Portal is very instrumental in getting the numbers. You will hardly find a repository as big as portal for any kind of position. However, the techniques which are used otherwise are
1. Advertised Recruitment ( Newspaper ads, Online ads)
3. Linked IN
4. Blogs, yahoo groups, online communities
5. Campus recruitment ( College campuses, Technical Institute's campuses)
6. Job fairs
One recent technique that we have recently launched in known as "PPR ( Pay per resume)". It is a resume search service wherein we source suitable resumes for all the skills sets across country from various online points.It is a tremendous way of saving costs on portal buying and at the same time having suitable resumes from portals. You are charged on the basis of per resume i.e. if you want to buy only 5 resumes , you will be charged only for 5 resumes. The subscription starts from as low as Rs. 1000 and your credit remains with us for an indefinite period of time which you can use for any kind of position and for all the locations. To know more and see how can we help, send us a sample position to
Call Shantanu @ 09958077332/09350598800
It's always a pleasure!!!!!
I forgot to add two more sources
1. Direct applications- For this, you can use email, snail mail, or can put a box in front of your company with "Applications being accepted for open position" tag.
2. Mailer campaigns
best way .which all of us should learn is networking and headhunting.
by headhunting we will get really good guys who are not available on any portal ...hence duplicacy is avoided and teh chances of closure becomes higher,
now there are differennt means of headhunting and if you wish you can call me and i will elaborate on the same.
Dear Archi and Atharva,
with due respect to the headhunters, let me tell you that "Headhunting" is just a fancy term and can be effective only for very senior level management team. If you could elaborate on how one can headhunt for 20 candidates for a particular position! May be you can headhunt a CEO, the cost, time and effort shall be justified but if you have to recruit 25 computer engineers will you be able to do that through headhunting?
No offense though to headhunters.
I am an AIRScertified web 2.0 recruiter, i was trained by world class training institue from AIRS on advanced sourcing techniques, i wrote the exams and passed too with high score, it is little expensive but extraordinary, most powerful methods like x-raying,flip search,name generation techniques, meta search engines , you can go through the list on their website, getting into sites to get the desired information .. all are just outstanding.. all you need to attend is u must have one VOIP phone so that u can attend classes online from US, should able understand US accent, and a creditcard to pay the amount, for single exam like CIR it is around $1300, and if you take all courses in bulk under "recruiter academy" option the it would be around 1 lakh change,, now a days Google, Microsoft also asking these certifications in US,
Of course in India still HR's and market do not know the value and knowledge tht AIRS provides, i say now a days every recruiter must take these training...
For referene browse their website - AIRS Training Home and The RightThing - Recruitment Process Outsourcing, (RPO), it is a Rightthing company which is TOP 1 RPO in the world. If you have any queries you can call me.. also here is one more link http://www.airstraining.com/training..._sourcing.guid
Kishore (Chris) CIR ACIR CDR CSSR - LinkedIn
Inpull is a good idea too.
If you are worried about fakes on a job portal, a background check would be the next right thing to do. Dont ignore job portals because of fakes. The next best thing to these portals is newspaper advertisement. Both these techniques are really good specially for bulk hiring. For filling single odd vacancies for experienced professionals, referrals, in house advertising could be considered. Headhunting is relevant for really senior executives.
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