Struggling with Cost-Effective Resume Sourcing? Share Your Tips and Techniques Here

Respected members,

I would like your views and suggestions on the latest sources and techniques of resume sourcing, which should also be cost-effective, unlike consultants. I have found that recruiting the right candidates at the right time is the need of the hour, and I am facing a lot of problems in recruitment. I need your suggestions and advice, friends.

Waiting for your reply :)

Hi Sam,

As per today's scenario, a recruiter has to be aware of every moment in the industry. One has to be good at networking since we can't rely very much on the portal. So, try to find some networking sites from where you can find quality people.

Hi Sam,

There is even one more thing apart from networking, i.e., references. Whenever you have an opening, just convey about that to all your colleagues, your ex-company persons, and your friends.

Apart from this, you can even find out if any of your present employees would be interested in shifting to the current opening in your company. This would be really cost-effective.

Hi Friends,

I work in a meat processing industry where we employ 300 staff in one plant. We don't have a proper recruitment process in place. I have already created a recruitment workflow, but before submitting my project to top management, I would like to hear your views on sourcing CVs. We are located in Europe, and recently hired staff have been leaving within a year. Therefore, I have decided to implement a better recruitment standard to reduce the attrition rate, as well as recruitment and training costs. Currently, we are sourcing CVs through employee referrals and walk-in interviews. Can you please share your experiences on how to source the best candidates in this industry, considering we need both experienced and inexperienced candidates for different roles? I need to highlight to management the potential cost reductions by implementing this approach.

I eagerly await your response.

Thanks,
Mauxin

Hi Friends,

Can you suggest some networking websites where we can post our requirements that are niche and can get quick responses from quality people?

Regards,
Poonam Thakker

When you generate or post job requirements, be specific. Most of the time, it happens that the person who has given you the requirement for the opening might not exactly know what type of skills they are looking for.

Prepare a list of skills based on the interaction with the person who is generating the requirement. Re-confirm with them. Identify skills in order of priority. Look out for candidates whose skills match the priority list.

Sort out a few candidates and conduct a telephonic interview first. Find out from the conversation whether they possess the required skills or have contributed something in that area. If yes, then call the candidate.

During the interview, ask the candidate about objective data of their achievements.

Hey Shipra,

I agree with you on this point, but could you please provide me with some networking websites where I can find better resume templates?

Regards,
Vishal

Hi all,

Few Strategies on Sourcing:

- For any requirement, the first thing you should do is post the job on our job portals and career columns on your company website. This will help you receive CVs from candidates who are genuinely looking for a change, which might improve your conversion ratio.
- Create a specific Employee Referral Scheme for that requirement (you should offer different referral benefits for different requirements) and circulate it to all employees.
- Post your jobs in Yahoo and Google groups.
- Utilize networking sites such as LinkedIn, Orkut, Facebook, Bigadda, and more.
- For specialized requirements, if you have skilled headhunters, make the most of their expertise.
- Share your requirements with consultants.
- Send mass mailers on job portals for specific searches, which can help reach a larger pool of candidates in one email (both active and inactive, and you may also receive references).
- Post an ad/poster in specific institutions, training places, evening colleges, and part-time institutes.
- Check matrimonial columns in newspapers/sites where people mention their professions (this approach was successful for one of our requirements a year back and may be beneficial for other skills as well).
- Participate in job fairs, even if you don't have immediate requirements. This can help you connect with numerous candidates in one place and direct them to your career link.
- Invite former employees to rejoin. During this process, you can ask for references who may be potential candidates.
- Engage with alumni sites and groups.

You can explore and discover more strategies like these, and as we progress, we may uncover even more innovative ways for sourcing.

All the best.

Hi all,

In today's scenario, recruiting is one of the toughest tasks, especially when trying to find people who fit our job profile and are competent. The best way to recruit employees is through an existing employee referral scheme. To do this, you first need to incorporate an employee referral scheme that includes attractive prizes and cash rewards to entice existing employees. Many companies use an employee referral policy to fill their current vacancies.

You can also utilize social websites like LinkedIn.com, Orkut, and others.

Hi,

Job portals, employee referral schemes, and advertisements for vacant positions, especially when hiring in bulk due to expansion or new projects, can be an economical and efficient source of recruitment.

Regards,

Hi Friends,

We are based in Europe, and the staff that we recently placed left within a year. Hence, I have decided to introduce the best recruitment standards to reduce the attrition rate, recruitment, and training costs. I look forward to your response.

Thanks,
Mauxin

Hi Mauxin,

If you are facing attrition, you need to keep a check on the reasons why they are leaving. The problem may not be the sourcing technique you adopt. There will be a lot of people within your workforce also experiencing the same issues as your ex-employees. Try to address those issues and see if any improvements can be made.

This is my view and may not be entirely correct.

Regards,
Asha

Hi,

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. This would automatically take care of your attrition.

Regards,
Dixita

I personally feel that people on any networking sites put across their confidential information. During the recruitment process, people sell themselves and try to hide information about their character and behavior. On networking sites, not only do you get the real picture of the domain they are working in but also their behavioral part. So, it's like doing 90% of your work online and the remaining 10% is uncertain.

Dear All,

Can anyone give me an idea of how to recruit teachers and lecturers? I use naukri.com, referrals, and walk-ins, but at times, these methods don't work out. Is there any other way that can help me in getting the right candidate?

Waiting eagerly for a reply.

Regards,
Peeali

Listening skills are number one. You have to listen and understand the jobs you are trying to fill, and you have to understand the candidates' experience and motivation.

Trust is crucial. If a client or candidate does not trust you, find another job.

Understand the lingo and the job itself. I'm not a technical person, but I can "talk the talk."

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.

Thanks,
Jyotsana

First, you apply the WHY analysis: "Why are people leaving the organization?" Secondly, apply the WHAT analysis: "What factors will motivate them?" Lastly, these two analyses will provide the best solution for your question, "HOW to reduce attrition." This is the HOW analysis.

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 workflow as well as a recruitment policy.

Vijay

Dear All,

Can anyone give me an idea of how to recruit teachers and lecturers? I use naukri.com, referrals, and walk-ins, but at times, these don't work out. Is there any other way that can help me in getting the right candidate?

Waiting eagerly for a reply.

Regards,
Peeali

Headhunting works. Identify the companies/schools/colleges that have the same type of candidates and do headhunting.

Hi Poonam,

Ryze has a good network of recruiters. In my previous role as a recruiter, I used it quite effectively. You can utilize the network creatively.

Sathyanarayanan Learning Adventures

Dear,

There are many social networking sites that can help you with this problem. I am also in recruitment, but we mainly recruit through campus interviews. This could be an alternative.

But if you want experienced candidates and you are facing a problem in that, in today's time, Orkut is a site where you have a solution for all your problems. But it depends on how you tackle it.

Good luck,
Daleep Sharma

Hi Friends,

Can you suggest some networking websites where we can post our niche requirements and receive quick responses from quality people? Also, any tips on headhunting would be appreciated.

Regards,
Usha

Hi,

Nowadays, recruitment blogs are available for sourcing candidates, apart from LinkedIn, Facebook, etc. Nothing works like references and networking.

Venkat

Hi Everyone,

I am also trying to learn new techniques for hiring new candidates but unable to find the required information. If someone could provide me with information regarding new techniques for hiring candidates apart from internal references and searching the net, please help me.

Thanks.

Hi,

You can use LinkedIn, Orkut, Facebook, CVFox, and Yahoo Search. These websites will help you to get more referrals and also to receive more CVs.

Regards,
Nithya

Hi,

You can use Friendster.com, Konnects.com, Jigsaw.com, Plaxo.com, Ryze.com, Spoke.com, LinkedIn, Orkut, and Facebook.

Regards,
Nithya

Hi all,

According to the recent strategy, Corporates use Web 2.0 websites for their recruitment process. Google and Capgemini have already been using this source of information.

Hi! Hiring a consultant or just outsourcing the recruitment process is a major trend these days. However, if you are independently handling the task, then I suggest the following things:

1) Intense use of referrals
2) Network extensively with your current and ex-employees
3) Post an ad in the local newspapers
4) Announce Walk-ins
5) Consult the department for which the vacancy is open about the preset criteria for the potential hire.

Hope you find this useful.

Sam,

Hi, I am working as a recruiter, and I feel that maintaining close contact with candidates placed by you really helps in the long run. They give you references from current and previous companies and provide market insights such as competitors that can be tapped. Ringing them once in a while to ask how they are doing makes them feel that you are concerned.

Regards,
Ketki

In the recruitment process, the most important aspect is sourcing. You need to be very clear in your mind while sourcing. If you source incorrectly, your entire effort will go in vain.

Chakravarthi Aluri

Hello Friends,

The best sources for recruitment in today's market scenario are networking, employee referrals, and references. As mentioned above, some of the best networking sites are LinkedIn, Orkut, Facebook, and sites like HRLink. These platforms allow you to get introduced to people, start networking with them, and over time, develop a good rapport. All of this helps to minimize the onboarding risk of candidates to a great extent.

Regards,
Aj

Hi,

I have been working in the Telecom Sector in the Commercial Line for 2 years. My job involves moving from one place to another. Could you please provide me with an urgent and well-crafted resume for the position in the Commercial Line within the Telecom Sector?

This request is urgent, so kindly send it to me immediately.

Regards,
Asit