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My Social Recruiting Predictions for 2014 – India

January 6, 2014 1 comment

For past few days, I have seen a heavy influx on blogs / articles about 2014 predictions. It has encouraged me enough to blog on my favorite topic – Social hiring, even if I may be bit late to catch this trend. It would be interesting to look at them again in December to do a “reality-check” on these. Who knows, I may have good chances of becoming Fortune Teller in HR :). (Kidding)

In my opinion, Social Hiring is no more a fad or just talk of the town! We’ve crossed that bridge. Though I think India TA industry is far away from building a matured framework around it, we are heading in the right direction. Here are my thoughts about transformation that social recruiting will bring to talent acquisition in the New Year.

LinkedIn to remain dominant

Despite having lower user-base than Facebook, LinkedIn will continue to enjoy top choice for recruiters to source and attract talent. Many of large corporations have been investing in LinkedIn for gaining competitive advantage and this trend will continue. LinkedIn will enjoy this position due to their talent solutions and with no other professional network near to compete with. However, LinkedIn would to understand that slowly and surely the competitive advantage for organizations will diminish if every company has the same access.

Facebook has a long way to go to go anywhere near LinkedIn due to lack of professional features, user perception and no focused efforts towards designing any solutions. It will largely be looked at as an engagement / branding channel than sourcing. I’ll be happy to be proved wrong thoughJ.

Social Referrals to gain momentum

Social provides a great opportunity for companies to engage the social graph of their associates and expand the reach beyond traditional channels. HR / Recruiting teams will educate their associates to enhance their professional profiles on social channels to enable more referral traffic. The internal associates will be encouraged to share jobs on their social network to expand the reach.

New Breed of Talent Emerging – Social Talent Advisor

In the present situation, while most of the companies are looking at social as just another channel to source and engage candidates, it will need focused efforts toward transforming it as a strategy. TA organizations will need to buy or build internal competency to place Social Recruiting experts on their teams. The primary role of this person will be to install social recruiting framework, train recruiters and work with marketing teams. This means new career opportunity for recruiters J. Now, isn’t that a good news!

Rise to New Start-Ups / Services

Social Recruiting will provide new avenues for technology companies to venture into new start-ups to help TA organizations achieve their objective. Year 2013 has already seen some start-ups taking stage in this space like MyParichay, Huntshire, WhistleTalk, RippleHire etc. It will be a welcome sign for the industry to boost innovation.

The digital agencies will also see an encouraging interest from HR folks for using social media on talent acquisition / employer branding which will require digital agencies to develop new plethora of services to new audience.

Forcing Job Portals to attempt Social

The Impact of social media in hiring has been felt even by the job portals. The growth of job portals has been stagnant at its best and it has been an uphill struggle for even the top-tier job portals to retain their market share. Increasingly job portals will talk “Social” and install this component as part of their strategy. Early signs are evident of this trend with examples like NaukriRecruiter, Shine.com investing into MyParichay, TimesJobs adding social plugin and even with failed attempts like BeKnown from Monster.com. There will be more such integrations in 2014 with an attempt from job portals to retain their customers.

Employer Branding on top of TA Strategy

With emergence of Social Media in recruiting, we have been hearing about “Employer Branding” in the same breath. In fact, with power of talent on social – we are not just talking about Employer Brand but more of a Talent Brand. Social has transformed employer brand from posters / advertisements to what people really talk about your company. While some companies will seize the opportunity on employer branding through social, most of them will be pushed to make this move. “Talent Branding” will finally be on top of most talent agendas. Look out for developments with Glassdoor.com, Jobbuzz.com.

Social Media moving beyond Sourcing to every part of Talent Acquisition

Social Recruiting in current shape is mostly associated with talent sourcing and engagement. However, as the usage of social media grows we will see social integration within other parts of talent acquisition apart from sourcing like – market intelligence, candidate experience, background verification, engagement in offer stages, helpdesk etc.

Social Media becomes a “Must Have” strategy

Social will move up in the order of strategy of TA Leaders from “nice-to-have” to “must-to-have”. Early movers have an advantage in the market and others will play a catch-up game. However, let’s not take social as “innovation” anymore. Doing social is no more innovative but staying competitive! Though IT/ITES will lead this trend, other industries like FMCG / Retail, BFSI will follow the suit. It will be a year where Social Recruiting will move from “should we do this” to “let’s do this”.

The year 2014 is set to be an interesting year for recruiting industry in India considering impact of social, big data and mobile technologies. While the industry definitely will be under cost-pressure and ROI will be looked at very closely, it’s the perfect setting for TA leaders to break out from comfort zones and look at unchartered territories with amount of risk involved. Now, isn’t that what leadership means :).

Here’s wishing everyone great time hunting, farming, assessing and developing talent!

What do you think? Glad to hear your views…

talent

Launching India Corporate Talent Acquisition Survey 2013

December 27, 2013 Leave a comment

In many ways 2013 was a very significant year for Talent Acquisition community in India. The TA community has definitely breezing through “winds of change” with arrival of big data / analytics, social becoming more than a fad and realizing impact of technologies like cloud and mobile on human resources. Probably this is more relevant to the in-house corporate talent acquisition teams who has a tough ask of delivering “more with less” in today’s cost-sensitive eco-system. This is my attempt to keep fingers on the pulse of what “Talent Acquisition” function is talking, listening and feeling. I am happy to launch Talent Acquisition Survey 2013 especially designed for strategic corporate TA function :).

It is my continued effort to last year’s India Sourcing / Recruiting Survey which gave us a great overview of India’s sourcing and recruiting landscape. I wanted to go deeper into corporate side of talent acquisition and understand how the entire community is strategically looking at this transformation phase and components associated with it. The transformation we are witnessing is beyond just technologies, the hidden iceberg is more about the importance of “talent-agenda” in today’s corporate and business systems.

I would invite every HR / talent acquisition professional within in-house / corporate functions to participate and share this survey. I will be happy to share a detailed report of this survey in February 2014.

Click below to Launch Survey 

http://svy.mk/1caQlMW

Look forward to hear your interesting views! Wishing you all the very best for 2014.

Create your free online surveys with SurveyMonkey , the world’s leading questionnaire tool.

India Sourcing Survey Results – Onward & Upwards

May 3, 2013 5 comments

My ex-CEO used to use the phrase – Onward & Upwards to give us a motivational dope. I have a same feeling about India Sourcing and social recruiting scenario which I wish to cover in this edition of my blog and also disclose the results of my survey earlier this year.

I was glad to be a part of recent SourceCon – the largest sourcing conference in the world to represent the Indian flavor of sourcing to the global audience. Though the sourcing as a concept is universal, it has a heavy influence from the region it belongs. I have worked in both global and domestic sourcing in my career of 9 years and found a great deal of difference in the way we source. Despite of the differences, the “sourcing” as a function has a strong roots in every recruitment eco-system and India is no difference.

In order to understand the philosophy behind India sourcing, I ran a first of its kind survey earlier this season. This survey was aimed to understand the details of sourcing channels, effectiveness and overall India sourcing landscape. I received over 150 responses to my survey from various sourcers / recruiters from all parts of industry. While I have uploaded the results in SlideShare, here are some key takeaways of the survey for me: –

  • Over 64% of respondents are from IT recruitment industry.
  • Naukri was ranked as the best job portal in India by 71% of recruiters while Monster was at mere 16%. This shows the monopoly of Naukri in this market. There was very negligible mention of any other job portals in this range.
  • Over 50% of recruiters say that every second candidate they hire comes from job portals. This shows a dominance of job portals in sourcing channels and this is still the most effective way of hiring candidates in India.
  • The share of organized / standardized recruitment database vendors (ATS) is around 25%. Most of recruiters use in-house database. It provides a great opportunity for external vendors to increase their market share.
  • Over 56% mentions that there is a room for improvement in the ATSs they use.
  • 40% of recruiters generate more than 10 candidates per day.
  • Nearly 75% recruiters agree that the quality of passive candidates is better. This also denotes the increasing trend of recruiters using new resources outside of job portals (E.g. Social sites)
  • While 49% of recruiters submit 4 to 7 candidates to get one hire, we still have over 30% who submits more than 7 to achieve the successful placement. These numbers shows the influence of “volume hiring” in India and availability of talent (quantity). However, the low ratio of hires also shows the increasing importance of quality and hiring managers’ expectations.
  •  In the “talent war” scenario, 40% recruiters face the situation of offer/joining ratio below 75%.
  • The concept of Boolean sourcing is definitely on the rise where 72% recruiters prefer Boolean over other methods of search.
  • In the job portal search, though 53% of recruiters prefer database search as the most effective way to get candidates; surprisingly mass-mailing scores at second place with 24% above job postings at 16%.
  • Bullhorn stands at number-1 spot by recruiters in usage at 35% compares to some of the other tools / sites like eGrabber, BranchOut, ZoomInfo, TooStep etc.
  • 81% of recruiters support the idea of focused “Sourcing” function in their organization.
  • The “Googling” way of hiring is not particularly popular in India as over 70% recruiters says they either have not hired OR not tracked their hire using this resource. This also shows the need of sourcing training in this space.
  • LinkedIn scores at 59% as the most effective social recruiting channel in India while only 38% uses LinkedIn recruiter utility. These numbers will be very encouraging for LinkedIn sales team as it has a great potential to increase the utilization of their hiring solutions in India market.
  • The usage for Facebook for branding is definitely on the up-side as over 54% says their company has a fan-page on Facebook but only 22% says that it is used for job posting purpose.
  • On a very interesting note – around 40% said that LinkedIn is very similar to job portal and other 60% were affirmative on LinkedIn being a pure professional networking site. I would worry about those 40% :).
  • The hiring mood in India is definitely upbeat as 54% said that their hiring will increase and only 9% predicts less hiring than 2012.
  • Over 50% of recruiters showing intent over investing in social recruiting is definitely a good sign for the market.
  • In light of Facebook’s job portal, 60% were happy to see Facebook India Job portal but other 40% are still wary over security concerns.
  • Around 39% of recruiters see the “Improving employer brand” as a top-most function of social media for organizations following by increasing the quality and quantity of hiring.

 

 

Some of the above numbers might be as per industry standards; however the rising numbers towards “Sourcing” and “Social Media” definitely shows the positive trends in Indian recruitment industry. This is an industry which has traditionally used job portals OR third party vendors in the past for a big proportion of the market. There is a definitely air-of-change in regards to having more focused talent sourcing function and enhancing the employer brand to attract candidates. I am happy to see the sourcing industry slowly and surely finding its roots in India and these trends will only but go upwards in near future. While companies are looking to have better control over quality and quantity of talent supply along with enhancing their brand reputation in the market – “Sourcing” as a concept provides a great platform to support this change.

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