Jay Tarimala
Published: 2020-06-18
Total Pages: 341
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The sourcing and recruitment community has come a long way from what it used to be 20 years back and as recently as 5 years back and the amount of technology changes has kept everyone on the tenterhooks. The methods that you would adopt or Boolean strings that used to work today may not work tomorrow and there is a constant learning curve to keep oneself updated and also brings a healthy level of competition among individuals eager to show their wares.The volume based or niche skills hiring has become a race to the finish. The individuals with the super sourcing as well as relationship management skills tend to be more often than not the winners in the end.The recruitment community looks to find the needle in the haystack every day to find the right candidate to fulfill the hiring manager mandate. The ever bulging stock of search strings, productivity tricks and their ways of thinking they implement are a stuff of legend.There are several sourcing tools in the market which can retrieve results of many of the searches in a jiffy and it is only the ingenuity and unbridled curiousity of the individual with oodles of patience that will separate the good from the best. The tools do not make a Sourcer or recruiter but they should always be seen as an assistant to free up their time for more productive conversations with prospective candidates.The sourcing and recruiting function as we see today is by and large a reactive response to changing business conditions or competition's news releases. The very qualified, accomplished and highly motivated candidates may not want to pass through the Applicant Tracking Systems. It probably is time for the ATS systems to have all the functionality of a true Candidate experience management system. The moment an intake meeting is completed, the most likely first place a sourcer or recruiter would go to is a very popular business communication platform, not the ATS.The alumnae networks in terms of the individuals wanting to come back to the fold, the 2nd and 3rd place candidates for a previous requisition (assuming its similar) are rarely given a second look and as a consequence a lot of candidate relationship that you would have built up in the past is frittered away.I envision that the ATS systems of the future would be able to review patent and research publication databases, identify where the marketplace could be headed and do a web search and come up with prospective candidate lists for the TA team to develop effective relationships much earlier in the game. Also, they may also obtain the ability to review a lot of competitor's job postings or their social media activity, and give a snapshot for the TA folks to investigate further. It's not a surprise to know that at many companies, the Talent Acquisition team spends quite a bit of time to refill the same roles again and again due to attrition (voluntary and involuntary).The Cost of hire, ease of hire, quicker closure and perceived lesser risk is driving employee referral programs at many companies and it is not a shock anymore to find that some companies hire 50% of their new hires through this channel alone and it is only accelerating.The sourcer or recruiter of today would have to elevate themselves to function as a business consultant in true sense rather than being an order taker and delivery person.This book is to provide an understanding and practical implementation of sourcing and recruiting techniques, methods, tools, tips for the recruitment community to optimize their time and find the relevant information (trends, movers and shakers etc.) to be better prepared to find relevant candidates for their clients (internal or external) and provide a better candidate experience.