Rambling Recruiter

Reasons Recruiters shy away from using Social Media !!

Social Media often called new age search tool has proven over a period of time how innovative can sourcing get. A topic like “Why a recruiter would shy away from finding new ways to search a candidate!” might sound weird, most of us feel that Recruiters must ideally make the most of these new channels of sourcing isn’t it? Let’s first get back to basics. We were taught in management schools, “Recruitment means, Hire the Right Candidate, at the Right time, at the Right Cost and from the Right Source”. So now when we talk about the Right Source, what do we exactly mean!!

Internal Sources and External Sources. Internal Sources is nothing but recruitment from within the organization (Promotions, Transfers, Re-employment of ex-employees). And external is recruitment are from outside the organization (Job Portals, Vendors, Campus Recruitment, Employment Exchanges etc.). On one hand where we can say that this is very basic gyan but we need to understand a strong base holds pillar. Social Media comes under the Category of External source, a very powerful tool indeed. We can go on and on about the power of Social Media and how it has benefited companies and some recruiters. Yes I said “some recruiters”. So what is the reason for this small count of recruiters using it!! Isn’t company pushing their Strategic team enough to start using innovative ways of hiring!! Let’s find out the top 3 reasons recruiters run away from using Social Media:

Reason 1:

Quick turnaround time / SLA: Well we as recruiters are familiar with the term SLA. We have a standard SLA to fulfill a particular requirement. So if I need to hire people, I will look out for a sourcing channel where my SLA is shortest, what would be better than a Job portal which is filled with resumes? For example: Today if I have a Java Requirement, I would normally source from Job Portals. 10-15 mins of time invested can in turn fetch me 10 good resumes. Why would I want to turn to Social Networking sites where I will have to invest this same 15 min just to identify the Professionals and not even contact them? As there might be times when you have to wait for day’s to get connected with professionals present on Social Networking Sites (LinkedIn / Facebook / Twitter / Plaxo / Xing, etc.). SLA takes a hit hence one reason why recruiters shy away from going social.  But give it a thought – a passive job seeker (from these social sites) is 100 times surer of joining your company than active job seekers (from job boards). So “time invested in Social Media sourcing is Wise investment from joining perspective

Reason 2:

Networking skills: Hunting/ sourcing through these Social sites is not a piece of cake. What would you do the first thing if you are given a position and asked to close it only through the Social Media channels? Probably as a newbie you would just be lost in the ocean of networking sites. Sourcing Through these sites needs good Networking skills, this is not overnight job! Rather it develops over a period of time where you connect with people, keep yourself updated with tools and technologies and be pro-active to get references and network. There is a small section of recruiter who shy away from Networking! Running from networking you might never be able to make utmost use of this sourcing tool!

Reason 3:

Learning and Development Vis-à-vis KRA: As mentioned above working on these social sites is not an easy job. On practical front these skills stands Vis-à-vis our KRA. Well, let’s take this scenario, if I am given easier IT skills like Java or Mainframe to be worked upon and as a recruiter its mentioned in my KRA that I need to hire 70% through Direct sources (like job boards, walk-ins or social media) certainly I would focus on walk-in or Job board so as to meet my KRA. Also since most of skills assigned to me to be worked upon are generic and I don’t get the opportunity to explore this medium. As of result I would not allot any time for personal learning and development. Number, time constraints, business pressures make it all most difficult to concentrate on exploring various means.

So now that we know some of the problems what is the solution!! I had read it once that “A manager does not like to hear problems; he is more interested in knowing the solutions that you bring in

Well personally speaking I can see the following solutions that can be implemented to encourage recruiters to use Social Networking Sites:

–          Recruitment Manager / TL can give mixed basket of requirements to every recruiter like few vanilla and few niche requirements, this will give an opportunity to the recruiters to explore and use Social Networking sites.

–          Managers can tweak the KRA’s and give 5-10% weightage to requirements closed via resumes from Social Networking sites.

–          Recruiters must also ensure that they practice searching resumes on LinkedIn and other networking sites. At least half an hour to one hour to be given dedicated to Exploring new means.

–          The Training team must also make sure that the recruiters are educated about these new networking sites and a details training program is arranged. Post that a feedback can be taken on how it has helped enhance their productivity.

–          Recruitment Mangers must give some time to the recruiters to cope up with this new introduction of social recruitment. Meanwhile Recruiters must use all possible ways to self-initiate and learn about this tool.

– Any new methodology mastered by anyone in team must be circulated to entire team and efforts put in for SM hiring should be recognized so that others feel motivated to take it up as well.

All said and done, as a recruiter one must be open to new challenges and new sources available in the market. Recruiters who don’t get a chance to use such sites should also not shy away from exploring it as you never know in your next assignment you might have to use Social Networking sites. Also Management should agree to the fact that Social Networking Sites is no more a FAD, it’s a reality and candidates are very much active on these sites. Do let me know if you have any additional points and questions regarding this topic. Your feedback and suggestions are always welcomed.


Rambling Recruiter

Rambling Recruiter

Ways to handle Exit Interviews – “Yet another corporate jargon”

Exit Interviews! Any professional who have been asked but their perception of this corporate Jargon ends up saying that “What’s the use of it”, “It is just a formality”. This Blog is much related to this myth. While we will try to understand the importance of Exit interviews in the following discussion, the main essence of discussion would be around ” What is the right way to Handle Exit interviews by both HR representative and the Employee. To start off with, let’s first understand what exactly is the concept of an Exit Interview!.

Exit interviews in Layman’s language means the interactions held between the employer (HR representative) and the Exiting employees (who have submitted their resignation). Well the basic purpose of these interviews is to find out the reason for an employee’s departure which could be for various reasons like Compensation, education, better offer Etc.  And to aims at improving the working conditions by concentrating on those areas which is leading to attrition. All this is based on the feedback from the employees who have decided to move on / moved out. So does that mean that employees who have been fired also have to undergo an Exit Interview? Well the answer is YES. Exit Interviews act as a medium wherein employees can share and talk about their experience with the organization and this in turn will help the HR to note specific points and based on which they can work on the points. But as mentioned earlier, there is a general feeling of dissatisfaction amongst employees that this is just a formality. Nothing normally happens once the feedback is shared. So do you think this is true? Are Exit interviews not been implemented properly?  

Following are some of the points that might throw some light on this interesting subject for Employees:

– In cases where if you decide to switch jobs for better prospects, it is always advisable to make the transition as easy as possible. It mostly depends on what kind of inputs the HR is looking for and how will the organization make use of that piece of information.

Avoid negative / damaging criticism: Well this is a very important part for the employees who leave on a negative note. What does this mean? Well if an employee is not happy with his / her manager or the organization they tend to give a lot of negative / damaging criticism. I am not saying that you should not share the facts, but do focus on the situation. Try to balance your expectation, the situation then and how things could have been made better.

 – Always try to prepare yourself for such interviews, try to consider this as a recruitment interview. You might ask WHY? Well the HR might ask you questions such as reasons for leaving, job satisfaction, frustrations, and feedback concerning company policies or procedures. So in order to answer these kinds of questions one must have data to support the answers.

 – Employees also need to understand that the professional world out there is very small, in terms of contacts and networking. You never know when and where you will meet your last employer and work together again. 😉

Now let’s try to focus on the HR Professionals who conduct Exit Interviews. Well some might say that this is an easy job, all you need to do is give some forms, ask why you want to leave, shake hands and say good bye. Well this is not as easy as it seems. Following are some of the points that the HR must take care during Exit Interviews:

Prepare and Prepare: Well just like the employees, the HR must also ensure that they have sufficient information of the employee and have data to support the flow of the discussion.

 – Avoid Question such as:

Where are you going to work next?”  Well I am not saying that this is a wrong question, but imagine if that employee’s employment verification report comes as negative, or the offer gets revoked? You might not like to be held responsible for this unfortunate event, as you are the only one who might know where the candidate is joining.

Always ensure that you send across a formal calendar request and give appropriate time slot to the employee. As normally companies have these interviews on the last day. And as we all know the amount of running around that requires on the last day. (Exit From, Approvals, Time sheet, ID card, Bus Pass, etc.)

Organization should have a documented policy stating how exit interviews happen and Interviewers need to be trained to conduct Exit interviews.

The best way to conduct an Exit Interview is F2F. In some cases this might not always be possible (Centralized Team, Out Stationed Resource), hence one must look for alternate options such as Video Conference. Having telephonic exit interviews are not advisable, as this might not create a good impression on the employee.

End of it am sure you too might have loads of things to add about this topic and you might agree or disagree on the points mentioned in this post. I would be more than happy to know your views and your experience based on the Exit Interviews that you might have conducted or attended 😉


Rambling Recruiter