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Nov
10
Sourcing ADDA
What is a Job Fair?
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What is a Job Fair?

You’ve heard this term so many times yet, it never occurred to you to know more about it or to speak to people either. Well yours is a story, one that I’ve heard countless times.  Ever wondered what it is or have you just taken things at the face value and decided to disregard any of it? Don’t fret; it’s a relief to know that you’re not the only one.

So if you’re looking for more information about Job Fairs then you are on the right track. Besides it’s about time you found out more about Job Fairs. Hence, the question “what is a Job Fair?” arises in peoples mind. In the light of this new development, I have addressed the question that is often overlooked by countless others like you, the reader.

What is a Job Fair?

As the term suggests, it is mainly to do with recruiting, careers and job hunters.  It is also known by other names such as Career Fairs, Career Expositions (Expo), Career Campaigns etc. are a few popular names that are used by commoners. These are conducted mainly for employers, recruiters and schools in order to meet with prospective job seekers. Such opportunities are caught and used by job seekers and even employers, recruiters, students and schools alike.  The Job Fairs are of two types, mainly Traditional and Online Job Fairs. By now you’re probably wondering how these individuals benefit from such events. So we’ll be addressing each individually, to get a clear idea.

Types of Job Fairs

Traditional Job Fairs

The traditional job fairs are ones that you have probably heard of and are conducted on a personal level.  

Online Job Fairs

While Online Job fairs as the name suggest s are conducted online.  When we say online we mean that the entire procedure will be conducted virtually.

Benefits of Job Fairs

Students Benefit

Students go in for such fairs as it gives them information about –

  • The companies that are hiring
  • Job opportunities that they are likely to get as a fresher
  • They get to meet with the current employees to find out what is the work culture like
  • To find out what’s it like to work with this company
  • Get information about a sector or opportunity that seem interesting or are interested in

Companies Benefit

These events are perfect for companies because they give them –  

  • An opportunity to build the brand of the company
  • Rectify misconceptions and negative reviews floating around about the company
  • Meet the perspective candidates and identify the quality available in the market
  • Develop valuable connections to meet recruitment as well as business needs
  • Create a name and form a reputation so that people will be likely to work for them

Recruiters Benefit

Apart from the company benefits that have been mentioned some other benefits that can be added are –

  • They get to interact with potential recruits on a large scale
  • They get first – hand information on the quality of the candidates in the market
  • Helps them build connections that they can fall back on to serve their recruitment needs
  • Meet influential people whose views matter

School & Educational Institutes Benefit

Theses platforms help them to –

  • Build their brand
  • By hosting job fairs it also helps students get employed immediately after the final year of their course
  • Build strong connections with hiring companies to hold such events regularly and get their students selected
  • Hold guest lectures by these individuals and build awareness about the current market scenario
  • Hold conferences that help in the all-round development of students

Well doesn’t this clear out all the doubts that we may have had originally and we can say that we have a little more knowledge about what a Job Fair is its types and who benefits from such events. So there you have it, if you have any pointers to add and you can then list them out in the comments section.

Oct
27
Sourcing ADDA
WhatsApp Group Chat – How should Recruiters deal with candidates having an employment gap?
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WhatsApp Group Chat – How should Recruiters deal with candidates having an employment gap?

Hiring professionals usually encounter a common problem when sifting through inch sized stacked up resumes which is the employment gap present in a potential recruits CV. Most recruiters use this as a decision making factor when selecting desired talent. Also many of them are of the opinion that may be this may not be a suitable candidate for the organization similar to a candidate having a two paged resume. These particular aspects are not overlooked and can be deal breaker from the candidate’s perspective. Additionally, Talent Acquisitionist stand to lose exceptional talent as such individuals usually possess the skills that your organisation is in dire need of. Writing them of as unsuitable for the organisation merely based on the employment gaps and two paged resumes seems faulty. Don’t you think?

If you’re wondering the same thing as us then you’ve come to the right place as we at Sourcing ADDA, strive to gain clarity on causes that affect the recruitment fraternity as a whole. If you aren’t convinced about it then let’s fix it immediately with a valid reason that will enlighten you. Here @SourcingAdda, we conduct the on demand discussions on Wednesdays to get a sense of the evolving trends and to better understand the industry we are so passionate about. We do that to prepare our members by providing updated information that is true at the ground level. And our loyal members like Yogesh one of our Pune group members was the one who suggested we shed some light on, “How should Recruiters or HR Heads deal with candidates having an employment gap” and mentioned below is what we derived…

WhatsApp Group Chat – How should Recruiters deal with candidates having an employment gap
WhatsApp Group Chat – How should Recruiters deal with candidates having an employment gap
WhatsApp Group Chat – How should Recruiters deal with candidates having an employment gap
WhatsApp Group Chat – How should Recruiters deal with candidates having an employment gap
WhatsApp Group Chat – How should Recruiters deal with candidates having an employment gap?

The conversation above clearly states that talent with career gaps should not be a constraint when making a candidate selection decision. Many fellow recruiters are of the opinion that gaps or career breaks or going on sabbatical can have a rewarding impact on the talent and can be rejuvenating to them. Employment Gaps help new but similar candidates to develop a fresh thinking that facilitates fresh ideas. And which organisation doesn’t want such fresh expression of talent in the work delivered by these individuals. More importantly such talent are usually eager to get back to work and thus nurturing this fresh talent becomes our responsibility as employment providers. Additions, of Talent such as these can do wonders not only to their overall personal development influencing their work but also impacts the growth of the company. Now don’t you think these talent pools are worth a re-look rather than a cause of concern?

Only, good recruiters have the fortitude to see a different side that average ones miss out on. They are the ones who realise that making assumptions without first asking questions and gathering information could lead to bad hiring decisions. They are of the opinion that passing on potentially qualified candidates without giving them a chance to explain could be a mistake for not only recruiters but the company at large affecting the progress of the firm.

Additionally, it would be a good decision on your part to join the ever growing recruitment community as you can leverage it to scale your hiring needs and build pipelines of talent where our Whats App groups will come in handy. In order to reap the benefits of our community you need to get more involved by participating in our regular activities and by following us @Sourcingadda for real time updates to our upcoming activities and events. And if you’ve been following us closely you’d know that we always look forward to your comments on the topic discussed therefore be sure to leave your views in our comments section below. If you wish to be a part of our online community to remain tuned to the evolving trends within the recruitment fraternity then be proactive and register yourselves immediately today.

Oct
20
Sourcing ADDA
Twitter Channel for Communication – The Answer to Branding Needs
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Twitter Channel for Communication - The Answer to Branding Needs

All you Twitter fans out there with interesting Tweets will be delighted to know that you’re all – time favourite SMS channel comes with additions which you most definitely will enjoy. Your frequently visited site is new and improved, to optimise your experience.

These advanced features will help you to share and edit your videos, personalise your timeline highlights, with improved Direct Messages (DMs) instant timelines and a repositioned posting. This will be easier for new users to navigate within Twitter and build contacts.

Share Tweets

With the update to DMs one can share Tweets privately with any of their followers, and that person will immediately receive a push notification. And then this tweet will display directly in the DM conversation. Now instead of Tweeting every little thing, it can be done by messaging.

Share Links

This feature was initially abandoned to avoid spam, but has been re-installed to bring life to the relatively unused private messaging feature. So now you can even send links to boost branding needs. This feature is also available for Tweet Deck which can prove handy for community managers present on the platform.

Messaging advantages

Who will benefit?

Both Community and Recruiters alike can benefit as they can connect with a vast number of people easily and faster. Here’s how…

Community Managers

Through direct messaging community managers can deal with negative reviews or issues faced by consumers.  All they need to do is send private messages to consumers to let them know that their views will be taken into consideration and if possible their issues will be resolved, that too on a personal base.  Aside from this they can also connect with influencers as and when required, on a personal base.

Recruiters

With the help of direct messaging, recruiters can communicate to a vast number of candidates by sending messages to candidates they wish to interview.  They too can interact with influencers in order to gather more suitable candidates of the right calibre. Both these aspects can be achieved on a personal base in a professional manner.  To add to this, even messaging their Twitter friends, to let them know about any job openings.

Networking  

Networking between friends and colleagues is now possible as they too can exploit this feature to their advantage. This in turn will boost the connections and improve the quality of hires as well.

Engaging qualities

This new feature will no doubt get more of your connections to Tweet and send messages of posts that they like and would like to share or comment and Tweet.

So there you have it, you can now make the optimum use of this messaging feature nonetheless. And in the process improve your connections so that you have ones that you can always fall back on, in the event that suitable candidates aren’t available. Besides, a simple message can have a lasting impact on the ones involved and also improve one’s branding needs.

Oct
13
Sourcing ADDA
Whats App Group Chat – Need for Conducting HR Audits in the Organisations
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Whats App Group Chat – Need for Conducting HR Audits in the Organisations

If you are running an organisation ensuring you have a good Human Resource Management Department is essential as you will have to address any issues related to the hired personnel eventually. And I need not mention that a company’s success or failure is highly dependent on the efficient functioning of the Human Resource Management Department. Therefore you can see the magnitude and how important the Human Management Department is.

No wonder conducting HR Audits at regular intervals is important. They help identify whether the practices or processes put in place are adequate and effective enough. The results that are obtained from the review of the generated Audit report can help us identify any loopholes that are there in the processes. It then enables us to take the necessary steps to minimise any lawsuits or regulatory violations that may occur due to these problem areas. Once it is implemented it can improve the success rate of the firm as a whole because it is an efficient system that works for the benefit of all.  

Having understood the importance we @SourcingAdda, usually conduct discussion on topics that matter to the recruitment fraternity as a whole and are able to do so thanks to the participation of our members who continuously suggest topics. And one such member from Mumbai is Rajaram who wanted to discuss on, “Need for conducting HR Audits in the organisation”and highlighted below is what we discovered…

The thoughts expressed earlier in the conversation above mentions that just conducting an audit is not enough you also need to consider experiences. For that matter simply identifying the gaps and whether the processes are effective is also not enough. When conducting an audit other aspects like culture, engagement, values, retention, branding etc. also have a bearing on a business’ success and therefore should be considered in an audit.

Audits if implemented effectively can make a world of difference to the success of an organisation. Due to its importance in a firms success many organisations are now resorting to audit reports and relying on HR Analytics to better understand the company’s progress and its workforce. Thus the WhatsApp Group Chat on Current Industry Standards in Hiring Metrics or the WhatsApp Group Chat – Metrics used in Recruiting: Cost per Hire are a great read. As it will definitely add more value to the already exhausted list of inputs shared. Giving you a 360 degree understanding of the aspects a firm needs to monitor if it wants to be a success.

Furthermore, by being a part of the recruitment community you can scale your hiring needs and build pipelines of talent wherein our Whats App groups can be of assistance in the area. To reap the various benefits of our community you need to get more involved by participating in our regular activities and by following us @Sourcingadda for real time updates to our upcoming activities and events.

And as always we look forward to your comments on the topic discussed so be sure to leave your views in our comments section below. If you wish to be a part of our online community to remain tuned to the evolving trends within the recruitment fraternity then be proactive and register yourselves immediately today. If you need some more convincing then you should know that the platform provides you with live insights that are from thought leaders within the recruitment sphere discussion about topics that matter.  These exceptional individuals are here to share their live experiences on several recruitment related topics share tips on different methods used for specific types of hiring. Additionally, they enable you to fine tune your strategy be it candidate experience or engagement which have a bearing on capturing hard to find talent at scale. As a member you can leverage the opportunity to build connections and grow your referral pipeline. You can even up-grade your skills and knowledge with real time information not easily available and capture exceptional and potential talent at scale.

Oct
6
Sourcing ADDA
Considering the Whys of Campus Recruiting?
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Considering the Whys of Campus Recruiting?

As employers we claim to understand completely why we have chosen campus recruiting as an effective strategy to fill posts in our organisations. But have you ever stopped, to think and clearly state the why’s we so often use that are in fact the ones floating around. Well as students we too are ignorant of these why’s and would rather prefer to follow the crowd, else risk losing out on opportunities through curiosity.

These statements stand true as I understand it to be and based on the information I possess. In view of these statements here are some insights in to the popular campus recruiting strategy that is used so often by several companies. So here’s one on, “Considering the Whys of Campus Recruiting” that you might find quite informative and that can improve your knowledge and also clarify the doubts that you may have.

To Build Awareness

This is done mainly because of the limited applicants that employers receive. They are of the opinion that as they are a start – up or a small firm that isn’t familiar to the masses, students aren’t applying. But for reputed and large firms the story is the opposite. They are over flowing with applicants but don’t have that many vacancies, yet find a considerable amount of individuals applying when their requirements are fairly clear and most don’t meet their criteria. Hence they try to clarify these requirements with such activities.

To Change the Image

Closely related to the above reason are the misconceptions floating around about the firm, due to its regular appearance. These firms have found candidates developing misconceptions about the business and what they deal with or the roles for which they are hiring. They too make use of this strategy to resolve and prevent such misconceptions from developing further.

To Present yourself as a Top Employer

Well this too poses as an interesting point because those small firms now want to build their brand and say, “I’d like to work for that company and in that department.” This is what most companies look to achieve, so that they get listed by candidates as a potential company they would not just want to, but like to work for. This would naturally boost the number of applicants they receive for a vacancy on regular bases.

To Connect with the Right Students   

Sounds familiar; well if you haven’t already noticed it than, yes, this is another main objective for companies going in for On – Campus Recruitment. They want to connect with the right candidates that they find suitable for the post they are offering. Conducting events like this helps them to get in touch with the candidates on first hand bases, which helps them determine the calibre of students presented at that particular institute. This gives them the assurance that they are bound to capture the candidates that are best suited for the post.

To Share Important Information

Some companies hold a session called “share information prior to interviews”. These are ‘invite only’ interviews that only selected candidates are requested to attend before their interview is conducted.

Some common pointers on the goals that companies have are to “increase the applicant numbers”, “improve the quality of their hires” and “to also boost their acceptance rate of the offers.” So, I hope the doubts that you may have had prior to this have been cleared and if you still have any doubts you can always post them in our comment section and will be glad to address them to the best of our knowledge. Meanwhile, here’s something to think about, “Some people will never learn anything, for this reason, because they understand everything too soon.”  – Alexander Pope

Sep
29
Sourcing ADDA
WhatsApp Group Chat – Business and HR Analytics: Organisational development, formal training, impact on business values, employee performance and ROI
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WhatsApp Group Chat - Business and HR Analytics: Organisational development, formal training, impact on business values, employee performance and ROI

In today’s data drive world analytics is soon becoming the trend in most organisations; in particular HR Analytics, as it helps achieve company goals and ambitions. Additionally more and more firms are also inculcating People Analytics to predict the company’s future goals and success. Apart from this many organisations are using these analytics to influence their decisions about recruiting, retaining and compensating employees. Firms are also realising that HR and People Analytics both can improve functions and business processes as a whole.

All the aspects mentioned above can contribute to running a successful business which is not an easy task. Also, to assist in the organisations future growth conducting certain organisational developments such as organisation trainings that can elevate the current employee skills will improve their overall performance is the key to achieving a company’s goals. Nevertheless is it absolutely necessary for employees to have such trainings and will it help them avoid any challenges? Is a thought provoking query; for the impact it may have on aspects like driving business values, employee performance, ROI and the future?

In order to understand this we @Sourcingadda conducted a discussion on, “Business and HR Analytics: Organisational development, formal training, impact on business values, employee performance and ROI” upon the request of one of our Mumbai group member’s Rajaram and we received a good amount of responses to the same. I bet you’re wondering what they are so then let’s remove the suspense and get straight to it by sharing them below:

The conversation above has sure cleared a few things for us and as our fellow Talent Acquisitionists have so rightly pointed out that such analytics can transform an organisation, drive business values, simultaneously enhance employee performance and improve its overall growth. They have also mentioned that you also require a training need analysis to make that transition a success. Also, the Training and Business team needs to work in sync with each other to address the employees requirement in order to achieve growth driven success.

More importantly, the trainings implementation needs to be smooth to achieve the objective seamlessly. Hence formulating an effective plan is of utmost importance to meet the objectives laid out. Thus far the answer to the question of whether the training can assist employees to avoid challenges is completely an incorrect but rather focusses on equipping them to face challenges head on and thus drive firm success. 

The thoughts shared are definitely insightful as we are shown how it will play out giving us a clear and reliable perspective to follow through with and thus help us improve the quality of the profiles we hire. For those of us who have been constantly searching for answers to these problematic questions are all answered through such discussion. And the discussions sure make things absolutely clear to us as it gives us something concrete to work with and see its impact. So we can then analysis and form more effective plans that help us get closer to our organisational goals using the ways to tap passive candidates to accomplish more than we’d hope to achieve as a unit that thrives to grow.

If you’ve found these perspectives informative and handy to implement in your particular organisation and has helped you grow and improve your ROI then we would like you to leave your views in our comments section below. If you wish to be a part of our online community to remain tuned to the evolving trends within the recruitment fraternity then be proactive and register yourselves immediately.

If you are still not convinced about becoming a part of the community then you should know that the platform provides you with live insights from reputed thought leaders within the recruitment fraternity. They strive to give you workable solutions to common challenges faced by a range or individuals right from the basic level all the way up to senior roles and so much more including building connections. With sole purpose of growing your referral pipeline or up-grading your candidate sourcing skills to capture exceptional and potential talent now at scale.  

Sep
22
Sourcing ADDA
Some Interesting, Yet Surprising Facts about Recruitment
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Some Interesting, Yet Surprising Facts about Recruitment

Recruitment is a vast field with several branches based on a collection of varied job profiles irrespective of the professional field one choses as a career.  No matter which field has a vacancy, you always have the need for a recruiter nonetheless.

It’s no rocket science to realise, after a few interviews that even though there have been changes in the recruitment field, it still has consistency. Well the common knowledge that circulates is that the ways in which companies hire individuals has changed, which doesn’t hold true. Simply because somehow, companies haven’t changed their hiring strategies much, even with the popularity of the internet usage for almost anything is so evident. In view of this here are, “Some Interesting, Yet Surprising Facts about Recruitment” as a whole that you aren’t aware of.

A glance is all you get

If you’re a job seeker than it is important for you to realise that you need to impress a recruiter, at first glance. This means that, they are going to take just one look at you Curriculum Vitae, more commonly known as C.V. or Résumé before they can even get in touch with you and that too, provided they don’t see something that puts them off. Remember that recruiters have a mountain of C.Vs. that they sift through, and they usually contact the ones that they find decent first.

The email address matters

When emailing it is essential that you have a professional one or else you risk losing career opportunities thus hampering your chances to gain employment. To back this up, research has found about 78% of applications were rejected due to unprofessional email address’ irrespective of the application programs that do not show the candidates email address. And you don’t want your résumé to be part of the rejected pile, now do you?

Take into account the cost of replacing staff

Did you know that the cost of replacing staff is phenomenal? Here’s why because to land that perfect candidate for the job isn’t an easy task and it hasn’t ever been either. In addition to the fact that a replacement isn’t easy to come by that will perform the task with the exact efficiency and give you the same results isn’t possible due to individuality. Besides the cost is also different as you will have to pay the person based on their previous package, without the assurance of achieving the same results with that rate of accuracy and efficiency. How can we leave out the cost of training another individual to do the same job?

Job Specification

Jobs that require specialised knowledge are the ones with the experience in it and these individuals are hard to come by. In addition to jobs like security for instance in casinos, you will be surprised to realise the arduous task and the amount of paper work that is involved in a simple and innocent task such as dice checking. All of these aspects together have a bearing on recruiting the right candidate. Well there you go, did you know about these aspects, I for one didn’t. I hope this was as informative for you as it was for me. So, the next time you go job hunting pay attention to these aspects and watch the number of opportunities you receive by simply implementing these trivial, yet important points.

Sep
15
Sourcing ADDA
WhatsApp Group Chat – Does believing in the concept of a 9 to 6 workday; is it hated or welcomed?
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WhatsApp Group Chat – Does believing in the concept of a 9 to 6 workday; is it hated or welcomed?

There has been a longstanding debate on the subject of having a 9 to 6 workday schedule which has received mixed responses. Some are more tolerant of the idea, while others want work life balance, still others prefer flexible work timings and the current pandemic scenario seems to favour work from home and remote working and some also entertain the 9 to 6 work day schedule. It’s confusing, isn’t it?

Therefore it is essential for us to peal the onion a little more to get a clear understanding on the subject at hand. And what better way is there then a discussion to arrive at some sort of conclusion on which to follow through with. Having said that, one of our Mumbai group member’s Archana wanted to discuss on, “Does believing in the concept of a 9 to 6 workday; is it hated or welcomed?” In reference to the shared video link – https://bit.ly/3jCTPSt ”. To find out what we uncovered you can view the insights mentioned below:

After going through the thoughts expressed in the insightful conversation shared above its pretty clear that at the end of the day what it comes down to is the professionalism that employees showcase when on the work floor and the mind-set they have. If you have and follow accepted standards of professional ethics on an individual level this can very well be applied and thus ensure a work life balance that most of us yearn for.  

The minority with good professional ethics in unity follow through it and in the event of the workload increasing are very cooperative and usually resort to staying back to get the workload completed in time. While it is the case it doesn’t mean that such individuals are not productive, also the organisational culture too has a bearing on how this plays out. If the culture determined by the management is one that regards employees leaving on time as not being productive and rather prefer their employees to stay back than that is considered as being productive. Overall the company culture, the mind-set that employees bring with them to the floor and the professional ethics one follows are what determine whether a 9 to 6 work time is feasible and acceptable. If all of these three aspects favour employees leaving on time then a 9 to 6 work time is workable ensuring a work life balance.

Additionally, if you’d like to find out about the Various Talent Acquisition Sourcing Models used in India then it’s the perfect read. Or if you are more interested in How Web 2.0 Toolkit helps Organisations to Attract Passive Talent? then it’s a great read. Moreover, you can even get some good and practical tips on retaining top performers and similar topics. If you are looking to scale your hiring needs then you ought to join our Whats App group. To reap the various benefits of our community you need to get more involved by participating in our regular activities and by following us @Sourcingadda for real time updates to our upcoming activities and events.

We would like to hear your thoughts on the topic discussed on hand and you are welcome to leave your views in our comments section below. If you wish to be a part of our online community to remain tuned to the evolving trends within the recruitment fraternity then be proactive and register yourselves immediately. If you are still not convinced about becoming a part of the community then you need to know that the platform provides you with live insights from thought leaders within the recruitment sphere on common challenges faced. These exceptional individuals are here to share their live experiences on several recruitment related topics thus enabling you to fine tune your strategy be it candidate experience of engagement that have a bearing on capturing hard to find talent at scale. As a member you can leverage the opportunity to build connections and grow your referral pipeline or up-grade your candidate sourcing skills to capture exceptional and potential talent at scale.

Sep
8
Sourcing ADDA
What is a Campus Recruitment Strategy?
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What is a Campus Recruitment Strategy

There are several techniques that are used to maximise the number of recruits with the right calibre. These techniques can be classified in to two groups, namely Traditional and Modern ways of recruitment. Of these many techniques Campus Recruitment is one such strategy, which falls under the category of the Traditional method of recruiting.  

Well now that we have an idea of what campus recruitment is, let’s find out more about campus recruitment as a strategy.

In order to figure this out, we need to distinguish between what a campus recruitment strategy is and what it isn’t? Therefore let’s focus on 1 aspect at a time.

A campus recruitment strategy is not about….

  • A job posting activity or a hiring process
  • Nor is it something that requires your presence only once a year or once in a blue moon.
  • Something that is done exactly the way it has always been done in the past but is done irrespective of the changing trends.
  • Scrambling for time or squeezing in applicants at the last minute for interviews.
  • The feeling that you get when you miss out on gathering best candidates; at the best events or great opportunities to connect with suitable candidates.
  • It’s not about being unorganised or conducting the event with a, I could care less attitude.
  • Nor is it about just engaging in small talk with the institute that allows you to conduct the event or your sponsors who are funding you for the event.
  • It isn’t about just having fun alone without recruiting unless it’s solely an introductory session.    

A campus recruitment strategy is about….

  • Marketing or branding your company and its variety of products and getting the word out to potential recruits.
  • Getting the word out about how often you’re going to hold such events, when and where.
  • Having goals wherein you receive more applicants, better quality of candidates, more candidates with certain skills and a better offer acceptance rate.
  • It’s about letting potential employs know about the vacancies that you have and what your company looks for in candidates.
  • It’s about letting them interact with you and help them resolve their queries or doubts they might have about the job or the interview.
  • It’s also about conducting interviews to capture good candidates and interns with the potential to become a full time employee.
  • If all goes well for the employers and the institute then it can be a good platform to develop strong business connections and improves the reputation of both parties in question.
  • It’s about planning for all contingencies that may arise and requires a thorough planning that to well in advance and stills needs the organisers to be flexible.
  • It’s about recognising everyone’s efforts and working together as a team to ensure that the event was a success.

These are but only a few that we could think of and list out, but I’m sure that you can come across a lot more that can be added in to this list of mine. So make sure you mention the points that I haven’t thought about as yet, in our comments section.

Sep
1
Sourcing ADDA
WhatsApp Group Chat – Roles of Trainees, Employees and Interns in an Organisation
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WhatsApp Group Chat – Roles of Trainees, Employees and Interns in an Organisation

In an evolving industry like Recruitment it comes as no surprise that trainees or interns have become indispensable to most organisations. The reason is that employers give more preference to talent having relevant experience before being graduates vs those without. The recent change in roles being shuffled is another indication for permanent employees to wonder whether the on boarded trainees or interns will become their substitute and is therefore a cause of concern.

Furthermore, focussing on these possible myths can boost uncertainty towards job security across all fields. While it is imperative that we as Talent Acquisitionist’s remain aware of these evolving trends, we are also required to have knowledge of these aspects as it applies to the Talent that is hired. And ensuring that the on-boarded experience matters to employer branding; it once again falls into our jurisdiction and may as well apply to us too. Instead of reacting in a manner that fuels these uncertainties; it is preferable to gain knowledge on these evolving trends so we all can be better prepared for the change that is sure to come in the near future. And what better way is there than to put the topic to a discussion and find out for ourselves the ground reality of things as they stand.

Therefore we @Sourcingadda strive to provide insights on topics that are of concern and that are at the heart of our members interests. We are able to do so thanks to their active participation in these discussions. That being said, one of our Mumbai group member’s Rajaram suggested we discuss about the, “Roles of trainees, permanent employees, interns and senior interns in an organisation”.

With that said, let’s help you discover what we have uncovered in the thoughts expressed below:

We’re sure the insights shared above have cleared any misunderstandings or misinterpretations that may have existed. Therefore you all can be rest assured that having trainees or interns on boarded doesn’t mean that they are substitutes for permanent employees. They are strictly meant for hiring managers looking to hire fresh talent with experience and isn’t to be mistaken as replacements and nor should it attract much concern by permanent employees. Apart from these aspects there are even guidelines shared for potential prospecting employers cautioning them that while they do hire trainees and interns they need to ensure they extend the same compensation status as their employees to them. It even mentions that if they refuse to comply on the aspect of a fair compensation they are setting themselves up for a long drawn out wastage of funds on labour cases and law suits. Therefore they should heed these instructions in order to boost the organisations growth and avoid unnecessary losses due to statuary obligations and risk affecting their brand reputation.

Additionally, for those of you who wish to add to their knowledge and get a clear perspective on the WhatsApp Group Chat – Product Hiring: Challenges, Solutions & Difference between Product and Services Hiring then it’s the perfect read. Or would rather find out more about the WhatsApp Group Chat – Pros & Cons of Job Rotation Programs and its success in India than that too is a great read. Moreover if you wish to get some good and practical advice on how to go about formulating a perfect Talent Acquisition strategy to your hard to get potential prospecting talent then join us on Whats App and hire at scale by getting more involved; how, you ask? than follow us @Sourcingadda for real time updates to our upcoming activities and events

  1. a) Leaving your views or requests to join these groups in our comments section below

OR

b) DM us to @Sourcingadda with your name, WhatsApp. Contact no. and location

Where one of our representatives will get back to you at the earliest or you can be proactive and register yourselves immediately to stay abreast in the latest recruitment trends. Become a part of the #1 recruitment community to remain tuned to the evolving trends within the recruitment fraternity. The platform provides you with live insights from thought leaders within the recruitment sphere. These exceptional individuals share their live experiences thus enabling you to fine tune your hiring strategy and capture hard to find talent at scale. As a member you can leverage the opportunity to build connections and grow your referral pipeline or up-grade your candidate sourcing skills to capture exceptional and potential talent at scale.               

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