Prepared of special purpose

1. Asanhrpersonalitisalwaysachallengingjobformetoimprovet
hetalentgapinanorganizationmyexpertisewhichihaveearned
frommyexperiencesinjob&withworkingwithsomeofexpertsin
thisfieldhasalwayshelpdmetoovercomefromthissituationand
bringnewtalenttoorganizationHavnonrelationwithotherhrp
ersonnel&campuscoordinatorthroughoutthecountryhasalwae
ptmeupdatedabounewsourcingstratey,organIzationaldeveo
DEVELOPING TALENT POOL
pment&talentpool.Mydeeplearninginthisfieldhashelpedmt
oadaptmyselfasperthecurrentscenariowhichwesayTechworldInthisdocumentationIampresentingmyviewsonhowec
anidentifynewtalentinalldifferentzonesaysMumbaiDelhi,
Chennai&KolkataandsomeofmyideasthathowIcanhelptho
rganizationtopoolthebestpossibletalentinlesstimeqwertyuio
10/22/2013
Rahul Kumar
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pasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuio

2. As an HR personal it is always a challenging job for me to improve the Talent Gap
in an Organization. My expertise, which I have earned from my experiences in job
& with working with some of experts in this field, has always helped me to
overcome from this situation and bring new talent to organization.
Having a sound relation with other HR personnel & Campus Coordinator
throughout the country has always kept me updated about new sourcing strategy,
organizational development & talent pool. My deep learning in this field has helped
me to adapt myself as per the current scenario which we say Tech-world.
In this documentation I am presenting my views on how we can identify new talent
in all different zone says Mumbai, Delhi, Chennai & Kolkata, and some of my ideas
that how I can help the organization to pool the best possible talent in less time.
Sourcing Strategies to Identify New Sales Person (Talent)
When it comes to candidate identification, the conversation of passive vs
active candidates feels like it’s been done to death. “There’s no such thing as a
passive candidate”, there are no passive or active candidates…there are just
candidates. Most people, if offered a great job would be open to listening to what
we have to say.
We always need to ask some question before ourselves that the methodology which
we use for identifying new candidate for job is passive or active.
Do we post jobs as standard on job boards like Employment News, Noukri. Com or
LinkedIn and just wait for candidates to apply?
Do we normally tweet a job once and then if there’s no response, decide that
it doesn’t really work?

3. Do the candidates in recruitment database just remain there even as more and
more are added?
If our answered yes to most of these questions, then yes, we have a passive sourcing
strategy.
Being a passive organization when it comes to sourcing great talent, is never going
to provide us with the best outcome or hit the mark at hiring the best in the
business. We’ll always be hiring the best candidates out the talent that saw our ad
but not the best talent in the market.
This is the reason why any organization didn’t get appropriate candidate for the job
on time when it’s required. BUT this is an HR of the organization who is
responsible to get corrected.
Here are some ways which can ensure that our sourcing strategy is ACTIVE and
that people… namely candidates, are talking about us, our business and our jobs!
1) Sell yourself!
A company that is proactive understands that it’s about promoting the
organization.
Show what organization is about and get candidates that come within reach, either
passive or active to really want to work there because it’s the right place for
candidates to be.
Candidates can see what & why we do, they think that it’s the right environment for
them through whichever multimedia we’ve shared and now they want to find a way
to
get
into
our
company.
We call these candidates as ‘the identifiers’ – they identify with organizational
goals, environment, culture and vision and now they want a piece of the action.
2) People don’t work for jobs they work for companies
We just promote the job. We need to promote what’s great about the company, the
manager, the opportunity.

4. Whenever I have worked as a recruiter, one of the first things I learnt was ‘tell
candidates what’s in it for them in the first line or entry level’. It’s very rare to click
into any job board or website ad today (trust me I just looked!) and see the any
unique candidate benefits outlined. It’s still full of bullet pointed must have skills
and that’s about it.
3) Empowering employees to be brand
Empowering employees to be brand & they will advocates for the organization.
For this HR need to
Find out about what they think of wer business; is it somewhere they would
recommend
to
their
friends?
If it’s not, then why not, and if it is, then how can management & HR sell those
opportunities more internally in order to tap into those vast networks and
communities?
“Top talent, know other top talent.”
4) Be social
Entertain
and
educate
our
talent
pools
and
communities.
Give them a reason to come back to wer website, blog, and social platforms so that
organization can not only communicate on topics of interest, but we can tell them
about
organizational
business
and
the
roles
that
we
have
available.
If management is not interesting then how will it attract the best people?
as
we
say
‘Jo
dikhta
hai,
wo
bikta
hai”
5) Be creative
Companies that are using info graphics, job grams, social sites, photography, video,
etc, they’re the ones being proactive with their sourcing strategies and making an
effort
Give
to
stand
something
out
from
new
If we wait for innovation to be perfect we’ll never try.
the
a
crowd.
try.

5. 6) Socialize
Social networking is nothing without socializing. We can be on every platform out
there, but if we’re not engaging, meeting, talking to, questioning and answering
people then our sourcing strategy will have little impact in meeting our hiring
needs.
One
of
my
HR
Corporate
Communication
Manager
once
told
me:
“everything we post online should have a link”. These are just a few tips on how to
build
an
active,
creative
and
attractive
sourcing
strategy.
Building a sourcing strategy with energy, creativity, passion and purpose and then
we can attract people with similar qualities.
Sourcing/ Identification is the ability of an organizational HR, is to use an
effective
recruitment
approach
in
filling
vacant
position.
A single case of bad recruitment at the entry level supervisory role could cost the
organization
heavily.
As organizations push for large growth scale, the need for the best of breed
recruitment practices is increasing day by day in every vertical.
A sourcing strategy is essential for Business Effectiveness.
1. Sourcing Strategy- When determining an effective strategy, there are a
variety of questions that need to be asked:
a. What types of skills does the position require?
b. Is the position to be filled needed on a temporary or permanent
basis?
c. What education level is required for the position?
It cont’d based on strategic intent, demand for type of position, and available
resources a plan is laid out Internal & External methods are applies Now-adays firms are increasingly engaging in Targeted Recruitment. Targeted
implies that the media and message used is specifically aimed at a particular
group.
2. After these questions are answered, a plan can be mapped out as to how
approach the recruitment needs of the organization.
The Strategic Sourcing approach is designed to:
 Drive reduction in total number of candidates interviewed.
 Drive a thorough understanding of both the candidate’s skills and
internal company requirements.

6.  Deliver the candidate within the required time frame.
 Get a proper resource at a proper place
3. Effective way of the doing a good recruitment:
Record / Documentation - All inputs related to interviews a - No
compromise on Analytical and Communication skills Thorough Technical &
HR interview (if possible two rounds) No compromise on Reference check
4. Various Sources of Recruitment EXTERNAL
Campus Recruitment
Private Employment Agencies
Consultant Public Employment Exchanges
Casual Applicants from Similar Organizations
Job Portals
Recruiter Networking
Employee looting
Words of mouth
5. Management Engagement Sourcing & Recruiting Methodology Analysis
Ensure understanding of the requirements Assessment of skill-set
requirement.
Confirm
reporting
lines
&
responsibilities.
Confirm
compensation
package
and
benefits,
as applicable Analysis Short listing Application Screening Technical
evaluation HR Screening Reference check Sourcing
6. Effective tips for successful recruitment and selection by David Meyer
-Hire for today’s need and tomorrow’s vision understand the job be legal
build a standardized hiring process
BUT before Identification & recruitment of sales person there is a critical process
which is needed to be accomplished before it.
This start right from the beginning of the organization 1. Identifying the Vision & Mission statement
This creates a positive picture in mind of talent & helps them to link with
their own career goals.
Based on this Organizational Management Team are build & than Organizational
Structure
2. Organizational Structure: One of the most critical task for any HR personnel
as it needs not to be static.

7. It has been always challenging task for any HR personnel to make Organizational
Chart for different department. As it varies due to some factor like Leadership &
Managerial Quality of Team Leader or head, geographical & demographical
structure of any location ( says Mumbai, Delhi, Chennai, Kolkata) etc.
3. Job Evaluation
a. Job description
b. Job Specification
4. Job Analysis
5. Job Slotting
Then only we can perform an effective recruiting process for identifying sales
person in different zones.
Above this I’ll like present some more ideas on effective recruitment process.
Determine ideal recruiting target
The goal of this idea is to determine exactly who recruiting efforts should target,
including performance level, experience level, and whether or not they are actively
looking
for
a
job.
If we’re targeting top performers from competitors, the remaining steps of the
recruiting process must be designed to “fit” the needs in the job search process of
our targeted candidate if we expect to even gain their attention.
At this step many firms prioritize their jobs, so that they focus resources on jobs
with the highest business impact.
But an important part of any recruiting process is attracting desired talent, which
we cannot do effectively without understanding what our targets consider
important. This step focuses on identifying the key factors, known as “job
acceptance criteria,” that are necessary in order to convince a qualified viewpoint
to apply for and eventually accept a job. Common reason for failure: omitting this
step altogether and producing messages based on what the recruiting team finds
compelling versus what the target talent needs to hear about.
Knowing where our Candidates “hang out”
HR identify where we are most likely to find the target talent, including what
communication channels would be effective for recruitment messages. If we don’t
accurately identify where they spend their time, there will be a low probability of
we placing compelling information about the company and the opportunity in a
place they will find or pay attention to.

8. Employment branding
As
I
have
already
mentioned
–
Driving a pipeline of talent is the role of employment branding, a science-driven
discipline that produces a consistent flow of qualified talent interested in some
day working for organization.
The goal of this idea is to proactively developing and deploying content about what
makes organization a desirable place to work in the minds of target talent
populations. Obviously, if qualified individuals haven’t ever heard of the
organization or they don’t really think that it offers any positive or persuasive
features, it won’t get many direct applicants.
Providing prospects with additional information —
Even when potential candidates have decided to consider the organization but want
additional information before they decide to actually apply. The goal of this idea is
to make it easy for potential candidates to find positive information about the
organization and its jobs. Many will visit corporate website for additional
information, opting not to apply if what they find isn’t immediately compelling.
Smart prospects will also look for information about your firm and what it’s like to
work there in places that organization can’t control, including blogs, ratings sites,
and via social media. The best firms identify trusted information sources and work
proactively to influence information on them.
The job application process must include feedback process
From my previous experience I have observe that potential candidates have been
convinced to apply for a position, so the goal is for a large percentage of the
qualified individuals who visit the site to complete the application process.
Common reason for failure: most application processes are tedious or frustrating
and there is no feedback mechanism to find out why applicants drop before they
complete the process.
Create an FAQ page on applicant tracking portal
While this one is certainly going to help support the idea that organizational
employment brand conveys helpfulness and transparency, it is also selfish since it
helps to cut down on the number of applicant questions we may receive during the
hiring process - and that helps us save time and process employment applications
more quickly.

9. I’ve already thought of some frequently asked questions that I’ve receive from
candidates, but just in case, here are some ideas (some will be more relevant than
others depending on industry and position types sourced):

Do you have both part-time and full-time positions available?

Can I apply in person?

How long will my application remain in the database? How often should I
update it?

Do I have to submit a new application each time I apply for a position?

How long will it take before I can expect a call to schedule an interview?

Do you have internships available?

Do you accept applications year-round for certain positions?

How many stages are typically involved in your interviewing process?

Will I receive a confirmation once I submit my application?
Add a page to your applicant tracking software (ATS) site for your own company’s
frequently asked questions (FAQs) in the recruiting process.
Create a careers blog for the company
Invite recruiters and hiring managers to periodically contribute content that would
be helpful for applicants and encourage applicants to subscribe to careers blog RSS
feed
so
they
get
the
latest
updates.
Organization could accomplish this by inviting past applicants to subscribe to the
blog by posting it in the status updates on various social media sites or an email
message sent out of recruiting portal. Here are some ideas for relevant topics:

Encourage subscribers to ask questions about positions

Invite current employees to blog about what they like about their role and
encourage them to be candid about what’s challenging in the job, as well

Blog about upcoming job fairs where company will have a booth

Embed videos of company cultural events in the blog (corporate challenges,
holiday pitch-ins, trade show exhibits, etc.)

Offer tips on how to best prepare to interview and/or where to find out the
latest and greatest about organization’s milestones

10. Proactively follow-up with previous applicants in current pool of
candidates
There are many reasons why some people in current candidate pool (i.e. people
who have previously submitted an application to your site) may not be the best fit
for your current job opportunities. However, they may be a fit a month, six months,
or a year down the road. Don’t expect them to consistently reach out to you in the
future, but put timing on your side by:

periodically reaching out to them by emailing newsletters or press releases
about significant company developments;

making sure they are subscribed to your automated job alerts so that they
receive notice any time you post a new job;

sending your top passive candidates a personal note every so many months
to stay in touch
Consider running an applicant Referral Bonus Program so that your previous
applicants can earn rewards for referring their friends to other open positions.
While the applicants probably wouldn’t refer friends to positions for which they are
being considered, odds are there are plenty of other opportunities in other
departments that might be a fit for a friend. If their referral is hired, then
candidates could receive a small gift card. This program helps in saving money and
time on recruiting costs, but it also spreads good will among passive candidates
and helps virally spread the word about job opportunities to a wider audience.