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DEVELOPING TALENT POOL

10/22/2013

Rahul Kumar

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?

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.

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 to stand out from the crowd.

Give something new a try.

If we wait for innovation to be perfect we’ll never try.

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-a-

days 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.

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.

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.

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.

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

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.