#19 Sources of Hiring Metric

Welcome to our series, OMG: One Metric for Growth, where we dive deep into real-life examples of how one metric helped an organization to grow their business. Today's Metric for Growth is: “Sources of Hiring Metric” 📈

Stop Complaining About Talent: Start Sourcing Smarter?

Many business owners express frustration about not finding good talent. Yet, when asked, how much time they invest daily in finding potential candidates, the answer is almost minimal. Excuses like "we are too small" or "young people don't work hard anymore" are common.

But the truth is simple. “What on which you invest time grows”. If we start spending a few minutes daily in hiring, there is no reason for not getting enough eligible candidates.
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Suppose we begin making job profiles clear and communicating that we are one of the fastest-growing companies in our industry. In that case, enough candidates will apply as they can visualize the growth in their skill sets with such an organization.  

It is important to note that many candidates are actively seeking opportunities to join organizations like yours. It is simply a matter of getting the proper connection.

Source from the diverse sources. Here are the key ways!

1. HR Agencies – Contrary to misconceptions, many HR agencies can source candidates who are a great fit and stay long-term. The key is trying multiple agencies to find those that understand your needs.

2. College Campus – Reach out to recruitment heads at MBA and other colleges. Many students are eager to work, and a small initiative on your part can open doors to a strong pool of candidates.

3. Job Portals – Platforms like Naukri, Indeed, Internshala, Timesjob, Foundit and others allow you to post job listings, starting with free postings. Once results start coming in, you can invest more in paid ads.

4. Linkedin – With a small daily budget of Rs 500, you can start attracting candidates via job postings and scale up based on the response. Your activity in the office can be posted on linkedin so that people are aware of your culture and requirements.

5. References – References can be through existing team members or friends or relatives. It is essential to communicate on a regular basis so that whenever they come across a profile, they can recommend the candidate.

Many times, we just post on WhatsApp statuses regarding the hiring and expect people to come and join us. It is important
to understand that without you investing your time in proper sources, the flow of candidates will not come.

To build a strong team, it’s important to diversify your hiring sources.

Networking events and social media are just a few of the additional valuable channels that can bring in quality candidates. Experiment with different sources to find what works best for your company.  

Whenever You are Ready! 🔑  

Your metrics don't just reflect the past; they lead the future.

At Magenta, we specialize in turning these metrics into actionable steps.

Our Business Intelligence software seamlessly integrates with ERPs like Tally, Busy, Align Books, SAP etc and can help you with sales team performance in a click. If you haven't already signed up for Magenta Insights, now is the time!

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