1. Asking people you know or taking on family members
If you really are on a tight budget, you may consider asking around. Asking people you trust or people who may be in the same trade as your self. This obviously takes the cost element out of the process, however, it may cause a lot of upset or embarrassment should you have to dismiss. Secondly, you may find it extremely uncomfortably to delegate tasks or discipline the new employee, particularly if you have decided to take on a member of your family no matter how distant they are!
2. Candidate Database
Try picking up database of recently graduated students from a nearby college. Some of the private institutes, similar to Aptech, might actually tie up with you under their earn with learn scheme at local level.
3. Employee Referrals
One of the most successful methods of recruitment in Call Centre Industry. You just need to pay a fraction of the amount you would otherwise have to pay to a placement consultants for an employee as incentive.
From India, Ahmadabad
You can also try any of the following methods:
1. Professional Groups
There are lots of Professional Groups where you can look out for professionals in different fields. For Eg; This is an excellent site to look out for good HR professionals; there lots of groups on Yahoo.com
2. Body Shopping
You can contact the training institutes for profiles of their students. For Eg: NIIT for IT candidates, NIS for marketing Candidates. They would have profiles of both experienced and freshers.
From India, Bangalore
thank you for your insight
i have already done the same thats how i could able to get 50 candidates in a month. place like pondicherry i would like to do something different,and should help our industry as well. i have talk to some upcoming consultancy to give advertisement for walk in where as we would go and select the candidate.this would help them as well as I.
thank you looking for your kind cooperation in future too.
From India, Chandigarh
In addition to what our friends Ajmal and Soumya said, also check the following Methods of Recruitment, it might be usefull to you.
Companies recruit their personnel through various recruitment methods, depending on the position to be filled, the urgency of the requirement and other factors.
Campus recruitment offers the most common gateway to the job market for final year students, especially in technical or professional fields. It usually takes place around February/March and organizations visit the campuses of IITs, IIMs, ITIs and other prestigious colleges and universities on a regular basis to recruit personnel. Prior to the placement week, the organizations put up presentations known as PPT (pre placement talks) highlighting the benefits of working for them, to try, identify and attract the best talent. The placement cell of the institutions encourage final year students to apply to the companies they have short listed, and these are then sent to the participating organizations.
Individual companies in the form of tests, group discussions and interviews undertake the selection process. Companies put in a lot of effort to attract promising candidates and competition is intense. In the top line engineering and business schools, the companies vie for top billing in the first two days of the placement week. Job offers are given within this week to the student. In general, a student is debarred from receiving more than three offers. In the second line institutions, the ratio of students and number of offers may vary. when the student decides and makes his/her selection, the placement cell informs the company.
Summer placements between three to six months are part of the curricula of business schools and engineering colleges students. During such placements, they are attached to companies to obtain real life work experience. For business school students, their choice of elective subjects can be a determining factor in the type of company being targeted. A number of firms pre-empt the placement week and PPT, by offering employment informally to the summer trainees at the end of the assignment, and following this up by completing formalities formally. The candidate enjoys the opportunity to experience the work culture of the organization from the inside.
Employment advertisements are being taken out in newspapers, magazines, specialized journals, etc. by a large number of companies to enable the employer to reach out to a large target audience. Advertisements may be for various positions, from trainees to top management level professionals. The print media has realized the need to categorize these advertisements and most major newspapers are taking out supplements on a regular basis.
E-recruitment provides access to a worldwide databank of jobs, on line application and information resources through the Internet. One of the benefits of e-recruitment is the provision for swift feedback and follow up.
External sources like university placement cells, headhunting services and consultancy firms are being increasingly resorted to by companies for meeting their recruitment needs for tracking the right candidates. Placement agencies maintain an exhaustive database of candidates for various levels to identify and screen candidates for their clients for a negotiated fee.
Employment exchanges offer candidates registered with them for recruitment.
The organization itself may be a source for candidates to fill in vacancies through transfers and promotions.
Employee referral schemes or personal networking for some firms are the preferred means of recruitment, as they can select employees after judging their ability to fit into their work culture.
Hope it might be usefull to you.
From India, Madras