How Can I Source Candidates Without Consultancies and Boost Employee Engagement from Day One?

As I am a budding professional, kindly suggest the following queries:

Challenges in Sourcing Candidates

I am handling recruitment for my company, but I have felt that sourcing candidates without the help of consultancies is a big challenge, and it makes me feel bad. I am unsure how consultancies acquire candidate profiles instead of HR personnel. I am interested in obtaining databases from other companies containing profiles that do not match their requirements but may be suitable for ours. I am seeking guidance on this strategy as I am unsure how it will work. Please advise me or suggest alternative strategies.

Induction Topics and Employee Engagement

Additionally, could you please guide me on the topics to cover during induction and suggest strategies for employees to establish an emotional connection with the company from the moment they join?

Regards,

You could have written your post in a slightly better manner. You have been a member of this forum for more than two years, and this time period is sufficient to understand how to write posts clearly.

Issues Addressed

You have addressed three issues: recruitment, induction, and emotional bond with the company. Of the three, let me opt out of recruitment. There are experts in this field who will guide you.

Induction

Regarding induction, there is a lot of material available on this forum. You may search for it. Click on the following two links where I have provided my replies:

- https://www.citehr.com/221438-benefi...tml#post995364
- https://www.citehr.com/291449-movie-...-training.html

Emotional Bonding

Concerning emotional bonding, it is more the job of HODs or managers in your company. Emotional bonding depends on role clarity, updated job descriptions, well-defined measures of performance, treatment by the HOD towards the employee, interpersonal environment in the company, availability of necessary equipment, tools, or infrastructure for the job execution, etc. You may conduct an Employee Satisfaction Survey to find out how satisfied your employees are with the company. While employee satisfaction is not everything, it still significantly impacts organizational performance.

Regards,
Dinesh V Divekar

While Dinesh V Divekar has addressed two of your concerns, I will focus on two other points you made.

1. "Don't know how the consultancies would get the profiles of candidates instead of HR people":
The logic is simple, yet missed by quite a few company recruiters. One of the primary and first points made by any recruiter (from HR or the consultant) is to 'sell the company' to the candidate. Now, let's say there are three people: the company recruiter, the candidate, and a third person (in this case, the consultant). If you were the candidate and heard the company recruiter saying 'My/Our company is great to work in' and at the same time heard a consultant saying 'That company is great to work with'—whose word would you give more preference to? Most often, the third person's—that's human nature—whether it's in recruitment or any other area of human interaction, unless there's something to disbelieve the third person's words. However, this also has its own downside aspect too—like for any other situation. This human thinking process is also at the back of the employee referrals practice prevalent in many companies. So, in practice, a consultant is not just a post office forwarding resumes to the company/client, despite many HR professionals viewing it that way. There's a value-addition involved—in some cases at a deeper/wider level too. Hope you get the point.

2. "Companies have put some profiles not matches for their requirement and it may be suitable for our requirement":
That's what job portals are all about—if you analyze deeper.

Regards,
TS

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