Blog Archives

WhatsApp Hiring!! Not a Myth anymore!!

It’s been almost 3 years since I wrote this post “WhatsApp as Social Recruiting Tool!! You must be kidding!!!” Since there has been lot of insights, discussions, agreements, not so good agreements around how WhatsApp can help in Hiring. But as time went by, we did learn new ways to leverage it for social hiring.

Well, some might still say that the LinkedIn Posts about people asking for phone numbers and adding them as part of some technical or jobs group is crap. But what is right and what is wrong, who decides. If that so called approach works for them, so be it. At the end of the day, it’s a choice that people make to share their number of a public platform or not. So, moving on, I know us being into the hiring business, we are always surrounded by numbers, data, and reports. So here are some facts about WhatsApp that might help us to discuss more about how it can make an impact in the coming years in the space of social hiring.

global

So what have we learnt from this data!! https://goo.gl/a6bqev

– Out of 24 Active Social Platform, 11 of them at Messengers and FB Messenger and WhatsApp are comfortably sitting on 2nd and 3rd positions.

– As we move on there will be more and more new Internet Users and more active social media users

Coming on to the recent update that the entire world is talking about is the WhatsApp Status Update. Some are happy, some not. But how do you think it can help us as hiring professionals!!!

Here are some examples that we might be able to leverage and a tiny wish list from a passionate hiring professional of how WhatsApp can change the social hiring space:

– Can recruiters share interesting stories around their company updates via photos? I am sure many recruiters would have create a dedicated hiring group on WhatsApp. This is a great opportunity to share in stories via this new update

– In case companies have created an internal WhatsApp group, they too can leverage this update of sharing stories around workplace, updates, celebrations etc.

So now moving on to the wish list of a recruiter for WhatsApp teams:

– Imagine a dedicated Company Group (Official Page) on WhatsApp, where in companies can showcase their work, their culture, their events, their hiring needs, their awards etc. (WeChat already has this option)

– There is no doubt that we are all more active on WhatsApp than on any other social platform, so it would surely be a win win situation for all Corporates, WhatsApp team and prospective candidates, audience and followers to explore this option.

– It also makes a good business sense for WhatsApp to monetize this platform and also help Corporates to reach more and more candidates on real time basis.

Would be interesting to know your views on whether a dedicated company page on WhatsApp will help us as hiring professionals to tap in prospective candidates. Feel free to share your views.

Happy (Social) Hiring

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Don’t (Just) join Twitter to look for Resumes

Hey, how to get resumes from Twitter?

Twitter is very complicated!!!

Do we actually get resumes on Twitter?

All one needs to ask was, “Are you on Twitter?” The answer is  -“No I am not on Twitter”

This is a typical problem that Recruiters / HR / Sourcers face and end up either not joining Twitter or end up not using Twitter.

Top_30In an ideal situation, Recruiters / HR / Sourcers must not Join Twitter (Just) to look for resumes. You might be surprised to here this statement. Well, there are many reasons to join Twitter other than looking for candidates.  As they say you can’t learn swimming by reading a book, you need to get into the pool. Same is the case with Twitter. You need to be on Twitter to experience it. So, your next question is for what should we join Twitter for?

Tweetchats 

Twitter : A Goldmine

– Build your Brand (Individual / Company)

– Follow HR Leaders, Fellow Recruiters, CEO’s, Company’s Twitter Account

– Ask questions related to any technology, hiring process, new methods of hiring / you can also answers questions based on your experience.

– Dont just keep on posting jobs on Twitter, keep it going but at times its just too much.

We as recruiters are programmed to use social platforms such as a Job Portal. Twitter is not a Job Portal. Self Learning is a key, and one can only grow if one is willing to learn. . I’m not selling Twitter to Recruiters, but just trying to say that there is also a different side to Twitter. All you need to do is invest some quality time.

Looking forward to your views on this topic.

Happy Tweeting.

 

 

LinkedIn Publishing Platform is not for Posting Jobs? Is it?

Before we get down to business and before all Recruiters start defending Posting Jobs on LinkedIn’s Publishing Platform, let’s know more about it first. Did you know that LinkedIn has been providing a publishing platform for 100 global influencers since 2012? And soon based on the success of it, in Feb 2014 LinkedIn announced that it was opening it up to another 25,000 members and then soon giving access to all its 300+ million users. I too was fortunate to be part of the first 25k users to get access to this amazing platform.

LinkedIn

Ideally when LinkedIn must have thought to introduce this publishing platform, not sure if they might have thought that recruiters might end up posting jobs on it. You might say that what is wrong in that. Well, there is nothing wrong in posting jobs, but Publishing Platform’s main motto was to share your thoughts, insights and articles with your followers.

Off lately there have been many users who have got access to the Publishing Platform. It’s a great move by LinkedIn to encourage more users to start sharing their thoughts with their LinkedIn Community. It also helps you to increase traffic on your Profile and your blog too. All you need is to link it via LinkedIn Publishing Platform.

LinkedIn Publishing

Before the recruiting community starts getting into a debate, let me also say that even I am a Recruiter. Just like you even I am always looking for platforms that can help me post jobs and hire talent. But this particular platform is not meant to be used for posting jobs.  One should share their professional expertise with the world via this platform.

This is also a great place for first time bloggers to start sharing their experience with their LinkedIn community, increase their brand visibility and followers too. But the challenge is that LinkedIn itself can’t stop this, and they should also not do it. It’s upon the individuals to make the right use of this Publishing Platform.

So would you like to be an influencer by using LinkedIn Publishing Platform? If not, you are free to continue Posting Jobs.

Looking forward to your thoughts on this interesting development related to LinkedIn Publishing Platform.

Regards

Rambling Recruiter

 

Yes I’m Proud to be a “Sourcer” | Are you!!!!

This journey began way back in 2005, when I entered in the Corporate World. Day 1 and I was calling candidates and inviting them to come for Interviews. Then Started with Sourcing resumes via Naukri and Monster.com (India’s premier Job Portals) then entered the world of passive hiring and now Social Recruiting. Since that day I have been fascinated by the way things have changed in Sourcing.  Way back in 2011 I have written a Blog for SourceCon titled Sourcer OR Recruiter: A Classic Title Dilemma in India

Sourcing is a Specialized Job and it needs real passion to work as a sourcer. Typically most of the sourcing experts end up working on bulk requirements; it is also known as mass hiring. When it comes to this kind of hiring, there is a lot of dependency on Job Portals. And the sourcer is just restricted towards Job Portals.

Years have passed by, but has the mindset changed towards Sourcing in India!! Are sourcers still hiding behind the shadow of Recruiters!! Are they using their Sourcer Title in their LinkedIn resume!!! Does their Twitter Bio say “Sourcer”!!! The answer is a BIG YES.

Sourcer

Sourcing is at the center stage of hiring process in India. It is considered as a cost saving team that is expert at finding talent from best possible and cost effective channels. With the emergence of Social Media, Sourcing has moved to a new level. Sourcing which was just restricted to Job Portals has now evolved. Now Sourcers have adopted this new medium and are active on relevant channels to source talent. There are special Sourcing Teams which work on niche requirements, a team that works on Leadership Sourcing and a team that even does Market Mapping.

Sourcers are now active on Twitter, LinkedIn and Facebook in search of candidates. But a word of caution:  You cannot tell a sourcer to use LinkedIn for Generic Requirements. Also you can’t expect the sourcer to line up 100′s of candidates using the passive sourcing channels. Hence one needs to ensure that the right sourcing channels are being used.

Let me repeat myself; Sourcing is all about Passion, it’s all about challenging you to search, learn and explore new ways to source. As a sourcer one must be ready to adopt new channels, try them and test them. Don’t be afraid of failure, just go ahead and explore the online world.

Yes I’m Proud to be a “Sourcer”. Are you!!!!

Looking forward to your experience and views about Sourcing Function in India.

What, How, When, Where, Why !! All about #Tweetup

“Tweetup” Is it a new Twitter Analytics Tool!! Well, not really. A tweetup is an event where people who follow each other on Twitter meet up. Where do they meet!! Online!! Well, they normally decide a venue (Normally a Café or a Restaurant).

So why a Tweetup when you can sit in front of your laptop or use your smartphone to connect with people!!! Let me ask you this – Why do companies prefer a Face to Face interview!!! Well, Tweetup is not about Interviews, but In-Person meets do help us know more about the person than just 140 characters of his or her Twitter Bio 🙂

Last week I had attend an interesting Tweetup with @Sarangbrahme @nabomita_smiles @RajeshMTHRG and @GlobeSlother in Pune. Although I have been following them on Twitter, it was great meeting them in person. This gave me a unique opportunity to know more about them, their work and their interests.  We spoke about topics such as role of Social Learning, how is Social Media helping them in their respective work – Personal and Professional.

Pune_Tweetup

There were also some notes that were exchanged about Best Practices in Social Recruiting, Digital Marketing and Leadership.  There were also some interesting insights that were shared about string theory and social strategies.  My favorite one was the discussion around “Some people communicate far more on Twitter than in person”

It was a great Tweetup and this surely helped us all to know more about each other. Tweetup is a great way to connect, engage, learn and share with people who are on Twitter.  It’s like finally putting a name to a face. Looking forward to your experience on Tweetups.

Rambling Recruiter

India’s largest database of employees!​!! Free!! Possible!!

“Employee Database” – we feel Corporate HR alone has access to these names. Ever wondered or dreamt of getting access to real time employee data of all companies without being had to run behind insurance companies or by illegally buying the databank. YES there is a way to get access to this without shelling out a single penny.

You must be kidding. How can you get India’s largest database of Employees!! And to make things more interesting, for FREE!! How on earth is this possible!! Well, I am not a hacker, so this option is ruled out. During writing this post, I often did ask myself this question “After this post, some authorities and companies might want to block this database access!! 

So have I scared you enough!! So if this data involves all the companies that are operating in India, how can it be free to access? Well, I am still looking for those answers. But imagine the power of this database. People can use it and also misuse it. Again it depends on how and what you want to do with this data. Normally people use the term Gold Mine, but I would like to call this as Diamond Mine. Such is the power of this data. Enough of selling.

 Some questions before we get into the database: 

Can you get the entire list of employees working in any company in India!!! 

Can you find the exact number and full names of employees working in any organization in India!! 

Can you get the latest report of employee’s headcount (Updated every month) 

Want to know how many employees your competitors hired last month, last year!! 

Is all this possible!!! If yes, can you access it for FREE!!!

Well, as they say what’s knowledge without sharing it? And the more you share, the more you end up learning.

Enough of suspense. Following is the magic link that will answer all the questions that were highlighted earlier and much more. http://www.epfindia.gov.in/

Well, you might say that this is just an Employee’s Provident Fund Account. How will they provide access to the entire database? Well, in employer’s column, there is a section called “Establishment search (Also view Remittances & Member Name)” Just click on this.

Once you reach the page, just go and click on the last checkbox, ie – “Also search on Estt. Name (enter a few characters of estt. name or in full)”. And now all you need to do is enter any Company Name that operates from India. Simple!! Once you enter that company name, click on Payment Part. And then what you get in nothing short of a Eureka moment, which includes:

Sl. No. –  TRRN – Date of Credit – Amount Wages Month – No. of Employee – ECR and Member Passbook details. To get the name of all the employees working in that organization, all you need to do is click on the hyperlink (No of employees) section. Also to add, this data gets updated every month. Well, EPF org has to do it, as companies pay their own contribution every month. So no chance of this data being stale or old. How cool is this!!!

So can this be India’s largest database of employees!!!

Some of you might question the ethics part while sharing such data. Well, this data is free to access (As we speak). Not sure if  companies plan to block it in future. But personally I feel such data should not be open to all. Looking forward to connect with you and know your views, opinions on how this data can help you? Will you use this data!! Is it right to have the access of this data!! Should this data be blocked!!!

Regards

Rambling Recruiter

Twitter

Would you hire candidates with 60/ 90 days notice period!!

Well this question might not seem right, as everyone has the right to apply for a job, and every employer must not ideally ignore candidates with 60/90 days notice period. But does this actually happen in the real world!! Let’s try to find out the concept of hiring or not hiring resources with a higher notice period. For those recruiters who are hiring in Western countries might not have to worry about this scenario, as the Notice Periods are very rarely more than 30-45days. They believe in the concept of having shorter duration of Notice Period for employees. But for those recruiters hiring in India, they have to face the issue of 60 / 90 days policy.

Notice_Period

So what is wrong in hiring professionals with 60 / 90 days notice period? Well, to be honest there is nothing wrong in hiring them. So what is the real issue? Who decides to avoid candidates with higher notice periods? The answer is not that simple, so let’s dig out some of those reasons. Let’s take a real life situation, a recruiter needs to hire Vanilla Skills (Java / Mainframe, Manual Testing professionals), So given an option, will the recruiter go for candidates whose Notice Period is 60/90 days? I guess most of you might say NO. Do you have a reason for that? Recruiters might end up saying that the Delivery / Management team need resources as early as possible. Hence we end up looking for candidates who can join in 30-45 days max. There are some exceptions where they need resources ASAP. But at the end of the day, this is business, company wants to bill the resources ASAP and earn profits.

So does this mean the candidates with higher notice period might lose on opportunities? Hmmm… Well the answers is YES and NO. Again it depends on what skills you are working on. To take an example, niche skills such as FlexCube, Vision Plus (Some might say that it’s no more a Niche Skill), TransactSM, Business Analysts, CRM etc are available in companies with 60 / 90 days notice. So in such cases recruiters can’t ignore these candidates. So do you think this is fair? Candidates might not agree with this distinction, and might call it unfair practice. But…. this is the reality. Many a times have heard candidate saying, “I want to look for a new opportunity, but can’t join early as NP is 60/90 days”. Again to make things worse, companies are not ready to release their resources even with a buy out option. Strange, but true.

So what you think about this situation? Are recruiters right / wrong in avoiding candidates with higher notice period? Looking forward to your opinion and views on this topic.

Regards

Rambling Recruiter

Are you looking for information about your Competitors !! (Market Mapping)

 
Well, you are at the right place. All you need to do is log on to LinkedIn.com, Search Companies and there it is… All the information that you might need for your competitors. Simple Right….!!! Well the following post is an attempt to guide you through the various sections that will help you track about your competitors. Will also highlight some examples that will give you a clear picture of this very effective search option. As you know LinkedIn is a very powerful medium where you can find professionals working across levels and industries. LinkedIn has surely made it easy to find employers, their jobs and their employees.
 
So lets start, just log on to your LinkedIn Account and go to  Companies search option. Once you enter your desired organization you can click on the following section on the right side :  
Check out insightful statistics about company. 
 
For example, if we look at Accenture, from the stats page you can find out the following information, which may be useful in terms of Market Mapping, or targeting potential candidates.
 

– The number of Acenture employees on LinkedIn

– Before Accenture employees worked for which organizations

– After Accenture employees went to which Organizations
 
– Location wise where are the Acenture employees working
 
– New Hires as well as the recent Departures
 
 This data is not only useful for the recruiters, but its also useful for the company HR to look at the their potential Competitors hiring their resources. Its a tool that they can use and decide for retention  as well.
 
 
There is also a section of Careers page, where you can look at the skills that the company is hiring for and also the concerned Recruiter handling the position. In case your organization is looking for a Recruiter, this is really a good way to approach the concerned Recruiter. But as the Careers section is a Paid one, not all companies have this page. Hence you might not get all the details about the jobs posted on the site.
 
 
 
So what are you waiting for, go on explore the information about your competitors and stay ahead of the race 🙂 Looking forward to hear about your experience about this section, and was it useful.
 
Regards
Rambling Recruiter
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