Struggling to Attract Non-IT Candidates? Urgent Help Needed for Marketing and Security Roles

Hi everybody,

Can you give me some guidelines on the techniques for NON-IT sourcing? I am finding it difficult to attract candidates for the postings even through the Internet or paper ads. Friends, can you help me out urgently?

What way of communication is desired for positions like Marketing Executives, Stenographers, Security Officers, etc.? Please help me! It's urgent!

Regards,
Hameetha

Hi Hameetha,

For Non-IT, it is very difficult to get good responses from the job portals due to various reasons. The best way to source candidates is by using your contacts. Let's say you are looking for a marketing professional in the telecom domain; you can call a call center and mention that you are looking for a new connection. This way, you may get to speak with a tele-sales or a junior field sales representative. You can then generate references from them and proceed as a recruiter.

Feel free to let me know if you need any further assistance.

Regards,
Krishna

Thank you for your immediate feedback through this forum.

Do you think that as an HR Executive in an organization, they can conduct headhunting or sourcing through the method you have suggested? Will consultancies and HR executives be considered the same? How will candidates respect working in an organization if they are contacted by the HR Executive through cold calling?

Any comments? Please let me know.

What are your thoughts on paper advertisements? Will employment exchanges allow private organizations to post their vacancies on their notice boards? Could you provide clarification on this matter?

Regards, Hameetha

I suppose working with companies or consultants does not affect your reputation, since what you are doing is the job for which your company hired you. Many people view working with recruiters from consulting firms as a downgrade, but if we examine their job profiles, they are often better than those in some good corporations.

In fact, I am also a consultant, and I have noticed that recruitment executives in most of my client offices do the same job as my recruitment executives do on my end, and they are better performers than others.