Exploring Recruitment Beyond Job Portals: How Do You Find Great Candidates?

Hi all,

I am an MBA graduate who has recently joined a recruitment consultancy. I am interested in learning about new methods for finding good candidates beyond utilizing job portals and understanding how headhunting is conducted.

If you are talking about new sources for recruitment, then I can suggest you a few:

1. Social Networks, like Facebook, Orkut, etc.
2. Professional networking sites like LinkedIn, Brijj (desi LinkedIn), etc., are a good source, especially if you are looking for someone damn creative or are trying to hire someone at the top.

Hi all,

I am interested in doing a short-term (1 month) course in HR so that I can get a good job in the same field. I am an MBA graduate in HR with 1 year of experience.

Also, please suggest the latest courses in HR that can be useful for securing a good HR job.

Thanks. Please reply.

Diana
New Delhi

Hi Diana,

Please call us at 9873145504 for more details.

Santosh

I am interested in doing a short-term (1-month) course in HR so that I can secure a good job in the same field. I am an MBA graduate in HR with 1 year of experience.

Could you also suggest the latest HR courses that would be beneficial for obtaining a good HR job?

Thank you. Please reply.

Diana
New Delhi

I am sharing what I know. Here is how it works or maybe something different than this...

New Method of Recruitment:

What is the best way to recruit the right person for the job?

Put about 100 bricks in a particular order in a closed room with an open window. Then send 2 or 3 candidates into the room and close the door. Leave them alone and come back after 6 hours to analyze the results.

Here is the guidance to analyze new employee behavior:

1. They are counting the bricks. Assign them to the accounts department.

2. They are recounting them. Assign them to auditing.

3. They have messed up the whole place with the bricks. Assign them to the facility engineering team.

4. They are arranging the bricks in some strange order. Assign them to the Asset team, particularly Geology.

5. They are throwing the bricks at each other. Assign them to the Operations team. Drilling may be a good fit.

6. They are sleeping. Simply assign them to the security team as usual.

7. They have broken the bricks into pieces. Then assign them to the information technology department.

8. They are sitting idle, doing nothing and don't know what to do. Definitely assign them to the human resources team.

9. They say they have tried different combinations, yet not a brick has been moved. Obviously assign them to the Procurement team.

10. They have already left for the day. Assign them to the Public Affairs team.

11. They are staring out of the window. Assign them to corporate strategic planning.

12. They are complaining about the brick's size, weight, color, and odor. Then assign them to the HES team.

13. And last but not least, if they are talking to each other and not a single brick has been moved, congratulate them and place them in top management.

Good one!!!

I feel that recruitment techniques should be developed keeping in mind what one is looking for. As the requirements vary i.e., industry and role, any specific recruitment requirement needs a specifically designed process. By this, it is not implied that we get lost in a number of techniques, but based on an industry-specific process once evolved, we have a set of modifications available to meet a particular recruitment requirement.

I also feel that there is a requirement of a psychological dimension added to recruitment processes, which will enable seeing what is hidden in a perspective employee and then evaluating his suitability. There may not be any legal problems in India, but just for information, such psychological profiling is not permitted in the US.