Tag: Sourcing & Recruiting Tips

Sourcing Tips

#HR #Word: #Pin-code #Sourcing

Sourcing is evolving with technology and is positioning itself as a more strategic role in the entire Hiring Cycle.

Pin-code Sourcing is a the strategic hiring approach which focuses on sourcing candidates from a specific Pin-code area

In recent times Workplaces is shifting its base to suburban area and candidate too prefer to stay nearby to avoid travel and save time.

Pin-code Sourcing in getting acceptance from sourcer’s and recruiters as it help them to strategies their souring approach in getting the right talent from near by area only.

image courtesy: pincodein.com

Usually a Pin-code covers a area of 3 to 9 km’s and travelling such distance is feasible for candidates.

How does Pin-code Sourcing helps

1. Focuses on candidates from same pincode area
2. Reduces travelling time for employees
3. Can help in Improving diversity hiring.
4. Less operational cost and increases productivity. and many more.

Pin-code Sourcing is usually successful if

1. Infrastructure  for such specific area / Pin-code is developed with good  connectivity, Residential area &  Public amenities.

2. If candidate mention pin-code on his/ her residential address in CV. Usually sourcer’s search on Portals with Pin-code or Area name.

How to Search

Usually Sourcer’s use keywords such as Skills + Pin-code OR Area name which searching CV’s on Job Portals. The search will be restricted to candidates who mentioned either Pin-code or area name on CV.

I am sure many sourcer’s have used such approach and it might have worked

The above approach can be helpful for all firms.

Try it..and Share your feedback/ Learning.

Wishing all a Happy and Prosperous Ganesh Chaturthi.

May Lord ganesha brings great wisdom to all.




HR Word: Job Evaluation

Job Evaluation definition

A systematic, formal process that allows organisations to compare jobs to others across the company and the industry. Job evaluation is often seen as the foundation for a fair and efficient pay framework.

Job evaluations may be carried out in order to help businesses:

  • Produce a fair pay framework
  • Reduce inefficiencies in remuneration e.g. two people on the same ‘level’ with different salaries
  • Compare remuneration with other companies
  • Design new jobs, departments and functions
  • Rework their pay framework after a company re-organisation

Job evaluation differs from job analysis – the latter is the process of gathering information about a job, whereas job evaluation goes a stage further by placing a relative value on a job so that a fair and suitable pay framework can be produced.

Job evaluation can be quite an invasive process, particularly if the analysis runs deeply, which means HR must consider and mitigate the effect on employees. A good relationship with unions and employees is important.

Employees are welcome to appeal against plans put into place as a result of a job evaluation. Companies should have established procedures – separate from the standard grievance procedures – for dealing with these appeals.

One of the biggest criticisms of job evaluation is that it is conducted from the employer’s point of view. Other stakeholders, such as employees and unions, may ascribe greater importance to certain factors than employers.