Hi,
I would like to know some new tactics to be involved in recruitment. We do follow the usual techniques of recruiting candidates, for example, we conduct job fairs, use job portals, organize walk-ins, seek referrals, engage in campus recruitments, and work with consultancies. Now, my question is to know whether there are any other sourcing strategies available at a lower cost. Because the above-mentioned strategies come at a higher rate.
Please provide some ideas.
Thanks & Regards, Pradeepa Vinodkumar.
From India, Coimbatore
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I would like to know some new tactics to be involved in recruitment. We do follow the usual techniques of recruiting candidates, for example, we conduct job fairs, use job portals, organize walk-ins, seek referrals, engage in campus recruitments, and work with consultancies. Now, my question is to know whether there are any other sourcing strategies available at a lower cost. Because the above-mentioned strategies come at a higher rate.
Please provide some ideas.
Thanks & Regards, Pradeepa Vinodkumar.
From India, Coimbatore
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Hi,
I have heard that many companies use blogs to recruit people. Blogs do give a perspective about the overall nature of a person. I don't know of any company in India that uses it. If anybody has used blogs to recruit, kindly share their experience on the same.
Thanks,
Ligy Jose
From India, Mumbai
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5I have heard that many companies use blogs to recruit people. Blogs do give a perspective about the overall nature of a person. I don't know of any company in India that uses it. If anybody has used blogs to recruit, kindly share their experience on the same.
Thanks,
Ligy Jose
From India, Mumbai
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The channel tactics you use will differ by grade and position; you cannot get the best results by applying a one-channel-fits-all formula. What I mean is that the approach will differ for a junior position compared to a higher one. Of course, we all know this, but the innovative way will depend on the area in which you are recruiting.
Go Where Your Candidates Are Approach
Let's toss a few ideas here... Let's call it a "go where your candidates are" approach. This could involve getting a laborer from a dockyard, a techie from a blog post, a PR specialist through social media, a temp staff member through a coaching class, or an artist via a "mitra mandal" (assuming many people know what that means).
The question you have raised is very interesting and thought-provoking, and it will be fun to toss some ideas around. Let us know what positions you are targeting for us to get our thought process rolling.
All the Best,
HR Genie
From United Arab Emirates, Dubai
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Go Where Your Candidates Are Approach
Let's toss a few ideas here... Let's call it a "go where your candidates are" approach. This could involve getting a laborer from a dockyard, a techie from a blog post, a PR specialist through social media, a temp staff member through a coaching class, or an artist via a "mitra mandal" (assuming many people know what that means).
The question you have raised is very interesting and thought-provoking, and it will be fun to toss some ideas around. Let us know what positions you are targeting for us to get our thought process rolling.
All the Best,
HR Genie
From United Arab Emirates, Dubai
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Involving Candidates in Projects Before Permanent Recruitment
One thing that could be done is involving candidates in a project to help them get accustomed to the company's culture and workplace. Later, if both the candidates and the company wish, they can be recruited permanently. This creates a win-win situation for both sides.
Regards,
Karthick Sharma
From India, Coimbatore
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One thing that could be done is involving candidates in a project to help them get accustomed to the company's culture and workplace. Later, if both the candidates and the company wish, they can be recruited permanently. This creates a win-win situation for both sides.
Regards,
Karthick Sharma
From India, Coimbatore
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BEST RECRUITMENT STRATEGIES.doc