Aditya Sharma’s Post

⏳Optimal Timing for Candidate Engagement with Sam ⏳ Effective recruitment hinges on understanding and strategically utilizing different interaction methods with candidates: 1. Asynchronous 🕒  Asynchronous communication allows candidates and recruiters to interact at their convenience, without the pressure of immediate response. This method is particularly beneficial for handling tasks like submitting job applications or providing additional information via forms. By enabling candidates to respond when it suits them, asynchronous communication reduces interruptions and increases the job application completion rate. The flexibility it offers is crucial in today's busy world. 2. On Demand 🗓️  While asynchronous communication is effective for certain interactions, live interactions, such as interviews, remain essential. On Demand interaction empowers candidates to schedule these live sessions at their convenience. This is typically facilitated by self-scheduling apps like Calendly or integrated calendar features in Applicant Tracking Systems (ATS), such as Talkpush's calendar. With advancements like AI interviewers, setting up an On Demand workflow becomes seamless. Candidates receive an email or SMS with an activation URL, allowing them to initiate the interview call at their preferred time. For example, with Sam, the AI recruiter, 95% of interview volumes are expected to be conducted On Demand, enhancing candidate control and satisfaction. 3. Proactive 📞 The Proactive approach involves recruiters reaching out to candidates directly, often with unannounced calls. This method is more intrusive but remains popular in highly competitive employment markets where employers vie for the same talent pool. Proactive calls should be made during reasonable daytime hours, and recruiters must first check if the candidate is available to talk. 🎥 Watch proactive Sam in Action! We are excited to share a demonstration of Sam being proactive – calling candidates and checking if the time is convenient for them. Check out how Sam handles these checks, ensuring the call is timely and considerate. This feature ensures that we respect the candidate’s time while driving higher performance in your recruitment process. How do you think candidates will respond to this new technology? Comment below please! #Recruitment #AIRecruiter #HRTech #FutureOfWork #Hiring #TalentAcquisition

𝗡𝗮𝘃𝗶𝗴𝗮𝘁𝗶𝗻𝗴 𝘁𝗵𝗲 𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗺𝗲𝗻𝘁 𝗠𝗮𝘇𝗲: 𝗧𝗵𝗲 𝗔𝗿𝘁 𝗼𝗳 𝗖𝗮𝗻𝗱𝗶𝗱𝗮𝘁𝗲 𝗖𝗼𝗺𝗺𝘂𝗻𝗶𝗰𝗮𝘁𝗶𝗼𝗻 How companies communicate with candidates can significantly impact their reputation. Telling candidates to consider their application unsuccessful if they don’t hear back within a specific timeframe is common, but it raises questions about corporate responsibility and the candidate's experience. The Corporate Perspective: Efficiency & Transparency From a company’s viewpoint, managing a high volume of applications is challenging. Here are a few reasons why this approach might be justified: Resource Management: With potentially hundreds or thousands of applications for a single position, responding to each candidate can be overwhelming. Companies often prioritize efficiency to manage resources effectively. Setting Clear Expectations: Providing a specific timeframe helps reduce uncertainty for candidates, allowing them to move on if they don’t hear back. Transparency: Clarity and timeline can be seen as a form of honesty, helping candidates understand their status in the recruitment process. The Candidate's Perspective: The Need for Personalization & Feedback Conversely, candidates frequently feel left in the dark, leading to frustration. Here’s why: Lack of Personalization: Candidates invest time and effort into their applications and seek feedback to improve. A generic response can feel impersonal and dismissive. Missed Opportunities: By not engaging with candidates, companies may lose the chance to build goodwill and nurture potential talent. Impact on Employer Brand: Poor communication can negatively affect how candidates perceive the company, impacting its reputation in the talent market. Striking a Balance: Corporate Social Responsibility -Efficiency vs. Engagement: While efficiency is crucial, engaging with candidates aligns more closely with Corporate Social Responsibility (CSR) principles, emphasizing transparency and stakeholder involvement. Ethical Considerations: Providing closure to candidates who have invested time in the process is not just courteous but also ethically responsible. 𝗠𝗼𝘃𝗶𝗻𝗴 𝗙𝗼𝗿𝘄𝗮𝗿𝗱: 𝗔 𝗖𝗮𝗹𝗹 𝗳𝗼𝗿 𝗜𝗻𝗻𝗼𝘃𝗮𝘁𝗶𝗼𝗻 While the current approach is pragmatic, there’s room for improvement. Companies could consider: Utilizing Technology: Leveraging AI and automation to provide personalized updates can enhance the candidate experience without overwhelming HR teams. Offering Resources: Providing candidates with resources or suggestions for improvement, even if not selected, can foster goodwill and support their career development. In conclusion, while high-volume recruiting challenges are real, companies have the opportunity to innovate and improve the candidate experience. By balancing efficiency with empathy, they can enhance their reputation. #jobseekers #JobSearch #Networking #CareerSuccess

"Driving Growth Through Purposeful Recruitment" As a recruitment consultant, I see the industry evolving rapidly. Success today hinges on balancing technology with the human touch. AI tools streamline processes, but understanding a candidate’s unique journey and ensuring a positive experience remain key. Building authentic relationships with clients and candidates fosters trust and long-term partnerships. Staying ahead of trends—like remote work and diversity initiatives—helps us adapt and deliver value. Ultimately, recruitment is more than filling roles; it’s about enabling growth for individuals and organizations. Let’s embrace this dynamic field with passion and purpose! #Recruitment #TalentAcquisition #CareerDevelopment

70%, based on Statista, of Founders/CEOs of small companies (10-50 employees) make poor hiring decisions. Here are the main reasons why: 1. Short Hiring Process: Founders and CEOs of small companies often lack the resources to establish a comprehensive hiring process, which typically includes around 8 steps: 1. Sourcing, 2. Pre-screening, 3. Screening, 4. Technical interview, 5. Background check, 6. HR interview, 7. Clarification call, 8. Final interview. In reality, they usually conduct only 2-4 steps, which is insufficient to truly understand the candidates' behaviours, habits, and whether they align with what they claim throughout the process. 2. Lack of Structure: Part of 1st point is bad anyway; many small businesses do not have a formal process, documentation, or clear criteria for hiring. Decision-makers often rely on gut feelings about candidates instead of data collected through the hiring process or feedback from the team. 3. Avoiding Unusual Candidate Behaviors: It's important to address any unusual candidate behaviour such as 1. Salary expectations significantly below market rates 2. Atypical communication times 3. Multiple projects listed on LinkedIn and CVs under non-disclosure agreements (NDAs) 3. Using domains not mentioned in their CVs. Many, many other points..... 4. Relying on Luck: Hiring should be a systematic process driven by data. Decisions should be made based on metrics and assessments gathered through a structured process rather than on chance.

🌟 Attention Talent Acquisition and Recruiting Leaders! 🌟 As the dynamics of the hiring market continue to evolve, it's crucial for us to reassess and optimize our interview processes, especially for high-volume or regularly filled roles. Here are some key considerations to ensure a seamless experience for both candidates and interviewers: 1. **Leverage Your ATS**: Make full use of your Applicant Tracking System to streamline the hiring journey from application to onboarding. Utilize its features for easy tracking, communication, and reporting. 2. **Automation is Key**: Identify manual steps in your process and explore automation solutions to eliminate repetitive tasks. This could include automated scheduling, status updates, notifications, and follow-ups. 3. **Integration with Other Systems**: Ensure seamless integration with other tools and systems used in your organization, such as HRIS platforms, to avoid data silos and enhance efficiency. 4. **Customize and Refresh Templates**: Regularly update and customize templates for communication with candidates and interviewers to reflect current best practices and provide a consistent experience. 5. **Revamp 'What to Prepare For' Guides**: Provide updated guidance for both candidates and interviewers to set clear expectations and ensure everyone is well-prepared for each stage of the process. Include videos and links for better engagement and adoption of tools. 6. **Remove Obstacles and Pain Points**: Identify areas where your team spends excessive time or performs manual tasks (e.g., sending emails, setting reminders) and implement solutions to streamline these processes. 7. **Set Up Notifications**: Implement automated notifications to keep candidates, interviewers, and hiring managers informed about progress, next steps, and deadlines. 8. **Automated Reporting**: Develop automated reporting mechanisms to track progress, identify bottlenecks, and provide real-time updates to hiring managers for better decision-making. By embracing these strategies and continuously refining our interview processes, we can create a more efficient, candidate-centric, and productive hiring experience for everyone involved. Let's collaborate to drive positive change and achieve our hiring goals effectively! #talentacquisition #recruiting #hiringprocesses #automation #candidateexperience #ats #recruitingprocess

𝐄𝐦𝐨𝐭𝐢𝐨𝐧𝐚𝐥 𝐈𝐧𝐭𝐞𝐥𝐥𝐢𝐠𝐞𝐧𝐜𝐞 𝐢𝐧 𝐑𝐞𝐜𝐫𝐮𝐢𝐭𝐦𝐞𝐧𝐭: 𝐍𝐨𝐭 𝐒𝐞𝐥𝐞𝐜𝐭𝐞𝐝 𝐯𝐬 𝐑𝐞𝐣𝐞𝐜𝐭𝐞𝐝 🧠✅❌ 🎯 In the world of recruitment, the words we use matter. Emotional intelligence (EI) plays a crucial role in shaping how candidates experience the hiring process, especially when the outcome isn’t in their favor. One key example lies in the difference between saying "not selected" versus "rejected." ✅ 𝐍𝐨𝐭 𝐒𝐞𝐥𝐞𝐜𝐭𝐞𝐝: This phrase is more neutral and empathetic. It acknowledges that while the candidate was not chosen, their qualifications and efforts are still valued. It implies that the decision wasn’t a personal judgment but simply a matter of finding the best fit for the role. Using this language can soften the emotional impact and help maintain the candidate's self-esteem. ❌ 𝐑𝐞𝐣𝐞𝐜𝐭𝐞𝐝: This word carries a much stronger, negative connotation. It can feel personal and disheartening, potentially leading to feelings of inadequacy or failure. While not intended, it may leave a candidate feeling discouraged and less motivated in their job search. 👔 HR professionals with high emotional intelligence understand the power of words. Choosing to say "not selected" over "rejected" shows an awareness of the candidate's emotional state. It reflects compassion, respect, and a commitment to positive candidate experiences. By using more considerate language, HR can maintain a candidate's dignity, encourage them to apply again in the future, and enhance the overall employer brand. 💡Recruitment isn't just about selecting the right candidate—it's also about fostering healthy relationships and leaving a positive impression, no matter the outcome. Emotional intelligence is a tool that HR professionals can leverage to build trust, empathy, and long-term connections with candidates, even in the face of rejection.

During my time working with Anita Dongre Limited (2014-2023), I developed an efficient hiring process that significantly shortened the time to onboard new sales staff. I took full ownership of the hiring process, often bypassing the traditional multi-step procedures involving HR or senior management. I streamlined the process by: Directly contacting my Senior Manager for quick approvals over the phone. Updating HR with all necessary details and ensuring they prepared the offer letters swiftly. Assisting candidates with documentation to ensure they were ready to join within 1-2 days. This fast-track system not only worked seamlessly but also ensured that the sales floor was never understaffed, thereby maintaining operational efficiency. My proactive approach minimized delays and helped the organization remain agile in a competitive environment. However, in recent times, I’ve noticed a stark contrast in the hiring practices of many organizations. Despite giving several interviews over the past year, I often experienced prolonged waiting times of 10-15 days between rounds. This not only slowed the process but also risked losing qualified candidates to competitors who might act faster. Key Learnings from My Experience: 1. Empower Decision-Makers: Grant hiring managers more autonomy to make decisions without excessive reliance on hierarchical approvals. 2. Streamline Processes: Simplify and standardize the hiring process, ensuring all necessary steps are completed efficiently without unnecessary delays. 3. Utilize Technology: Implement tools for real-time communication and tracking to enhance collaboration between departments like HR and operations. 4. Foster Proactivity: Encourage managers to take initiative in expediting critical processes like hiring and onboarding. 5. Focus on Candidate Experience: Reducing waiting periods not only secures top talent quickly but also reflects positively on the company’s reputation. Application for Organizations: Develop a "fast-track" hiring framework for urgent or high-priority roles, empowering managers to act quickly. Automate repetitive tasks, such as document collection and offer letter generation, to save time. Introduce flexible approval workflows that allow for verbal or electronic approvals in time-sensitive cases. Prioritize transparency and clear communication with candidates to keep them engaged throughout the process. By adopting such measures, organizations can improve their agility, enhance candidate experience, and gain a competitive edge in attracting and retaining top talent.