Sourcing specialist acquiring incumbent market impetus

Sourcing specialist acquiring incumbent market impetus

Recruitment and management solutions are the two areas of business prospects that caught my attention of lately amidst the various widely acclaimed core area of expertise. Prior to everyone starting to hone their brains with numerous questions and queries, let me put myself in a way bit clear and understanding manner.

Recruitment sourcing that is generally considered as the current barometer of economic growth and profile is one of the latest and highly potential factors to jump onto this bandwagon of business market avenues. But, most of the industrial experts are averting from the fact that Sourcing Specialist not just implies the overall process of recruitment but is far more convoluted & diverse area of business management.

Sourcing Specialist

The current recruitment sector has to be dominated by powerful and leading players in case your aim is to strike the success target at a faster pace and not to be listed among the ones waiting or queuing up, to attain their target with traditional approaches. It’s time to come out of the age-old business management legacy by whetting the key professional skills and exploring the expertise areas to invent tactical and unique industrial implementing strategies.

That’s why the current modern corporate trend along with the updated technology is making its way in the recruitment business that has undoubtedly molded itself to become a cornerstone along with keeping the current market spirit in mind.

Some of the key working skills and styles, the current professional sourcing specialist must possess & most of the businesses are looking in, include:

  • Analytical, logical and reasonable thinking with lending significant insights into the critical aspects & analyze various information & work related aspects.
  • Leadership qualities with the ability to take key initiatives challenges with self-control and managing stress at every level of business.
  • Effective and efficient management of time and resources that includes the personal as well as the material ones.
  • Careful analysis of the quality control process, operational performance and lending beneficial judgment and decisions allied to business.
  • Active communication ability along with the talent to persuade, negotiate as well as coordinate with the staff and clients.
  • Innovation and social awareness in addition to being updated with the latest technical implications, government regulations, and market requirements.
  • Flexible, reliable and expertise sourcing specialist with knowledge of the key domain management & eligible to deal with intricate and stressing situations.
Recruitment process outsourcing – Your conduit for elite network

Recruitment process outsourcing – Your conduit for elite network

Everyone reading this blog will agree with me with the fact that even though vision and passion are the two pillars on which every company sets its business but the major asset that acts as a driving force to make your company emerge with flying colors is the human capital.

Many experienced professionals have already claimed and are time and out shedding light on the role played by manpower in yielding the apt business goals and statistics. Well, by far all of you must have come across the term ‘recruitment process outsourcing’ (generally abbreviated as RPO), which has grabbed the eyeballs of the corporate world right from its advent into the area of management and HR business.

As per the current scenario, most of the companies are finding it difficult to simultaneously handle the business development processes and the recruiting functions due to time constrain and accessibility to various allied resources that are necessary to construct a relevant candidate profile or fall short of the accurate hiring space with respect to their brand identity.

And, this is where HR companies or recruiting consulting agencies have cashed in the most along with building a strong bond with the business companies by redemption of valuable and trustworthy employer outsourcing services or recruiting process.

One should always keep in mind to go through the overall profile of the external recruitment service provider before zeroing down on the best recruitment process outsourcing firm because the task in question is to find the apt candidate for your company. And, choosing out the recruitment company whose prime objective and sole aim revolves around providing a strategic and professional outsourcing solutions by hiring the best talent from the lot and managing each level of recruitment in a streamlined and effective way.

The common or by-default set services and features catered by any RPO agency should include an extensive range of broad spectrum hiring solutions including the latest technological skills, recruitment software, years of experience and knowledge in the related field and various essential tools and processes.

While, the best part is that the client company is free to choose from a wide list of recruitment process outsourcing services that include complete RPO solutions, only sourcing services, partial RPO approaches, etc. to name a few.

Shaking hands with staffing partner – A smart business move

Shaking hands with staffing partner – A smart business move

Recruitment process and pattern has changed tremendously since the past few years as there has been a significant rise in the number of potential candidates applying every year and hence, recruiting the best suited employee is what the companies are lately aiming at.

Also, the implication of numerous departments within the company each aiming at a particular set of functions has paved way for the establishment of Human Resource (HR) as a brand new department for dealing with recruitment. But, not all companies can afford to have one HR department nor do they can integrate the recruiting process with other departments. And, this is where staffing partner comes into play.

May one agree or not; but there has been a drastic change in the way the current businesses are functioning and companies are succeeding on their journey to overall progress and development. It is a fact that whatever may be the size of the business, manpower form the most essential and crucial attribute that plays a critical role in driving the business to the success targets and attaining significant results by laying down proper management strategy.

The current business standpoint is focused on choosing the right potential candidate as they are the ones who are undoubtedly one of the largest assets and major expenses.

Staffing partner – as the term specifies is been incepted with the view to render the best suiting placement services to the companies that perfectly fit into the criteria recruitment needs of the company, quality & standard services and pricing. There has been a considerable rise in the number of recruitment firms in the recent times since; every company believes that connecting with a recruitment partner is one of the smartest moves from the business point of view.

But, care should be taken to select the best and reliable one that not only assures to deliver effective and efficient results but also easily fits into your pockets and aids in climbing the success ladder by providing potential and excellent candidates.

Some of the key features that should be looked upon while deciding staffing partner apt for your business include –

  • Vote only those recruiting firms that offer reliable and successful staffing solutions associated with broad areas of specializations and hence, all your staffing requirements are perfectly fulfilled at a single place.
  • The staffing needs of each and every company vary as per their business background and financial profile and thus, go in for a firm that provides customized services.
  • Opt the staffing agency that lays a great platform to unique and authentic recruiting solutions along with following the step-by-step strategic approach such as screening, evaluation, interview and assessment process within stipulated time frame and in accurate manner.
“BeKnown” in Facebook

“BeKnown” in Facebook

Sometime back I remember seeing an email from Monster about BeKnown. I hadn’t tried it until today when I happened to get another email about it.

What is this? This is an application for Facebook to make it appear/work similar to LinkedIn. So you can use facebook to create your professional profile and recruiters could use it to search profiles. It takes a few clicks to install BeKnown on to your Facebook account. It claims to keep this professional network separate from your friend network. But the rate at which these networks grow, many times I forget their association among my 400 odd connections and am a light facebook user anyway so doesn’t matter to me.

The oppty: I think if Facebook users adopt this application (not sure what’s their incentive since many likely ones to adopt may already use Linkedin), it becomes a way to reach a larger pool of users who are not on LinkedIn (roughly 700 MM Facebook users vs. 200MM on Linkedin).

My experience: I tried it today and haven’t yet filled out my profile fully but seemed easy to do. However my curiosity was to see if this helps Pragna’s recruiting projects. There I have to say, was little disappointed with the search results and the completeness of the profiles. I tried a few searches for technical, manufacturing roles and couldn’t find anyone really.

I am sure recruiters would love the prospect of tapping Facebook. BeKnown is a first such oppty (Branchout was one such app  before), but then they have to wait till the network throws up something meaningful :-).

Google+ For Recruiting

Google+ For Recruiting

Well – No “Wave”, no “Buzz” but “Plus” seems to be way to go!!

After two failed attempts, Google has a promising product – something I can use. What’s the selling point for me? I couldn’t figure out how to use Facebook categories to slice-n-dice my friends list. Google+ definitely did the trick very nicely. Especially can think of Friends, Co-workers, and Other Friends as being a necessity for me to share more freely. Then was thinking its pretty secure until I found out about how to use it for recruiting!!

Google+ for Recruiting is simple:


Put the filters to search by occupation (Software Developers, Architects, Software Designers et. al). Supposedly 20% of everyone on Plus currently are Techies. For example, is one such URL

Search the profiles, use keywords if necessary (fewer keywords) to narrow down the profiles

Best of all, it allows you to email them pretty easily from the Profile pages. Neat!!

Heck with security and privacy, it seems to help Pragna and its customers definitely.

High Potential Hires

High Potential Hires

Continuing on our saga to hire good candidates – here is what we are looking for. I believe this applies both for our internal hiring at both Pragna and SmartCloud companies as well as the hiring projects we undertake for our clients. Essentially there is a lot of difference between high potential hires/candidates and just another hire/candidate.

Though its not always possible to hire the “high potential” ones, one can atleast try to evaluate if we have found one! There sure is a very short supply of the high potential hires which is probably the only reason why Pragna even exists.

Lets see what defines a high potential candidate (Hire)

1. Ambition – I would rate this higher than the others just from the fact that we are talking about a “high potential” hire and not just another hire. Ambition drives people to scale heights beyond their means and wild dreams. Makes the impossible possible. This is #1 for high potential hires. So, sometimes I get excited when I meet people with ambitions and sometimes have been guilty of overlooking other things :-(.

2. Ability – One could argue this should be #1 (maybe true for regular hires). This is to validate some of the  qualities/capabilities that one needs in oneself to achieve the ambitions. Some of these can be tested easily in the interview process and some probably is a gut call or a marginal call based on prior work history.

3. Agility – This is extremely important for high potential hires, that one demonstrates flexibility (especially in startup environments) and also tendency to take a step back to review/analyze, identify root causes and always to keep an open mind to change, feedback, business strategy, criticism etc. and should have openness to share thoughts and learn.

4. Achievement – If the hires/candidates have certain amount of experience, then the above must have resulted in some achievements in their careers. I would think identifying their achievements with special emphasis on the above areas would give proof points about their potential. I don’t think its right to measure this in terms of $ revenue achieved or the valuation of the company (which I have myself been guilty of in the past), but more in terms of overcoming the adversities and challenges to achieve meaningful outcomes.

Well that’s it, The four A’s to find the high potential candidates; gives me little bit more structure to the interviews I need to do at Pragna and SmartCloud.