Hello Senthil,
As a recruiter, one must be on the toes, to look out for a candidate, rather a best-fitting candidate.
The job portals, once used to be full of all the best resumes, not any more. Saying so with experience.
Having screened myself few CVs, I have felt that one just can't rely only on job portals, as if we do so, the vacant position will remain vacant for God only knows how much time.
There are different ways to source candidates -
1. Sourcing CVs from portals
2. Asking for leads or references from the candidates you already worked with or the ones you called but are not interested either due to profile mis-match or due to recent job change.
3. Using social media extensively. It is indeed pain to look out for candidates over social media because of the limited access and other, but one can advertise the vacancy over SM and people would be attracted and would want to contact you.
4. Head hunting - it is all about developing actual relations not over social media sites but by actually visiting. You should know people personally and they should believe.
Recently read an article -
By using the job portal to close a vacany, we can hire the best on the site / market but not the best in the market.
What's the difference you'd wonder.
Best on site / market - Active job seekers who are floating their CVs in the market by signing up with job portals.
Best in market - Passive job seekers who would not be circulating CV, neither would make it evident over the sites. They may however be willing to talk about it post office hours or over the weekend informally.
They may be the best talent, but hidden from recruiters only because of they passively looking at jobs.
Hope it answered your query :-)