Recruiters, What Unique Sourcing Strategies Set You Apart in the Hiring Game?

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

The Challenges of Recruitment Consulting

Consulting business, especially recruitments, is a very responsible and tricky job, at least from the point of view of a recruiter. Some requirements are easy, and some are really tough. Whenever somebody asks, "What are your methods of sourcing?" we generally mention job portals, job postings, print ads, references, headhunting, etc.

These are common words in a recruiter's diary. I mean, everybody uses these methods, but yes, headhunting is tricky and makes us scratch our heads. The headhunting process is different for each individual. Every recruiter has their own method to headhunt.

What Sets You Apart as a Recruiter?

But here, I wish to know, what makes you different from other recruiters. I know it's your own skill, but it would be good if we share it with others too. Let's grow as recruiters.

Let me start with myself. I work on increasing my network. I try to expand it industry-wise. I put a lot of effort into references. Whether I have a current opening or not, I continue to seek references. For me, it's networking and then references, and it has helped me a lot in closing my requirements.

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

Recruitment is all about using available tools in the best and most innovative way. Channels like print media, portals, references, and headhunting are commonly used, but the effectiveness of these methods and the profiles for which they are utilized set us apart from others.

Tools for Different Levels of Positions

For different levels of positions, various tools are preferred:

- Portals, job postings, hoardings, print media, pamphlets, paper inserts, and movie slides are suitable for Entry Level positions.
- References are more suitable for Mid-Level positions.
- Headhunting is often utilized for Senior Level positions.

Additionally, Employee Referral is considered the best sourcing method. To stand out, unique strategies are essential. For instance, in our company, we follow these steps:

Once a job opening is available:
- Posters are created with job descriptions and details of the Employee Referral scheme.
- Posters are displayed in the cafeteria and other common areas.
- Screen savers are used to showcase openings to employees.
- Attractive goodies like mobile phones, iPods, 14-inch TVs, and electric scooters are displayed in the working area.

To inform the staff, mail communications are sent to all management employees. After the positions are filled:
- The best or top contributors are recognized with a poster featuring their photos, which is then distributed across the organization through mail, posters, and handouts/magazines.

Employee referral programs are common, but not all are executed as effectively. Instead of focusing on new methods, enhancing existing strategies could lead to better results.

This is just one example (Employee Referral). If you are interested in learning about other channels, feel free to reach out, and I will provide further insights.

Have a stress-free week. Keep smiling :)

Dear coolheadtamil,

I appreciate your detailed reply. Many companies follow the Employee Referral scheme, especially in the IT and ITES sectors. This method is beneficial for companies with frequent recruitment needs.

However, I am curious about recruitment consultants. Consultants have diverse requirements from various industries, and job portals have limited databases. Sometimes, it seems like the data is being exhausted, with the same profiles appearing repeatedly. In many cases, headhunting is necessary. While there's a common belief that headhunting is primarily for senior positions, some junior positions also require this approach.

Your Employee Referral Scheme method is innovative and encouraging, but I wonder if it is practical for recruitment firms.

What do you think?

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I have corrected the spelling, grammar, and punctuation errors in the text and ensured proper paragraph formatting. Let me know if you need further assistance.

Dear Deepali, I agree with your point that traditional methods may not work effectively in consultancy. In this field, we need to implement "Refer A Friend" (RAF) strategies. Consultancies typically rely on platforms like Naukri, Monster, or Times Jobs, which can quickly become saturated due to widespread use. To stand out, one must be innovative. Utilizing job portals to attract walk-ins can help build a unique database.

For instance, on Day 1, arrange for 10 candidates to walk in, provide them with RAF forms, and request a minimum of 10 referrals each. This approach can yield 80-100 contacts not present on job portals. Subsequently, contact these individuals on the same or following day, aiming to secure at least 2 referrals per call.

By following this method consistently, you can quickly expand your database and gain a competitive advantage.

Alternative Sourcing Methods

In addition to the above approach, consider alternative sourcing methods:

1. Distributing pamphlets in local newspapers, targeting areas near your consultancy and key city locations.
2. Advertising through slides in movie theaters.
3. Placing ads on the back of bus seats, particularly on long routes.
4. Leveraging social media platforms like Facebook, Orkut, Twitter, and websites offering free job postings.
5. Sending bulk SMS and emails (obtain databases from marketing executives, recharge shops, or cab drivers).

There are numerous other sourcing avenues available; the key is not to try different things but to do things differently.

Thank you.

Hi Coolheadtamil, thanks for your reply. I must say that's a good method. We can definitely apply this method, and most 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 the interview are conducted over the phone (this is how I do it), referring a friend is minimal.

As you suggested, bus ads and pamphlets can be a good option for junior profiles, and I've never done this. There are plenty more ways we can source; all it takes is, "Don't try to do different things - just do things differently."

Good one... Very true... Waiting for more of your points... They are really good. Where are others???

Regards

You can also try the following methods which will help in sourcing:

1. Scrolling through local news channels will help reach interior places and generate more foot traffic.

2. Hoardings/Bus shelters can be costly, but we have tried it when the requirements are substantial.

3. Sponsoring social causes or participating in social awareness campaigns.

4. Conduct a cricket tournament (keep it as a knock-out tournament, tennis ball 10-overs match). This will increase your brand value, attract registrations from corporates, generate good leads, and aid in headhunting and building a database.

5. Organize a job fair, place a half-page advertisement in the Hindu, and book a marriage hall. Do not invite any companies; this will provide you with a database for six months easily.

6. Place posters and banners outside target companies, preferably on top of a tea shop or opposite. You will receive a good response.

7. Establish tie-ups with training institutes, either for payment or free, to enhance their brand value in placing training candidates and increase walk-ins.

8. Partner with browsing centers to conduct interviews through webcams; they usually have a large profile database as many candidates prepare resumes there.

9. Another fun and innovative sourcing method is to have someone dressed as a clown with boards on both sides displaying contact numbers for jobs.