Monthly Archives: August 2013

Top 2 Reasons for Recruiters / HR’s to be on Twitter!!

Resumes, Dropouts, Offers, Targets, Excel Sheets, Reports, ATS, Performance Management, Appraisals !!! These are some of the keywords that are a major part of any Recruiter and HR’s life. Well, there is no doubt that this is their bread butter and life line of any professional working in the HR Industry, but as they say, there is more to it. Well, this is a small attempt from my end to highlight the importance of Twitter in the life of Recruiters and HR professionals. In my previous post I had talked about Reasons Recruiters run away from using Social Media !!

PS: We Recruiters / Hiring Managers have a general mindset that it’s only about getting resumes from Social Media Channels, Job Posting, and Sourcing etc. Well, it’s also about creating your network, engaging with the audience, joining meaningful conversations and so on. So let’s take a look at the Top 2 reasons for Recruiters and HR professionals to be on Twitter.

Twitter-talking

Twitter is a great platform for Recruiters to have meaningful conversations –

Twitter can be used as platform by recruiters to engage with the audience. Recruiters can follow various Industry experts, HR Professionals, Technology Experts and talk, share, ask questions and join conversations. Imagine you being able to follow VP HR, CEO’s, HR Managers, Recruiters, L&D Managers!! Is this possible!! Well, Twitter makes it possible. So think of the kind of knowledge all of these experts have and best part is that they are already sharing it on Twitter. Needless to say that all you have to do is follow them. Again it’s not only about hiring, hiring and hiring.

Chat Sessions –

There are various chat sessions that are conducted to encourage HR and Recruiters talk about their experiences. These Communities talk about topics related to HR / Recruitment industry and the experts on those topics share their views. And all this in just 140 characters. Well, again you don’t have to be an expert to follow the tweets, you can also be a silent spectator and gain knowledge. Following are my personal favorites chat sessions that I regularly follow:

A)    Dr Tanvi Gautam – https://twitter.com/tanvi_gautam – #indiahrchat (Latest Chat Sessionhttp://indiahrchat.com/learning-development-next-frontier/)

B)    Nisha Raghvan – https://twitter.com/TheHrbuddy – #IndiaHRLive –  (LIVE YouTube Session every Wednesday 8pm IST)

C)    Rakshita Dwivedi – https://twitter.com/Raks_d  – @plugHR – #hrtrends  (Occurs every Thursday at 4:00pm IST)

D)    Nisha Raghvan – https://twitter.com/drivethruhr – @drivethruhr – #dthr (Occurs every day at 10:30pm IST)

Are these reasons still not enough for you to join the amazing world of Twitter!! J Well, there can be many more reasons once you start using Twitter. These two are my personal favorites to be on Twitter. All you got to do is follow your interest areas and experts in your field or profession. Twitter can be a bit complicated to use at the start, but once you get the hang of it, me sure you will gain a lot from it.

Looking forward to the reasons why you are on Twitter or why not. You can follow me on Twitter  and let’s connect, share, learn and unlearn.

Regards

Rambling Recruiter

Twitter | LinkedIn | About me

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Rejecting a job offer? Get ready to pay penalty!!! Would this work!!!

Rejecting an offer!!!  Recently happened to go through an interesting article on The Economic Times titled “Rejecting a job offer? Get ready to pay penalty. Well, let’s try to decode this. Being in recruitment industry, I am fortunate and equally unfortunate to have faced this situation. Candidates have accepted offers, and dropped at the last moment. The reason why I mentioned that I was fortunate to have faced this was that it helped us to learn and then move ahead. And unfortunate as at times the project had to suffer delays because of last moment dropouts.

Well, coming back to the topic, the ET article talked about penalizing candidates who do not join the company after accepting the offer. Would this work!! What will be the impact of this clause during hiring stage!! Let’s take this example; the hiring industry in India has Notice Period ranging from 30, 45, 60 and 90 days. So if a recruiter is hiring a resource with 90 days of NP (Normally 90days would be considered a risk, but again it depends from situation to situation). In my previous post had covered the issue of “Would you hire candidates with 60/ 90 days notice period!! The issue that the ET article talked about is kind of a reality and a common phenomenon, but not regarding the penalty aspect. May be there are a few exceptions. But would this work!!!

Employees

Would you sign an offer letter stating that you if you back-out you need to pay X Amount!!

Would a candidate think twice before appearing for an interview knowing that once selected, he/she needs to sign such an agreement!!

Well, one good thing about this so called clause is that the candidates will have to be 100% confident, and then chances of them joining will be higher. And not to forget the project would not suffer loss in revenue if it’s a billable resource and also if it’s a Sr Management position. But personally I think that this will work for certain key positions in companies. This cannot sustain in all kind of levels of hiring. Companies need to ensure that they pick and choose those key positions which will have a severe financial impact if the candidate drops-out.

Candidates on the other hand need to ask themselves and be confident during accepting an offer. Accepting an offer is a commitment in a way, but may be companies have faced the heat due to frequent drop-outs, hence some of them have resorted to include such clauses in the offer letter.

All new experiments do face issues and have lots of criticism, but it seems to have worked for a few companies. So do you think that such clauses can work in India across levels and industries!! OR do you think that this is just one odd case where it worked. Eagerly looking forward to your views on this.

Regards

Rambling Recruiter

Twitter | LinkedIn | About me

Recruiting Best Practices

Normally we always look for Best Practices from the outside world. We mostly try to intake those Best Practices, and convert it into our system. But in this entire process, we end up missing out of the Best Practices that are already inside the organization. What does this mean!! Well, it’s not a rocket science, nor do I have any plans to make it more complicated.  Best Practices might work for some companies, not all. Any specific reason for this!! Well, let’s take a look at some examples and also try to highlight some of the Best Recruiting Practices.

You might have often heard people comparing their previous companies when they join a new organization. We had this facility, our Insurance coverage was higher, we had free transport facility etc etc. Well, there is nothing wrong is comparing, but one also has to see the size of the company, fundamentals, history and values of the company. One can surely take inputs from the employees and try to see if they can accommodate some of the best practices, if not all.  Well, this was a brief Gyan about Best Practices. But we are here to talk about Best Recruiting Practices.

First Step : One would normally agree that the first step is always important. Well, in Recruitment language, Job Requirement / Specification / Description is considered as a first step in the hiring process. If the skills is not clear, the recruitment team will end up hiring a wrong resource. And this in turn will create additional cost of re-training the resource, or you might need to hire a new resource. Hence one should always ensure that the first step is right and then proceed.

Apt use of Technology : Technology plays a vital role in recruiting process. Earlier we used to depend on Excel Sheets (Some still prefer Excel Sheets) as database. Management now have the option to use ATS (Applicant Tracking System). These systems have made recruiters life easy. Now one can easily track the status of the candidates that are processed, selected, rejected etc.

Candidate Life Cycle Experience : This is an area that gets ignored by most companies. Candidate Life Cycle Experience is nothing but the experience of a candidate since the day they got the first call for hiring, till the day they join the company. There are numerous stages during this process, where the candidate might decide if they would like to join the company or not. One has to ensure that the Interviews are conducted on time, candidate have been briefed about the job opening in detail, inform the candidate if the interview has been delayed. Also inform if the candidate is reject or on hold. This is one area where most of the candidates have a valid complain that they don’t get feedback from the recruitment teams.

Follow-up on Regular Intervals: Once the candidate is selected, the recruitment team needs to follow-up with the candidate till they join. Some companies have a separate team which does a follow-up call. But not all companies have this luxury. So one needs to keep a tab on the number of joinees and ensure that they be in touch with the candidates and keep them charged. (A term used in Recruitment Industry, to ensure that the candidate is interested and charged to join your company )

Proactive Approach : Being proactive at all levels is very important in the recruitment business. Proactive Sourcing is a key factor to ensure that your get the resource on board at right time. Also the recruiter needs to proactively create a back-up ready just in case the candidate drops out. This might seem a very simple process, but it does take a lot of time and effort to re work the entire hiring cycle.

Social and Mobile: This has been the latest entrant in the space of hiring era. Social Networking sites have provided and additional dimension to the recruitment industry. Although the traditional ways of hiring are still active, this new addition is surely providing advantage to both employees and employees. Although in the West, Social and Mobile has a major share in hiring process but in India things are picking up and it is already playing a key role in hiring decisions.

All these factors cannot be worked out overnight. It takes lots of practice and hard work for the recruitment team to ensure that they have “Right Source, Right Time, Right Cost and Right Hire”. Hiring is not just filling open position, but filling them by following the right process. Looking forward to your views and about which recruiting practices work for you.

Regards

Rambling Recruiter

PS: Following article is from my guest post for @huntshire

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