Dear All,
Apart from the traditional ways of talent sourcing like newspaper advertisements, consultants, and even internet postings, what could be the innovative ways of talent sourcing? How can we reach the candidate that we want but are not reaching through any of the traditional methods?
Thanks,
Manish
From India, Nagpur
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17Apart from the traditional ways of talent sourcing like newspaper advertisements, consultants, and even internet postings, what could be the innovative ways of talent sourcing? How can we reach the candidate that we want but are not reaching through any of the traditional methods?
Thanks,
Manish
From India, Nagpur
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Hi Neeti,
Recently, I saw ads appearing in movie theaters, shopping malls, etc. It's a good and innovative way to attract candidates who are not actively looking for jobs. Other methods could include posting ads in specific discussion forums or networking sites like Orkut, LinkedIn, and the recently added Brijj. The turnaround time (TAT) is higher in these cases, but they do sometimes serve as valuable sources.
Regards,
Neeti
From India, Mumbai
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Recently, I saw ads appearing in movie theaters, shopping malls, etc. It's a good and innovative way to attract candidates who are not actively looking for jobs. Other methods could include posting ads in specific discussion forums or networking sites like Orkut, LinkedIn, and the recently added Brijj. The turnaround time (TAT) is higher in these cases, but they do sometimes serve as valuable sources.
Regards,
Neeti
From India, Mumbai
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Hello, You can even try Head Hunting... I have done that personally and got very good response. Regards Karuna
From India, Hyderabad
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From India, Hyderabad
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Hi,
Headhunting, though a very traditional form of sourcing, has become unethical. It is better to have headhunting done through consultants rather than doing it within the company itself, as it puts the company's brand name at stake.
Regards,
Neeti
From India, Mumbai
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Headhunting, though a very traditional form of sourcing, has become unethical. It is better to have headhunting done through consultants rather than doing it within the company itself, as it puts the company's brand name at stake.
Regards,
Neeti
From India, Mumbai
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Looking at what most people like to listen to, watch, wear, use, and what attracts common people, such as sending job vacancies through mobile and advertisements through FM radio, I believe these are the ways we can attract a large number of applicants.
From India, Delhi
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From India, Delhi
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Hey, this may sound bizarre, but I have known recruiters who recruit from chat rooms and have recruited people as far as Africa while sitting right here in India at their notebooks, just by chatting.
Regards,
Jyoti
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Regards,
Jyoti
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Hi Manish,
You can try some training institutes because you can poach as per your requirements. Try for NGOs; it helps you a lot. Posting pamphlets inside the office, sending emails to your employees, SMS, etc., are some ways to reach out.
Regards,
Thiyagaraj H
From India, Madras
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You can try some training institutes because you can poach as per your requirements. Try for NGOs; it helps you a lot. Posting pamphlets inside the office, sending emails to your employees, SMS, etc., are some ways to reach out.
Regards,
Thiyagaraj H
From India, Madras
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Hi Manish,
We can post the vacancies on the company's website and also include them in presentation slides for seminars/workshops conducted with professional business bodies like CII. These are innovative talent sourcing techniques.
Thanks,
OMPARKASH
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We can post the vacancies on the company's website and also include them in presentation slides for seminars/workshops conducted with professional business bodies like CII. These are innovative talent sourcing techniques.
Thanks,
OMPARKASH
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Hi,
The article posted by 'Mangospring' highlights the innovative recruitment techniques currently in vogue. It is essential to remember that attracting talent is not as challenging as retaining it. With competition always attempting to poach your talent, it is crucial to hold onto your valuable employees with all your efforts.
Regards,
Vasudev
From India, Madras
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The article posted by 'Mangospring' highlights the innovative recruitment techniques currently in vogue. It is essential to remember that attracting talent is not as challenging as retaining it. With competition always attempting to poach your talent, it is crucial to hold onto your valuable employees with all your efforts.
Regards,
Vasudev
From India, Madras
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Hi Manish,
In response to your query, I suggest you give job fairs or company presentations a chance. The advantage of such an event would be that you can zero in on the type of candidates you need to hire. If you need more information on the same, feel free to get in touch.
Thanks and Regards,
Richa
From China
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In response to your query, I suggest you give job fairs or company presentations a chance. The advantage of such an event would be that you can zero in on the type of candidates you need to hire. If you need more information on the same, feel free to get in touch.
Thanks and Regards,
Richa
From China
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Hi,
Recently, I happened to go through an article in Times of India - Bangalore edition that in Maruti Udyog, every employee dons the role of a salesman. He/she tries to sell a Maruti product to all their near and dear ones. Some of them have even achieved good numbers. I mean the employees are not sales guys but the floor guys - e.g. fitters, turners, shop floor technicians, etc.
This is also known as employee referral but then normally, an employee just refers the CV and probably waits for the recruitment department to work on the lead. In Maruti Udyog, the selling itself is done by the employee which actually creates more impact.
Futuristically speaking, I personally feel that it's these kinds of 'out-of-the-box' thinking or working that are going to help in getting the talent.
I am not sure if I have answered your question directly, but then one more dimension to the talent sourcing technique.
Thanks,
Giridhar
From India, Bangalore
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Recently, I happened to go through an article in Times of India - Bangalore edition that in Maruti Udyog, every employee dons the role of a salesman. He/she tries to sell a Maruti product to all their near and dear ones. Some of them have even achieved good numbers. I mean the employees are not sales guys but the floor guys - e.g. fitters, turners, shop floor technicians, etc.
This is also known as employee referral but then normally, an employee just refers the CV and probably waits for the recruitment department to work on the lead. In Maruti Udyog, the selling itself is done by the employee which actually creates more impact.
Futuristically speaking, I personally feel that it's these kinds of 'out-of-the-box' thinking or working that are going to help in getting the talent.
I am not sure if I have answered your question directly, but then one more dimension to the talent sourcing technique.
Thanks,
Giridhar
From India, Bangalore
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hey there is this new thing called recruiting by blogs..maybe you should research more on that if its effective.. ..and maybe you should try social/networking sites...
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