced. I was just 2 months old in Roland & Associates then and was gifted a big box of chocolates by Roland Sir as a token of encouragement.

  1. What are your favorite sourcing experts or groups you follow?

To start with, our Director and Chief Mentor Mr.Roland Pavamani – he has innovative ideas blooming in his mind every second. His mentoring and guidance has really molded the recruiter in me. The other favorite recruitment gurus include Irina Shamaeva, Johnny Campbell, Jim Stroud, Shane McCusker etc.

  1. In the recruitment industry, Do you feel there is a need for structured training program? If yes why?

Yes, I do feel there is a structured training program required for recruiters as well, just as any other professional is trained on any particular technology. Recruitment by itself is an interesting subject which I feel needs to be learnt, researched and practiced with full devotion just as a Java developer learns in and out of Java. Recruitment is a skill which should be pursued with full passion.

  1. If you were to be a superhero which recruiting/sourcing tasks would you like to complete using the superhero powers.

Maybe source iOS developers/Android developers/.NET developers for few states in the US, where developers generally don’t prefer to relocate to! :) And ofcourse, sourcing Doctors and Nurses in the US!! <phew!>

  1. Your views on our contests and how often would you like to see such contests?

The contests are awesome! Noticed that the 10th question is always the trickiest! 😉 My opinion is that the questions shouldn’t be restricted to just Indian professionals but be broadened to a global level as well.

I feel these contests should be held more often so that we tease our brain to the extent it should be teased! Definitely, just once in a month is too less.


Interview with Vivek Sampath – Sourcing Expert

Bio:

Vivek Sampath, a recruitment professional from Bangalore. He was born in Chennai and completed his Education from Jeppiaar Engineering College, Chennai. He completed his Bachelor’s in Electronics and Instrumentation Engineering.

He always wanted to do something different and started his career as a Recruiter in Roland and Associates. It’s only been a short span since he started his career, but due to his company, he had to explore a lot of things in recruitment. He has been trained by Mr. Roland Pavamani, his Director, who believes in Recruitment through Technology.

He as a recruiter has worked with a variety of technologies including IT and Non-IT industries. He has learnt in detail and loves to keep himself updated. His career goal is to become a Top Professional in the Human Resources Industry, for which he can make himself ready each and every day.

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  1. What is your definition of Sourcing?

Sourcing is a way to find the right guy for the right job. Sometimes a Superhuman.

  1. Name three things which you cannot live without while sourcing?
  • Clock (To race with time)
  • My Mind (To analyze and understand things)
  • A cup of Coffee (To refresh myself)
  1. What is that one thing you love about sourcing and one thing you hate about sourcing?

One Thing I Love In HR / Sourcing:

If you are a technical engineer or a business personnel or a finance guy, you get to explore only the area in which you work. But when you work in Human Resources you get to know about all the industries and functionality. Sourcing makes you learn about different technologies.

One Thing I Hate In HR / Sourcing:

This is an industry where an enemy could be a great lead sometimes. So hate is something which recruiters should erase off from their dictionary.

  1. Can you share one of your “out of the box” sourcing experiences?

Our Company always makes us think and work in an Out of Box manner. The specialty of our company is that, we don’t use the conventional job portals. I have tasted success, this being the key factor which is really an out of box experience.

  1. What are your favorite sourcing experts or groups you follow?

Sourcing Experts I Follow:

The experts I follow have created revolution in the Human Resources Industry. Irina Shamaeva, being my influencer has done lot of works in this industry. Jonathan Campbell is one of the expert who has given quality tools for sourcing.

  1. In the recruitment industry, Do you feel there is a need for structured training program? If yes why?

Yes! A structured training program allows us to gain and expand our knowledge. It’ll be an update to our existing understanding to the technology.

  1. If you were to be a superhero which recruiting/sourcing tasks would you like to complete using the superhero powers.

All recruiters are superheroes in a way. They strive to get the best fit in a short period of time. Sometimes recruiters themselves hunt for superheroes for a requirement. This ability in us has already made us to be superheroes and our power would be finding the best match.

  1. Your views on our contests and how often would you like to see such contests?

Contests are to test you to see how good you are in something. It is always nice to know how good / bad we are with things. I’d recommend these contests and I would love to be a part. The timeframe which SourcingAdda follows is good.


Interview with Anuja Kulkarni – Sourcing Expert

Bio:

Anuja Kulkarni is working as a Sourcing Specialist with Capgemini since 7 months and covering Japanese markets. Before Capgemini, She was associated with a RPO called Workforce Asia for 3 and half years as Headhunter and covered APAC regions. She has passion for Sourcing and believes to make a living by doing what she loves the most. She holds a Bachelor’s Degree in Business Administration with few Japanese Language certifications. Besides work, she loves spending time with her family and friends and cooking is her hobby.

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  1. What is your definition of Sourcing?

For me, sourcing is a journey to identify golden nuggets with right skills and experience from the hidden mines.

  1. Name three things which you cannot live without while sourcing?

Focus, good eye on details and curious mind.

  1. What is that one thing you love about sourcing and one thing you hate about sourcing?

The thing I love about sourcing is, each day when I start my sourcing, I wish to know it more which makes me love it more and want to live it more… It compels me to think differently and gain new perspective every day…

No reason to hate sourcing at all…

  1. Can you share one of your “out of the box” sourcing experiences?

I cover sourcing for the Japanese markets for Capgemini. Finding professionals with right experience and skills, coupled with English speaking abilities has been a challenge forever. With extensive usage of LinkedIn and deep web, reaching out to possible candidates and spreading the word of what my organization is about, the response and conversion ratio has gone up with absolute zero usage of traditional job boards available in Japan.

  1. What are your favorite sourcing experts or groups you follow?

I follow experts Shally Steckerl, Irina Shamaeva, Naga Chunduru, Anshuman Mukherjee, Yusuf Pathan, Sarang Brahme and I follow Sourcing Adda.

  1. In the recruitment industry, Do you feel there is a need for structured training program? If yes why?

Yes, Today, it has become very critical to explore beyond the traditional methods of sourcing. With structured training programs, Sourcers can have right direction, precision and more success in finding the right talent in less time. At this point, a Sourcer sometimes just shrugs off and gives up on Sourcing on few niche skills. But I guess it’s time to look forward to an evolution of emotion in Sourcers. From Shrugging off to Bring it on attitude!

  1. If you were to be a superhero which recruiting/sourcing tasks would you like to complete using the superhero powers.

I wish I could be “Supergirl – Ariella Kent” with X-Ray vision! Getting better results and I could scan the competitors to find the right talent who are unavailable on portals.

  1. Your views on our contests and how often would you like to see such contests?

ADDICTIVE! It’s absolutely addictive and challenging. If you don’t get an answer, it haunts you down to a point where you cannot fall asleep until you get the right answer! I hope we have such amazing contests every month.


Interview with Suman Sarita – Sourcing Expert

Bio:

Suman Sarita is working as a Sourcing Lead with Capgemini India from past 4.8 years. She joined Capgemini sourcing team in 2010 as a sourcer for the testing vertical & now managing the same as a lead. She has also worked on some niche skills in Capgemini. She started her career with a consulting firm in Pune. Sourcing is always been her passion since she started her career. She has an interest towards painting in her free time.

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  1. What is your definition of Sourcing?

Sourcing to me is research, identification, assessment, engagement & management of talent through proactive recruiting techniques.

  • Research & Identification: The most important part of sourcing is searching the profiles, researching the market and identifying the tools/communities/forums etc where we can get the suitable profiles.
  • Assessment: Screening the resumes received and assessing their suitability on defined parameters.
  • Engagement: Talking to the candidate about the job & about the organization
  • Management: Managing the talent pool
  1. Name three things which you cannot live without while sourcing?

3 things I need while sourcing are –

  1. Passion
  2. Focused Research & Attention to details
  3. Patience
  1. What is that one thing you love about sourcing and one thing you hate about sourcing?

As we know “Sourcing is the new Recruiting” & I love sourcing as it is not restricted to candidate search but it also involves lots of research. It helps in tapping the unlimited potential that the vast world of internet offers today. It makes me a contributor in the success of organization.

I don’t hate anything about sourcing as I’m passionate about it & want to learn more.

  1. Can you share one of your “out of the box” sourcing experiences?

Closed a good number of positions for Drupal Developer by generating a pool of approx 100 candidates through LinkedIn & by connecting with the candidates working on Drupal through a Drupal Community.

  1. What are your favorite sourcing experts or groups you follow?

Sourcing experts whom I follow are Irina Shamaeva, Kunjal Kamdar, Anshuman Mukherjee & SarangBrahme

Sourcing Groups which I follow are Source Con, SourcePro & SourcingAdda.

  1. In the recruitment industry, Do you feel there is a need for structured training program? If yes why?

Yes, I feel training should be an essential part of the recruitment industry as change is the only thing which is constant here. We as a sourcer/recruiter need to upgrade ourselves on the new tools & techniques & about existing/upcoming skills & trends in the industry. Training will help us estimate tomorrow’s vision & hire for today’s needs.

  1. If you were to be a superhero which recruiting/sourcing tasks would you like to complete using the superhero powers.

I will take this opportunity to relate to our superhero from childhood, “SUPERMAN”. The reason is I relate it to my name “SU-PER-MAN” & to be an expert in sourcing we need the super powers like Boolean Search, Boolean Operators, Active & passive sourcing techniques, Google Search Expertise, Passion for Research & finding out new tools & techniques.

  1. Your views on our contests and how often would you like to see such contests?

The contest was very interesting, challenging & I felt it was exactly like your favorite ice-cream is in front of you in a hot sunny day & you can’t stop eating till than you finish it. I feel we should have this kind of contest once in a month.


Interview with Nitesh Kumar – Sourcing Expert

Bio:

Hello! My name is Nitesh Kumar (A proud Sourcer). Apart from dreaming, I work with SapientNitro globally (NA/APAC/CE/UK/Sweden) on a daily and continual basis to identify potential candidates through the use of Boolean searches, user groups, professional and social-networking, and web sourcing. I have done my bachelors in IT, currently pursuing Executive MBA from Bridge School of Management (Half mission accomplished). I started my career as Technical Trainer for 2 years. Then moved my hat from Trainer to Sourcing. Don’t ask me why it’s a different ball game altogether. Never thought that Sourcing would become my passion and an integral part of my life. I love spending time with my beautiful wife, singing, cooking and mimicry while I am not sourcing. One technique I always follow and would like to follow always, which is “Learn-Unlearn-Learn”. It means whatever I learn; I like to share with others.

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  1. What is your definition of Sourcing?

Oh Sourcing!! That is something related to procurement!! Well that’s what people tell about it in India about sourcing. Jokes apart, definition of sourcing include a responsibility to engage and court candidates using various channels. I would say candidates are becoming easier to find but they become obsessed to recruiting messages. To be a valuable sourcer’s will have to be emotionally intelligent, intuitive, highly persuasive, and persistent. Another name of Sourcing Is patience! Our aim that candidates should feel good about our non-traditional approach. Candidates feel bored about regular mass mailers by the recruitment team. Sourcing is playing an integral role in the industry and will be more in coming years.

  1. Name three things which you cannot live without while sourcing?

Linkedin, Google, Xing (As most of the time I work for Continental Europe needs).My latest love is Behance.net and Meetup

  1. What is that one thing you love about sourcing and one thing you hate about sourcing?

I like everything about sourcing, something I cannot hate about it.so be it!!

  1. Can you share one of your “out of the box” sourcing experiences?

Last year I was working for an urgent full time need which was Front-end Developer for SapientNitro, Miami. I found one guy on Google+ (just started using that time, We were hardly using that time) who was in Linkedin as well and not came to my search while sourcing on LinkedIn. I came to know from one of his post on Google+ that he was being interviewed by some other company. I conveyed this message to my recruiter. And he has contacted that guy with this information and he was shocked actually from where you got this information ;). We bring him for the process but unfortunately he went with other company finally. That was sad actually but me and my recruiter was happy that we have contacted this candidate in a different manner and got success to some extent.

  1. What are your favorite sourcing experts or groups you follow?

Anyone who is associated with sourcing I follow them. I believe small things can be learned from anyone. However I follow @Sarangbrahme, @braingain,@aliciapriselac, @iamcurlylocks, @ashia_t , @mohrbecky and many more personalities like these…Well this list not gonna end J And now ofcourse “@SourcingAdda” J ..Other communities like Sourcecon/Ere.net.

  1. In the recruitment industry, Do you feel there is a need for structured training program? If yes why?

I feel we still focus on Jobboard and Linkedin. That’s work absolutely but we need to move on. Specially companies like Sapient/Capgemini who is more focused for niche skills hiring (Sometimes having hard time in finding niche skills people), is now more focused on social media. Others need to follow that way. Training programs like these will absolutely help to move forward from generic to advanced sourcing.

  1. If you were to be a superhero which recruiting/sourcing tasks would you like to complete using the superhero powers.

I believe every sourcer is itself a super hero; it’s just that they have to realize their potential. This is the time to get out of the stagnant mentality of recruitment via Jobboards.. If I got extra super hero power I would like to make my own search engine where I can engage with candidates in a very different manner in a single platform and can do more research about candidate before reaching out.

  1. Your views on our contests and how often would you like to see such contests?

This contest turned me on and forced me to think out of the box. Good exercise all together. Personally speaking that should be on monthly basis although we have heavy quarter lined up but we can take out some time for such contest. Baby sourcer like me needs this type of contest for my growth. You guys are doing amazing job .I am waiting for contest again.


Interview with Inderjeet Gujral – Sourcing Expert

Bio:

Designation: Sourcing Manager

Current Company: Akraya Solutions Pvt. Ltd, Pune

Akraya is a multiple award-winning, fast growing staffing & managed solutions firm headquartered in Sunnyvale, CA. The Wall Street Journal named us one of the Top 50 Fastest-Growing Women-led Businesses in the US, Inc Magazine ranked us among the Top 50 Best Small Workplaces in the US, Staffing Industry Analysts honored us as the #2 Best Staffing Firm to Work For in the US and the San Francisco Business Times called us the #1 Best Place to Work in the Bay Area.

Previous he was associate with: Avaya India, tCognition Inc & Os2i Pvt Ltd

Education: MBA – HR from IIeBM, Pune & BIT from Manipal University.

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  1. What is your definition of Sourcing?

Sourcing is a process of finding talent/resources by utilizing different channels of talent pool/sources. It is just not limited to find a candidate for a job. It’s a proactive approach to understand your business/ customer, hiring trend, build the pipeline, mapping the available resource in market & meeting the hiring forecast.

  1. Name three things which you cannot live without while sourcing?
  1. Always use variety of search strings (broad, narrow, skill based, role based) to fetch the maximum from different channels.
  2. Mapping the profiles & listing the target companies – If I am looking for a niche skill set for my client – always try to find out same skill set professionals working with my own client. List down their previous organizations & this way the target company list get ready. It makes you to knock the door of right candidates.
  3. In Voice sourcing – Never miss to ask for a referral & name of reporting manager, team size etc – it works; if you keep asking from everyone. Also, I make sure to add them in my social media – ‘stay connected’.
  1. What is that one thing you love about sourcing and one thing you hate about sourcing?

Mostly I love about sourcing is that it makes you to say “Yes Yes Yes” for any requirement coming on your way. It makes you to start with a plan rather than just start blind with a Boolean. It gives you a want/urge to utilize different channels to pump in profiles rather than depending one source.

It makes you to use & understand the value of your own ATS: which is one of the best sources available in hand.

It makes you to start understanding the industry; who is doing what, from where I can get these kinds of skills, available resource in the target companies etc.

It gives you a level of confidence & makes you a proactive recruiter.

For me there is nothing to hate in sourcing because I love it;

it’s just if you are depending only on passive then sometimes need to struggle a lot to get the response in time where you have SLA in place, it is sad to drag your requirement to ageing – red zone bucket.

  1. Can you share one of your “out of the box” sourcing experiences?

I have couple of examples to share but I can’t forget the experience of supplying 10 “Photo Editors” in just 4 days to Yahoo Inc.

Challenges – niche skill, need to look for immediate joiners, Bachelors degree was a must.

Sourcing Plan – Posting on boards, Active search, and passive search.

Result of posting & Active search: Response rate to posting & active search were low, candidates were not available immediately and salary mismatch etc – not a single candidate was in hand for a day.

Result to passive – It was outstanding, literally I started jumping on bed (I was at home – usually I do research at home as well, it require to build the high concentration to X-Ray)

After doing the initial research on photo editor’s institutes & all, opened the website of “Academy of Arts’ – http://www.academyart.edu/photography-school/index.html, it took me around 30 minutes to do the site mapping & X-ray to finally reach the database of “photo editors”. I found ‘portfolios’ links having contact details. Generated around 60 profiles & asked my team to reach out each & everyone. We were with around 20 candidates who were ready to start immediately. We had started the recruiting process with yahoo & zeroed the open reqs by closing open requirements.

We got an appreciation email from project manager of Flickr Yahoo & also my name was announced in the client call with Yahoo – It was “wow” moment.

I was happy to close the positions but was glad the way this “out of box” sourcing happened in time. For me always “way of Sourcing is important factor”.

  1. What are your favorite sourcing experts or groups you follow?

Recruiting blogs, SourceCon, Now – Sourcing AddaJ

Craig Kreeger – CEO of Virigin Atlantic – I love his articles/news related to recruiting.

He emphasize on other factors, which are also very important at time of sourcing, Example – are you really sourcing an IIT guy where in you can close the open job by sourcing a average candidate; the job don’t demand a highly educated & brilliant candidate even if you hire one soon you will be looking for a replacement. Are you sourcing a candidate who is right fit for that particular team etc.

  1. In the recruitment industry, Do you feel there is a need for structured training program? If yes why?

Yes, I strongly feel that there is a need for structured training program.

The reason College books helps to merely understand the recruiting process & if a person joins a company as a sourcer/recruiter, that company is not having any structured training to ramp up, it takes 1 – 2 years to understand the important factors of the sourcing & recruiting but at same time if company is having a training program in place, it takes 1 month to understand & 3 month practice to become a ‘star recruiter or sourcer’ – end of the day – it depends how good is your ‘learning curve’.

My sincere thanks to OS2i – giving the structured training & made me a good sourcer.

  1. If you were to be a superhero which recruiting/sourcing tasks would you like to complete using the superhero powers.

As a superhero – Using my speed – I would have connected to each & every on social media in a day – wow – ‘billions of connections’ – ‘isn’t it cool to send your message to world in one tap.

Using my power: I would have picked candidates out of traffic jams to make them login in time for setup interviews. I would have fly -> picked outstation candidates –> removing the VC / flight booking headache & would have saved company cost & closed all the positions in defined SLA.

I would have hypnotize all the back outs & made them join my company.

  1. Your views on our contests and how often would you like to see such contests?

Super fantastic – Believe me, I was into it till the time I had solved all the questions.

I think – it should be every month or may be quarterly.


Interview with Achyut Menon – Sourcing Expert

Bio:

Hi, I am AK. I help Clients find local talent, GLOBALLY.

Since 1992 Options Executive Search Private Limited has been providing a personalized touch to the professional service of finding the right person for every job, by ensuring the right job for every person. Presently involved in orchestrating a network of similar minded recruitment professionals to provide hiring solutions for companies needing quality talent, Pan India & abroad!

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  1. What is your definition of Sourcing?

Art of searching..Digging deep. Chiseling out unwanted stuff to get to the desired result. Yes FINDING!!

  1. Name three things which you cannot live without while sourcing?

Google, Telephone, Network of relationships (not necessarily in that order though!)

  1. What is that one thing you love about sourcing and one thing you hate about sourcing?

Love the problem solving bit. And constantly being challenged by the various constraints. Hate it when the description is vague & not specific.

  1. Can you share one of your “out of the box” sourcing experiences?

Couple of years ago, one of our Auto clients wanted to hire someone with Corporate communication person with a strong domain knowledge of auto industry. I was lucky to connect to a bunch photographers of auto mags-who usually work closely-in teams- with auto journalists to feature new product trials. And hey presto..got a person who was auto journalist who had just returned back to India-and wanting to work on the client side!

  1. What are your favorite sourcing experts or groups you follow?

Jim Stroud, Shally Steckerl. Irena Shamaeva. Occasionally articles on ERE.net as I must confess I am less of a sourcer and more of a networker…and so a rookie in sourcing.

  1. In the recruitment industry, Do you feel there is a need for structured training program? If yes why?

Yes, a successful hire is a combination of a good sourcer and a recruiter. It is imperative that one has the knowledge of the science and the skill over the art. A structured program helps us cut thru the ‘trial & error’ and not reinvent the wheel.

  1. If you were to be a superhero which recruiting/sourcing tasks would you like to complete using the superhero powers.

If it weren’t completed..how would we become a Superhero?

I think there is a Superhero in all of us. emerging each time and allow us to stretch to COMPLETE ALL the tasks given.

  1. Your views on our contests and how often would you like to see such contests?

I loved the contest…it was a teaser. Very glad that we in India are also having this. It would help popularize the concept of a sourcing specialist.

I feel we should have it every month if each time we are having 10 days as the time to complete. One can’t be resting on ones laurels and should be constantly ‘servicing’ our brain cells.


Interview with Ritesh Madraswala – Sourcing Champ Apr 2014

Bio :

I am Ritesh Madraswala, currently associated with Capgemini for 3.5 years & part of India’s best Talent Acquisition Team. I have worked with Global Sourcing Team for 2.5 years and currently managing Infrastructure Management positions. Started my career as a French language expert in a KPO, where I worked on Market Research for 3 years. Researching has always been something I enjoy, along with passion for Sourcing. Driving, play & Theater is also what I love when I’m not sourcing.

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Q1. What is your definition of Sourcing?

Sourcing can be broadly categorized into 2 facets, Primary research and Secondary Research.

Primary Research is searching the active resumes from the job portals and other easily accessible channels of sourcing. This requires reaching the candidates who are active job seekers.

Secondary research is reaching the passive candidates, the ones who are not actively seeking the job but may take up the right opportunity. It requires search through syntaxing, Boolean operators, x-ray search ran on the search engines like Bing / Google along with a thorough search of the internet.

We identify communities / groups / forums etc where these professionals are active and we reach to them and sell the job in turn making them interested for the possible opportunity.

For someone to be a good Sourcer it requires Patience and an appetite to do a deep dive research and pull suitable resumes.

Q2. Name three things which you cannot live without while sourcing?

The 3Ps is the golden rule for sourcing i.e. Patience, Passion and Perseverance.

Q3. What is that one thing you love about sourcing and one thing you hate about sourcing?

A – Sourcing empowers one to exercise the unlimited length and breadth of one’s imagination to get the right person for the job.B – Nothing. Sourcing is my passion. I eat, drink and breathe sourcing and I can’t afford to hate anything associated with it.

Q4. Can you share one of your “out of the box” Sourcing experiences?

I remember, 2 years back while I was working with the Global Sourcing Team to fulfill demands in Europe.

We were asked to get the email addresses for the passive candidates from the BUs and practice. We were able to deliver 80% accuracy via LinkedIn tricks.

Q5. What are your favorite sourcing experts or groups you follow?

Some of the Sourcing Experts I regularly follow are: Irina Shamaeva, Shally Steckerl, MasoodAli Sayed, Sarang Brahme, Anshuman Mukherjee & Yusuf Pathan.

I have been following SourceCon since last 2-3 years and now following SourcePro & SourcingAdda.

Q6. In the recruitment industry, do you feel there is a need for structured training program? If yes why?

Yes, definitely a formal structured training is of paramount importance today. The reason behind that is, many Sourcers today limit sourcing to only Job Portals and Professional Networking sites.

Wherein, I believe that sourcing is not merely about running the Boolean operators, but it requires one to do an extremely structured way of searching the profiles, not only from Job portals, but tapping the unfathomable potential that internet offers today. It requires a lot of mental permutation- combination to get the right resume.

A formal training structure will be of immense help here.

Q7. If you were to be a superhero which recruiting/sourcing tasks would you like to complete using the superhero powers?

I think in researching ingredient; I would like to have Spiderman’s super power. Two reason behind it. Firstly, Spiderman is my favorite one since my childhood. Secondly, in Google searching it majorly works on Crawling, Indexing & Serving results, which is also called Spider search. Knowing these thing in little more detail would help me getting the more accurate and efficient results.

Also adding here more, the Google database searching is more like SQL database. So if given a chance or super power of learning SQL database commanding is also add the leverage in searching.

Q8. Your views on our contests and how often would you like to see such contests?

It was really challenging. When I started the contest I found very difficult, once I got the answers of first 2-3 questions, then it becomes very addictive. We don’t have any such contest till now in India. This kind of contest should be happening every month. However, the deadline of submitting the answers should be 3 or 4 days at maximum.