Sourcing the right talent
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1) Finding the right talent requires looking beyond job portals and focusing on where niche candidates actually spend their time, such as LinkedIn, technology meetups, and platforms like StackOverflow. 2) Rather than just posting jobs, companies should promote their brand and culture through webinars, conferences, and social media to attract passive candidates. 3) Tapping internal references and rewarding employees who refer candidates can also help source talent beyond just external job boards and profiles.
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2. Listen to current employees and candidates through research to understand perceptions of the company brand.
3. Craft targeted messaging about the company based on research findings, ensuring messages are honest and backed by employee experiences.
4. Promote the talent brand internally and externally using various channels and engage employees as ambassadors.
5. Continually measure and refine the talent brand strategy based on analytics and ongoing research.Ad
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Sourcing the right talent
- 1. In todays competitive world it is difficult to find talent. This is THE problem every company is facing. The number of candidates applying for a job posting is enormous and short listing from them is a pain. After posting a job, within few minutes you receive hundreds of job applications. How do you find the Right Talent? To answer this: First thing, we need to look at What is the Right Talent: From my experience, right talent will have the problem solving mindset, a person who does not stop anywhere and delivers what is expected. More than the years of experience or the education, we need to look at the VALUE that talent brings in to your company. You need to answer the following questions to hire right talent. 1. Are you looking in the right place? The talent we are looking for today is niche. These candidates will be pampered in their companies due to the dependencies they have. Their current companies will take care of all their needs including the extra package. Hence most of these job seekers profiles remain inactive in portals. Also, if the talent thinks of a move; he/she moves to another place through a reference as they know the companies they want to move into. From the above observation we see that the talent is not going to be active in job portals. You would not find them applying to hundreds of companies. Having said that we should not ignore the portals completely; as there might be candidates who are good and are on the portals, they are the base for our further research, which means to go to other sourcing channels, we need to check the basic data from the portals and then move to Social Media hiring. 2. Is LinkedIn the answer? LinkedIn is indeed a good source to find the talent that we are looking for. After doing a search on the portal we should have gathered the data of the sample candidates that we are looking for and the companies we will be targeting. I'm sure many of you would have already done this exercise to find the right talent. So I'm not going to go deep into this as I'm sure you know how to find the talent on LinkedIn. So the question is... "is LinkedIn enough?" LinkedIn is not only the answer for hiring the right talent. In today's scenario talent is scattered. Most of them might not even update their LinkedIn profile as they don't see a necessity to do so. Hence where do we find the talent?
- 2. Answer to this question will be Branding of the company. Inactive talent will be interested only if you showcase your company can give them the best. Showcase candidate value proposition. Have one-day competition in your recruitment team to find who gets the most leads from LinkedIn. In today's world most effective ways to hiring can be to get involved in webinars, seminars, conferences and meet ups. These are the places you will find your target inactive talent pool. Talent we target will be interested in technology related discussions. They register themselves for these kind of activities and discussions. To begin with arrange a webinar. Here people will sign up and THERE YOU HAVE THE DATABASE OF RIGHT TALENT. Technology specific meet ups must be attended by a recruiter to begin with. Accompany a techie from your company and then once you are part of it, offer your space for meet ups as they look for a free place to conduct these meetings. Another place your target talent will be available is Stackoverflow/ Git Hub. The most important part is how to source from this channel? The key answer to this question is Your employees. Start interacting with employees who are active on these platforms and select your target candidate. Look for candidates having good number of badges and reputation on stackoverflow. Make your employee ask questions to them and try to get their contact details or even their name is enough to begin with (as you can use your alias on stackoverflow). Find them on LinkedIn or Facebook and interact with them. Remember RECRUITMENT IS A CONTINUOUS PROCESS. Keep making your impact on your target audience. Handle everyone as an individual. Make notes of every individual and schedule their next follow up call in your calendar, read notes before a call and pick up from where you had left in the last call. Let the talent feel he/she is special for your company. After all you are the face of your company. Even if your potential candidate is not looking for a change, ask them for a few minutes of their time and talk about your company. Be casual and not formal. Let the call be as an advisor/ friend and not a tele caller. Engage candidates by finding their interest. Handpick few and invite them for a coffee near their area or schedule a call with the technology panel who can sell your companies technology related growth. Invite few for your company events. RIGHT MINDSET: Change your mindset. Act as a brand ambassador for your company. Talk to the candidate with confidence, talk about the way your company
- 3. can act as a catalyst in their career. Have this attitude and talk to the target talent. You will see a drastic change and the talent will want to work with you. Make it easy for candidates to apply by placing QR Codes in your job advertisements. Be crisp in the information you want your talent to know. No one has the time to go read long emails. Get your UI/UX team to create a nice banner / posters/ job ads. Make it attractive and innovative. Let the creativity kick in. Thats when the talent will be attracted to your company. 3. Is social media enough? By concentrating only on the external sources, dont ignore the internal references. Target a few employees and modify their LinkedIn profile to showcase their growth and the opportunity your company has provided. Ask them to write related blogs and post it on the company Social media page. Have an employee reference drive and reward employees more than usual. Now you have talent but is that enough? Interview process is never one way. The candidate also judges the employer. Coming up soon a blog on the same. Li keSour ci ng t he Ri ght Tal ent Com m ent