Skip to main content

A Day in the Life of Talent Acquisition Folks 🎯💻

(A glimpse into my initial days in recruitment)

The moment I wake up, my phone lights up like a Christmas tree—LinkedIn messages, candidate emails, and one very ambitious “Hi, is this role still open?” sent at 2:47 a.m. Candidates have no concept of time zones… and apparently, neither do I. ☕📱

After my coffee (or two), I reply to emails and LinkedIn messages like a pro—part recruiter, part customer service agent. Then it’s time to dive into work, starting with The Meeting™. You know the one—where your manager casually assigns you the Herculean task of finding unicorn profiles today. 🦄 No pressure.

Armed with my trusty sourcing techniques (check my previous blog for the magic formula), I head straight into the battlefield of sourcing platforms. LinkedIn, Naukri, Cutshort—you name it, I’m there, Boolean-ing like a wizard.

The Calling Marathon Begins 🎤
I pick up the phone and start dialing candidates like a telemarketer on steroids. Call after call, I dive into their life stories:

  • Their career journey 📖
  • Aspirations 🌟
  • Reason for change 🧐
  • Salary expectations 🤑

Every call is a puzzle—figuring out if they’re “The One” or just another piece that doesn’t quite fit. By lunchtime, I feel like a talk show host, except my audience can ghost me at any moment.

The ATS Upload Saga 💾
Once I’ve got my shortlist of superstar profiles, it’s time to upload them into the ATS. It’s a sacred ritual: upload, double-check, and pray your manager doesn’t find any gaps. Spoiler: they will. But hey, feedback is growth, right?

The Never-Ending Workday
Just when I think I’m done, the follow-up game begins. Whatsapp pings, email reverts, and gentle nudges to candidates who seem to have fallen off the grid. It’s like herding cats, except the cats have job offers elsewhere. 🐱💼

By the time I wrap up, it’s late, and I’m left wondering how I managed to do so much and yet still feel like the list never ends. Recruitment isn’t just a job; it’s a lifestyle. And tomorrow, we do it all over again. 💪🎢


Comments

Popular posts from this blog

Recruitment Reality: Navigating the Rollercoaster with Candidates, Colleagues, and Clients!

 Hi All! 👋 Welcome to my very first post on recruitment! 🎉 Having been in this space for over 4 years, I’ve had the privilege (and the occasional headache) of hiring for both non-tech and tech roles. On top of that, I've been juggling client coordination – because, who doesn’t love a little multitasking, right? Now, let me share my point of view (POV) about the three key players in this recruitment game – candidates, colleagues, and clients. Candidates – The First Call & The Never-Ending Negotiation Let’s face it, candidates are super interested during the first call! It's like they’ve just been handed the golden ticket! But as soon as the interview is done, they become like that friend who constantly texts, "What’s the feedback?" And then… drum roll … once the offer is rolled out, the tables turn. Suddenly, the ball is in their court. We find ourselves in a game of persuasion, convincing them to join despite a myriad of “What ifs.” Sound familiar? 😅 Colleagu...

Effective Selection of a Candidate: The Art of Smart Sourcing 🕵️‍♂️✨

Selecting the right candidate is like finding a needle in a haystack, but with the right steps, you can make the process feel more like a treasure hunt! 🏆 Let’s break it down into three essential steps: Client Call, JD Understanding, and Candidate Persona – with a sprinkle of sourcing magic! Step 1: The Client Call – Where All the Magic Begins ✨ Before you dive headfirst into the candidate pool, you need to have a deep understanding of the client’s needs. The first step is to make detailed notes from the client call. Here’s where you’ll jot down the must-have skills, those nice-to-have skills, and – this is crucial – the types of candidates that should absolutely not be included in your search. The client’s preferences will guide you in filtering out the right talent. Also, take note of any domain-specific skills, whether they want candidates from services or product companies, their max budget, preferred work mode, and the pedigree of the candidates. It’s a checklist that’ll save ...

Turning Theory into Practice: The Hunt for the Perfect Backend Wizard 🧙‍♂️🎯

In my last blog, we cracked open the secrets of smart sourcing with steps like Client Call, JD Understanding, Candidate Persona, and Sourcing. Now, let’s stir those secrets into action with a real-world example. Here's how I donned my recruiting cape to find a senior backend developer for a fintech startup. Step 1: The Client Call – Decoding the Quest Scroll 📜 Our client – let’s call them "FinTech Spark" – was on a mission to find their backend wizard. During the call, I uncovered the critical pieces of the puzzle: Must-Haves: Mastery in Python and Django, startup battle scars, and a knack for fintech wizardry. Nice-to-Haves: Experience crafting microservices and taming the AWS cloud. Absolutely Not: Wandering academics or knights from non-tech realms. We also conjured up a few specifics: a treasure chest of 25 LPA max, hybrid work magic in Bangalore, and a preference for product company warriors with 4+ years of experience. Step 2: Understanding the JD – Cutting ...