Talent Acquisition Process - Tips and Tricks

Talent Acquisition Process for obtaining the Best and Quality Candidates

Sourcing ?

• Understanding Job Description?- Before beginning your search, thoroughly read and comprehend the job description and take note of key points such as required skills, mandatory skills, domain, qualification and required relevant experience??
• Essential / Required Skills - Focus on the required and mandatory skills rather than all the skills listed in the job description.
• Target Company?& Specific Domain (Talent Mapping)?- The?key point?is that sourcing profiles from companies engaged in similar work and domain will make it easier to fill the position quickly.
• Multiple Searches?- Do not rely on a single search to find suitable profiles or resumes, try using various searches such as Boolean, and searches encompassing all skills, excluding skills etc and Search for candidates who are ready to join immediately or at an earlier date (including those currently serving a notice period).
• Reference's?- References play a major role in closing any positions. It's always beneficial to seek references from the candidates you speak with.
• Job Posting - Daily postings on job portals, social and professional networking platforms can reach a large number of employees, potentially yielding referrals, while also allowing suitable candidates to apply directly.
• Necessary Qualification?- Always seek the required qualifications as they will be a good match for the requirements and will help in getting shortlisted quickly.

?Screening?

• Avoid relying on the 'Find Option'. - Do not merely find the skills listed in a profile and conclude that the candidate possesses the necessary skills and is the perfect fit for the job requirement.
• Review Summary / Objective:?Always review the summary or objective in a candidate's profile to ensure their stated expertise aligns with their project experience.? ?
• Avoid Shortlisting only with Skills : Candidates often list known skills on their resumes, but this does not necessarily indicate practical experience in those areas. It is always advisable to evaluate the projects they have undertaken to assess their expertise.
• Detailed Projects: It is important to request candidates to provide their profile or resume, complete with detailed project descriptions. These details should correspond to the relevant experience and skills they have mentioned. Additionally, it is advisable to review all listed projects to assess the required skill expertise thoroughly.
• Relevant Experience - Taking relevant experience is essential for screening suitability in the initial stages to save time, and it also helps to determine the strength of the candidate.?
• Avoid Job Hoppers - It is generally advisable to be cautious of individuals who frequently change jobs, often referred to as job hoppers.?
• Updated Resume / Profile:?Verify that the candidate has provided complete details of the companies and projects they have been associated with, including the duration of tenure with specific dates..
• Education & Personal details - Confirm that the candidate has submitted comprehensive educational and personal information, including their full name, contact information, and the year of graduation or post-graduation.

Candidate Interaction?

• Explain about Company - When speaking with candidates, it's important to explain the job description, the company's work culture, the benefits offered, and the success of their products.
• Relevant Experience - Detailing relevant experience for each required skill is mandatory, as it provides a clear understanding of whether to proceed with the process.
• Current CTC - Always take complete details of Base Salary + Variable Pay + Shares / Stocks +?Bonuses (Detailed Breakup), It will be beneficial at the initial stage if his Cost to Company (CTC) fits within the required budget.
• Expected CTC - Get exact expectations from the candidate (percentage (%) increase or the specific number you are expecting), Some clients may not accept "Negotiable" as a response; they often require a specific number or a percentage increase over your current salary, which can expedite their decision-making process.
• Notice Period - Ensure to confirm the exact availability for joining to ascertain how soon the candidate can onboard, and verify if their notice period is negotiable, and if so, in what way. Please indicate whether the candidate is currently serving their notice period, the number of days remaining, and the reason for the same.
• Holding Offers - If Yes, please provide the offer amount, the company's name, and the reasons for exploring alternative options.
• Quick Move:?If the candidate was joined the current company recently, then ascertain the reason for the quick change.
• Unemployed Candidates - If a candidate is currently unemployed, ascertain the reason for their unemployment and the duration of their joblessness.