“Microservice Ecosystem market will grow globally at a robust CAGR 16% between 2017 and 2022, reaching $10 billion by 2021.”
When I got to know TASCON’17 is happening in Bengaluru, I made sure to book my flight and a seat in the event. This was the first ever TASCON event there with a great line up of speakers and an opportunity to network with folks from Bengaluru and learn a lot of new things. My expectations were raised when I saw the turn up on the day of the event and I must say TASCON’17 lived up to it.
Recently we participated in TASCON 17 – Talent Acquisition and Sourcing Conclave 17 in Bangalore. During the event, there was an impromptu contest consisting of 3 rounds – creative job description writing, search and a sales pitch for a whacky job.
It’s ironical that I’m posting this piece right after #tascon17 (talent acquisition and sourcing conference). After yesterday’s sessions at the conference and meeting with a few industry sourcing stalwarts, I’m forced to rethink the future of sourcers in recruitment function. I’m not exaggerating when I say the title of recruitment sourcers (sourcers as known in the recruitment parlance) will be non-existent by 2022.. perhaps by 2020 itself!
Recently I got an opportunity to attend TASCON17, a talent acquisition and sourcing conclave held in Bengaluru (India). Now, the event covered a variety of topics, but the one which fascinated me the most was on the employer branding and how organizations can use it to attract talent. Here, I will try to share what I have learned from that session about employer branding and leveraging it to transform an organization into a talent magnet.
“Branding is a promise to your customer. Employer Branding is a promise to your current and future employees” – Kathryn Minshew
In a space where startups are booming and every company is on the look-out for the best talent, there has become a significant need for each company to construct its own brand. This is where employer brand comes into place. Employer branding is a term that has significantly caught on and has been the “it” subject in the industry for the last ten years. It is essentially an umbrella term that showcases an organization’s culture, values and most essentially, its people.
Most of us will agree that we recruiters are still manually entering candidate details for making synopsis, trackers and Applicant Tracking System.
Recently I got an opportunity to check out lots of Application Tracking Systems. Every ATS is designed with specific objective – Automation, Analytics or even Integration. Every recruiter/stakeholder in recruitment process has a specific interest in ATS. As a recruitment professional, I have zeroed down to following 7 features which every recruiter will love to have in any ATS
Recruitment as a function is evolving. The right use of technology has become a necessity to make our hiring more accurate and efficient. Many companies have already started using Data Analytics as their next big move to improve their hiring. Getting the right resource at the right time is the key for any organization.