Ash Mathew
Recruitments, Training`
Hr Executive
Human Resource
Hr Generalist
Kaushik Kapadia
Purchase, Ppc
Sr. Manager - Hr & Operations
Manager - Hr
Daleep Shimla
Hr Business Partner
Hr Head
Hr- Officer
Hr Manager
Management Student
Richa Titus
Mba Student (hr)
Jyotsana Singh
Hr Executive

Respected members,
I would like your views and suggestions on latest sources and techniques of resume sourcing which should also be cost effective unlike consultants as I found recruiting right candidates at right time is the need of hour and i am facing a lot of problem in recruitment.I need your suggestions and advice friends.
Waiting for your reply:).
11th June 2008 From India, Delhi
Hi Sam,
As per the Todays's Senario is Conserned a recruiter has to be aware of each n every moment in the industry .1 has to be good in Networking..since we cant really rely very much on the try to find out some networking site,from whre u can find quality people..
13th June 2008 From India, Delhi
Hi! Sam
There is even one more thing apart from networking i.e references. whenever u have a opening just convey abt that to all your colleagues, ur ex-company persons and ur friends.
Apart from this you can even find out if any of your present employee would be interested in shifting to the current opening in your company. This would be really cost effective.
13th June 2008 From India, Mumbai
Hi Friends,
I work in a meat processing industry where we employ 300 staff in one plant. We dont have a proper recruitment in place. I have come up with the recruitment work flow already but before I will submit my project to the top management I would like to get your views on sourcing CVs. We are based in Europe and staff that we placed recently left withing a year. hence I have decided to introduce a best recruitment standard to reduce the attrition rate, recruitment and training cost. We are sourcing the cvs through employee refererals and walk in interviews. Could you please share ur experience on how to source the best candidate in this type of industry where we need experienced and also with no experience candidates for some jobs. I have to emphasise to the management the projected cost reduction by introducing this method.
I look forward to ur response.
13th June 2008 From Ireland, Dublin
Hi Friends, Can you suggest me some networking website where we can post our requirements which are niche and can get quick response and quality ppl... Regards Poonam Thakker
13th June 2008 From India, Mumbai
Hi Friends,
I found "Linked In" is one good cite for network of people. I am a member there and going good. Just try and c.
13th June 2008 From India, Visakhapatnam
When you generate or post job requirement, be specific. Most of times it happens that the person who has given you the requirement for opening, he himself might not be exactly knowing what type of skills he is looking for.
Prepare list of skills based on the interaction with the person who is generating requirement. Re-confirm with him.
Identify skills in order of priority.
Look out for the candidate whose skills matches with the priority list.
Sort out few candidates and have telephonic interview first and find out from the conversation whether he has got the skill or he has contributed something in that area, if yes then call the candidate.
At the time of interview ask him about objective data of achievement.
13th June 2008 From India, Mumbai
Hey Shipra, I consider you to be correct on this point, but can you provide me with some such network websites for getting better resumes Regards Vishal
16th June 2008 From India, Pune
Hi All,

Few Strategies on Sourcing:
- For any requirement first thing you should do is Job posting in our job portals and career columns in your company website, from which you will get CVs of candidates who are really looking for change might help your conversion ratio.
- Formulate a specific Employee Referral Scheme for that requirement ( you should have different referral benefits for different requriements) and circulate to all employees
- You can post your jobs in yahoo, google groups
- Also in networking sites like: linkedin, orkut, facebook,bigadda..and more
- For niche requirements if you have skilled head hunters pls do make the most of it
- You can also share your requirement to consultants
- Send Mass mailers in job portals for specific search which may help reaching most candidates in one mailer ( active and inactive even you may get references)
- You may post an Ad/poster in specfic institution/ Training places/ evening colleges/ Parttime institutes
- You can also check in matrimonials columns in newspapers/ sites where people will mention their profession( this was a success for one our requirement a year back...may be helpful for other skills also)
- participate in Job fairs even if you dont have immediate requirements you may reach loads of candidates in one place and direct them to your career link
- You can also invite your old employees to join back while doing this activity you may ask for reference which may be potential candidates
- Reach alumni sites, groups...

You can think and find more ways like these and as we progress we might find even more innovative ways for sourcing

All the very best
17th June 2008 From India, Bangalore
Hi hi583249
I am also located in bhopal, email id is . looking fwd to interact with you.
17th June 2008 From India, Indore

Hi all,

In today scenario recruiting is one of the toughest task, especially to recruit those people who fits to our job profile and competent one.
The best way to recruit the employee from existing employee through reference scheme.
For this first you have to incorporate employee referral scheme embodied with attracting prizes and cash reward to lure the existing employees.
Lots of company using employee referral policy to fulfill their current vacancy
You can also use social websites like, orkut and many others

17th June 2008 From India, Gurgaon
Hi, Job portals, Employee referral scheme and advertisement if vacant positons are in bulk, may be due to expansion/new projects shall be economical and efficient source of recruitment. Regards,
17th June 2008 From Singapore, Singapore
hi mauxin,
If you are facing attrition need to keep a check on the reason on why they are leaving.. the problem may not be the sourcing technique you adopt.. there will be lot of people within your workforce also having the same issues like your ex-employees.. try to address those issues..and see whether any improvement is there..
This is my view...may not be right...
17th June 2008 From India, Madras
Hi All -
Here are my thoughts on sourcing resumes in today's competitive world.
Today when we talk about hiring qualified candidates not all companies analyze the time to hire (TTH) & cost per hire (CPH) which is so important. Networking, paper ads, etc...they work well but are they really saving HR's Time & money and getting us qualified candidates? I think there is one such resource which i have been doing a lot of research, & YES i think this is the right venue for companies to source candidates from. Try them...
17th June 2008 From India, Hyderabad
You can also have good referral programs for your employees.
It would motivate your people to refer and the offer decline ratio would also be less.
It would automatically take care of your attrition.
18th June 2008 From India, Bangalore
You need to go into google and enter your requirement specifying that you need a resume. There a lot of sites pop up. Get into each site which has come up and you will get plenty of free sites where you can post resumes.
You can get a lot of free resumes from sites like, etc. I have a big list of free sites where you get resumes, which i shall post sometime soon.
18th June 2008 From India, Bangalore
I persoally feel that people on any networking sites, put across their confidential informations. During recruitment process people sell them self and try to hide informationa bout their character and behaviour. On networking sites not only you get the real picture of domain they are working but even their behaviorial part too. So its like doing 90% of your work online and rest 10% is uncertain.
18th June 2008
Dear All,
Can anyone gimme an idea of how to recuit teachers & lecturers. I use, referrals, walk-ins but at times these doesn workout. Is there any other way which can help me in gettiung the right candidate?
Waiting eagerly for a reply.
18th June 2008 From India, Bangalore
Listening skills is number 1. you have to listen and understand the jobs you are trying to fill, and you have to understand the candidates experience and motivation.
2. trust, if a client or candidate do not trust you, get another job.
3. understand the lingo and the job itself. I'm not a technical person, but I can "talk the talk"
4. the phone: this "old" technology is your lifeline. Get to know it and use it well

Buy the book "Hire with Your Head" by Lou Adler, and read all that he has written. He is the guru
18th June 2008
First you apply WHY analysis."Why people leaving Organization".Secondly apply WHAT analysis."What factors will motivate them" then lastly these two analysis will give you the best solution for your question "HOW to reduce attrition" HOW analysis
18th June 2008 From India, Hyderabad
I see that your problem is not sourcing, but retention. Of course retention starts from hiring and you definitely need a plan. But a review of why the earlier people have left might give you the right idea to develop a recruitment work flow as well as a recruitment policy.
18th June 2008 From India, Hyderabad
Headhunting works. Identify the companies/schools/colleges which have the same breed and do headhunting.
19th June 2008 From India, Hyderabad
Hi poonam Ryze has a good network of recruiters. In my previous avatar as recruiter I used it quite effectively. You can use the network creatively Sathyanarayanan Learning Adventures
19th June 2008 From India, Madras
There Are many social networling cites which can help you from this problem. I am also in recruitment, but we mainly recruit through campus interviews.
this could be an alternate.
But if you want experienced candidates and you are facing problem in that. In todays time ORKUT is a cite where you have solution for all your problems, But it depends how you tacle it.
gud Lk.
Daleep Sharma
19th June 2008 From India, Mumbai
Hi Friends,Can you suggest me some networking website where we can post our requirements which are niche and can get quick response and quality ppl... & some head hunting tips also.RegardsUsha
19th June 2008 From India, Bangalore
Hi Nowadays , recruitment blogs are availabel for sourcing candidates, apart from linked in, facebook etc. nothing works like references and networking. Venkat
19th June 2008 From India, Madras
Hi Everyone,
i am also trying to know new techniques for hiring new candidates but unable to get the required information, if someone could provide me information regarding new techniques for hiring candidates apart from internal references and searching the net please help me.
20th June 2008 From India, Pune
hi, you can use linkedin, orkut,facebook, cvfox, yahoo search,. these are the website will help you to get more referral and also to get more cv’s. Regards, Nithya
20th June 2008 From India, Madras
hi, you can use,,,,,, linkedin, orkut, facebook Regards, Nithya
21st June 2008 From India, Madras
Hi All According to the recent strategy, Corporates uses Web 2.0 websites for there recruitment process. Google, Capgemini have already using this source of information.
23rd June 2008 From India, Nagpur
Hi !
hiring a consultant or jus outsourcing the recruitment process is a major trend these days but still if u are independently handling the task then i suggest u the following things:
1)Intense use of refferals
2)Network extensively with your current and ex-employees
3)Post an add in the local newspapers
4)Annonce Walk-ins
5)Consult the Department for which the vacancy is open about the pre set criteria for the Potential hier.
Hope u find this useful.
23rd June 2008
i am working as a recruiter and i feel that maintaining a close contact with candidates placed by u really helps in the longer run. they give you references from current and previous companies, they give you market insight like competitors etc that can be tapped. ringing them once in a while to ask how they r doing makes them feel that u r concerned.
23rd June 2008 From India, New Delhi
In Recruitment Process the most important aspect is Sourcing.. You need to be very clear in your mind while sourcing. If you wrong source your entire effort will go in vain. Chakravarthi Aluri
5th September 2008 From India, Hyderabad
Hello Frnds,
Best source for recruitment in todays market scenario is networking, Employee Referral and Reference. As mentioned above some of the best networking sites : Linkedin/orkut/facebook also would like to add sites like hrlink. Some of these sites where you can get introduced to people start networking with them and as time passes develop a good rappo. All this help in making sure the on-boarding risk of candidates are minimised to a great extend.
27th February 2009 From United States, Basking Ridge
Have a deidcated recruiter to work for you. May use job boards and free ad positing websites.
Subscribe for job portals for a minimum time say - for 30 days
Work on all your recruitment needs by dedicating time in downloading profiles that will be a mtach for current and future reqmnts and build a database
Touch base with these candidates and seek referrals
Newspaper positing for once in a while is beneficial. The reach is high, you can get more applications
Publish email address for sending in resumes
Conduct walk-in interview, through email campaign in job portals.
You will definitely have a huge database.
27th February 2009 From India, Madras
I am working in a Telecom Sector of Commercial Line for 2 Years. My Job is move from One to another place. Kindly send me an Urgent basis of a good Resume for a subject of Commercial Line in Telecom Sector.
It's Urgent Pls Provide me Immidiately.
1st May 2009 From India, Calcutta
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