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Hi to all,

I hope my title is understood by you.. If not, then let me tell..

Consulting business especially recruitments id very responsible and tricky job, atleast from the point of a recruiter. Some requirements are easy and some really tough. Whenever somebody asks, what are your methods of sourcing ? we generally say --

Job portals, job postings, print ads, references, headhunting etc. etc.

These are common words in a recruiters diary. I mean everybody uses these methods only, but yes headhunting is tricky and makes us scratch our minds. Headhunting process is different for different individual. Every recruiter has his own method to headhunt.

But , here I wish to know , what makes you different from other recruiters..I know its your own skill but it will be good , if we share it with others too. Lets grow as a recruiter.

Let me start fro myself. I work on increasing my network. I try to increase it industrywise. I work a lot on references. Whether , i have a current opening or not, but I continue to take references. For me, it networking and then references and it has helped me alot in closing my requirements..

Now, I hope Hr consultants here will join this interesting discussion..

From India, Delhi
Hi....

Recruitment is all about using available tools in the best possible way and most innovative way. The channels like print media, portals, reference,head hunting every one does - i complete agree to that but how effective are we using it, for what profiles we use it, that's were we stand ahead of others.

Portals, Job posting, hoardings, Print media, pamplets, paper inserts, movie slides - Entry Level

Reference - Mid level positions

Head Hunting - Senior level positions

Apart from this Employee Referal is the best way to source, again in that we need to be different from others, just an example how we do it in our company.

Once we have opening :

Posters created - with JD - Employee referal scheme ( Rs. XXXX)

Visibility - Posters posted in Caferia, and other common places

Screen savers - Any employee switching on the system will get the Openings as Screen saver

Goodies - Goodies to be given should be attractive - ( Mobile phones, ipod, 14in tv, electric scooter) - All this should be displayed in the working area with decoration

Mail communication - Mails to sent to all Management staffs

Once openings are closed we again select the best or top contributers make a poster with their photos and publish across the organisation in mail, posters and handout/magazine

Every company has employee referal i am not sure how many do it this way or even more effective.

Lets not look at new methods lets look at improvising on existing methods for better outputs.

I have just given one example ( Employee Referall), if you would like to know more on other channels do let me know i will send it way to do it in better way...

Have a stress free week

Keep smiling:)

From India, Chennai
Dear coolheadtamil,
I appreciate your detailed reply. Many companies follow Employee referrel scheme, with most of them are IT and ITES. This method is good for companies doing frequent recruitments.
But here I wanted to know about recruitment consultants. Consultants have various requirements from various industries and job portals have limited database.. Sometimes, I feel the data is getting exhausted, the same profiles again and again. In many profiles, headhunting is required. We have this perception that headhunting is required for senior positions, but even some junior positions require the same.
The method of your ERS is quite cool and encouraging, but I guess it is hardly applicable on recruitment firms.
What say ??

From India, Delhi
Dear Deepali,

I buy in your point, this will not work for Consultancy, There we have to apply ( RAF), i.e., "Refer A Friend". Consultancy mainly works on Naurkri or monster or times jobs, which gets exhaused very easily as every one is using the same, so you need be little innovative. Using Portals you can generate walk in's from that you need to build your database,

Example :

Day 1 : Line up 10 candidates to walk in, ( Give every RAF form and ask them to give minimum 10 numbers of their friends who are freshers and working)

- it gives you 80 - 100 database which will not be in portals, and you need to dial these numbers on same day or next day. try and get 2 referall from each call you make.

80- 100 databse * 2 = 160 to 200 numbers which you will not find in portals, which is not available to anyone else, by this way you get extra edge.

You keep doing this with rigor on daily basis, you will the desired level shortly.

Few other ways of sourcing.

1. Pamplets ( in local news paper - in and around your consultancy and important joints of the city ( opposite to companies, shopping malls, cinema theatre )

2. Slides in movie theatre.

3. Bus Advertisment ( back of the seats- try and do this in buses covering long routes)

4. Use social media - Facebook, orkut,twiter and few websites which give free posting

5. Bulk sms and bulk mails - ( Data base has to be procured from Marketing exectutives / Recharge shops or cab drivers )

Plenty more ways where we can source, all it takes is " Dont try to do different things - just do things different"

From India, Chennai
Hi Coolheadtamil,
Thanks for your reply. I must say that's a good method. we can definitely apply this method and most of the consultants and even companies apply this. For freshers this is definitely going to work but when it comes to experienced profiles , where the initial rounds of interview are taken on phone itself (this is how I do ), referring a friend is minimal.
As you suggested of bus ads and pamplets , i feel this can be a good option for junior profiles and I've never done this.
Plenty more ways where we can source, all it takes is " Dont try to do different things - just do things different"
Good one..Very true..
Waiting for more of your points..they are really good.
Where are others ???

From India, Delhi
You can also try the following methods which will help in sourcing...

1. Scrolling in local news channels, ( will help us reach interior places generates more walk in's)

2. Hoarding/ Bus shelters is something costly but we have tried when it when the requirements are huge.

3. Sponsoring social causes or joining hands socail awarnes campaign

4. Conduct a cricket tournament - ( keep it as knock out tournament, tennis ball 10 overs match ), your brand value increases and you get lot of registarion from corporates and you get good leads which helps in head hunting and database building.

5. Organise a job fair, half page adv in hindu and then book a marriage hall, donot invite any companies. ( you will get database for 6 months with ease)

6. keep posters and banners outside target companies ( preferably on top of tea shop or opposite) - You will have good response

7. Have tie-up with training institues ( either for payment or free - it will increase their brand value for placing training candidates and we get more walk in's)

8. Have tie-up with browsing centre's ( you can conduct interview thro webcam, and they will have huge profile database as most of candidates prepare resume in browsing centre )

9. one more funny and innovative way of sourcing is have a some on dressed as clown with board on both sides with contact numbers for job.

From India, Chennai
Hi Everyone,
I am wondering, people here don't want to think much or don't want to share ??? Such an interesting topic and no comments except for one thinker..
Hi coolheadtamil,
Thanks for reposting it here.. Your ideas are worth trying.. Keep scratching your head for more inputs..
regards,
deepali

From India, Delhi
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