Social networking sites are an important recruitment strategy tool for attracting top talent. Featuring company success stories on LinkedIn and Facebook gives organizations an advantage by targeting the best resources in the market from a wide range of connections. These sites allow companies to provide information on job openings, company details, and employee groups which helps generate referrals and brand the organization.

1. War for Talent- Do or Die!!
• Today’s main concern for any Organization is to hire right set of resources
to the system, who are motivated, proactive and can add value to the
system and work space.
• Resource, who is highly motivated, would have higher rate of delivery with
Energy and aggressiveness and would be able to create roadmap for
him/herself.
• Profession that we are into, demands lot of HUNGER to win, URGE to
learn, Self MOTIVATED to deliver, INSATIATE desire for knowledge and
most importantly PEOPLE Skills.
• Whether, its Leadership hiring or on the platform of Bulk Hiring, the
Thumb rule would remain same for all.

2. Variant Sourcing Initiative:
Internal Job
Posting
Referral
Campagin
poster
LinkedIn Recruitment
Drive/Vendors
Rehire
Cases
Conversion
Cases
Publishing
Career portal/
Sourcing

3. • IJP(Internal Job Posting): Publishing application of open position , giving first
preference to internal resources.
• Referral Campaign Poster: Releasing Referral Campaign posters for
respective vacancies within the Organization to receive applicants.
• LinkedIn: One of the SNS(Social Networking Site) sourcing channel, through
which contacts and networks can be developed along with appropriate
hiring.
• Recruitment Drives: Conducting Recruitment Drives or Mega Drives, to
attract pool of talented resources in to order to fill the active positions,
specifically Bulk hiring.
• Rehire Cases: Also known as Welcome cases. Ex-employee of the
organization who again want to be part of the system, that can be done with
considering certain set of parameters .
• Conversion Cases: Another channel, through which positions can be filled, is
converting contractual Employee.
• Career Portal: Post positions to Career webPage of Organization to receive
maximum number of responses .
• Sourcing: pulling out right candidature for respective positions , via portal
such as, Naukri, Monster, Times jobs, Bullhorn.

4. 10 most significant organizational aspects or initiatives that
are important to maintain the momentum of hiring the
best Talent in the country…
 Organization Culture or Company Image: Culture
or images are two sides of the same coin. It equally goes hand
in hand. And Significantly, it talks a lot about any
organization. Today's workforce, is looking forward to join
Organization whose culture reflect positive image . Best work
culture not only satisfy employee but yields best of the
productivity. And as we know, word of mouth, that works like
fire, helps in forming company image in the market and assist
on grandeur level to attract best of the talent. Culture plays
major role in branding of company image among huge mass.

5.  Career webpage should be Appealing: Career page of
any company gives idea about the strength and activities held
within. First 30 seconds are very important as it grabs
resource attention. Candidate do not want to know about
sticky information about company rather what appeals to
them is real stories from real Employees about why they love
working your company.
Social Network: Social Networking is the most actively
used Recruitment Strategy tool. Featuring company’s most
successful stories via LinkedIn/Facebook gives an advantage
to the organization and helps in targeting best resource in the
market.
 Interesting Employee Referral programs: A regular
mail broadcasting to all employees highlighting hot jobs. It
should be rewarding along with highly active prompt
response, is what referrer looks forward to.

6.  Quality of life perks offered: Today’s workforce look
forward not only to working factors but also enjoying certain
perks offered by organizations such as, Athletic facilities, gym,
free yoga, discounted sports fees, trips. Advertising on career
page or on through you tube helps company to distinguish
from its competitors .
 Blogging : An online blog helps to spread company‘s stories
and makes you appeal Real. But this new aspect should
establish rules and expectation for company blog, also it
should reward individuals for writing blogs that highlights best
practices and success stories.
 Welcome Again: Rehire cases is again best way of hiring.
This method talk a lot about company and its people, along
with management and structure. This also helps in branding.

7.  Job Fairs: Organizing job fairs assist a lot in terms of attracting
good talent from market. Such fairs should have digital presentation
about the company, with involving candidates into other activities.
Infrastructure and Flexibility: Stupendous Infrastructure,
with wonderful Interiors does do wonder. Eg Google:
Infrastructure, amazingly placed, with vibrant colors. Its not only
the Infrastructure built but the view candidate captures. This
automatically fills candidate with excitement and ideas starts
blooming about the system. Flexibility to work, another driving
factor for any organization that attracts talent.
 The war for Talent: Becoming Talent Scout, holds with a
leverage of hiring best of the Talent. Company, should not only
make their employees happy but also should make them part of
the family(system).Sponsoring events, purchasing banner space or
online portals, Social networking sites to create more visibility
about the company. Its not always money, that hold importance
but also behavior and people management skills.

9. Social Network
• Social Networking is the most actively used Recruitment Strategy
tool. Featuring company’s most successful stories via
LinkedIn/Facebook gives an advantage to the organization and
helps in targeting best resource in the market. This not only helps
with pool of best resources across but also gives view about end
number of job openings, company details, various groups to be
member of. This gives wide range of connection across verticals,
master pool.
• Creating company page on Facebook, and adding
member to that also gives leverage to attract talent. This helps in
generating referrals as well. On the SNS, it gives leverage to upload
videos about organizational development, growth and multiple
benefits candidates can avail once part of the system. Today’s
youth, is more active on SNS than on portals can be found. It talk
about current scenario of resource work status and activity. Best
platform to brand an organization, and attract Talent.

10. LinkedIn, Face book , Tweeter are the most actively known social networking sites, which has
huge pool of quality professional resource from irrespective area of expertise.
Having expertise on the SNS, gives insight over lots of other aspect which remain untouched
while sourcing via Portals.
SNS, play vital role in current role of mine predominantly to close my Leadership numbers.
Being a recruiter, always being aggressive and on toes defines more of my personality.
However, this does not ends the urge of Learning for me.

11. Thank you
Ambika Chaube