Dear all,
In the organization that I am working with, we are having difficulty speeding up the recruitment process. Please let me know if there could be some unique ways to attract good tech talent. We have already explored the following methods:
1. Portals
2. Consultants
3. Campus Recruitment
4. Employee Referrals
5. Recruiting through technical institutes.
Please note: I am not seeking consultants to approach us. I am looking for innovative ideas to attract talented individuals. Additionally, please share your experiences with recruiting through networking sites.
Thanks & Regards,
Shefali
From India, Mumbai
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In the organization that I am working with, we are having difficulty speeding up the recruitment process. Please let me know if there could be some unique ways to attract good tech talent. We have already explored the following methods:
1. Portals
2. Consultants
3. Campus Recruitment
4. Employee Referrals
5. Recruiting through technical institutes.
Please note: I am not seeking consultants to approach us. I am looking for innovative ideas to attract talented individuals. Additionally, please share your experiences with recruiting through networking sites.
Thanks & Regards,
Shefali
From India, Mumbai
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Introduce incentive scheme thru Employee Referrals. Employees have access to good candidates. Regards R.Ponraj
From India, Lucknow
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616From India, Lucknow
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Hi, You can use the forums for techies in .Net, Java, PHP, Flex, etc. They have their forums; add yourself there.
Networking sites like LinkedIn, Silicon, etc., allow you to connect. Check via portable devices with the specific company, and then reach out to their developers.
Check with ex-employees and their friends or other contacts; introduce incentives there.
Etc.
From India, Mumbai
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Networking sites like LinkedIn, Silicon, etc., allow you to connect. Check via portable devices with the specific company, and then reach out to their developers.
Check with ex-employees and their friends or other contacts; introduce incentives there.
Etc.
From India, Mumbai
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Hello Shefali,
Unless you clearly mention the problems (or maybe limitations) you faced with each of the sourcing modes (I am sure you didn't face the same set of problems/issues with all of them), it may not be practical for those with ideas to match your needs.
I would also like to add that you won't find a single source that will get you the results you want—it will always be a mix or combination of sources.
Regards,
TS
From India, Hyderabad
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Unless you clearly mention the problems (or maybe limitations) you faced with each of the sourcing modes (I am sure you didn't face the same set of problems/issues with all of them), it may not be practical for those with ideas to match your needs.
I would also like to add that you won't find a single source that will get you the results you want—it will always be a mix or combination of sources.
Regards,
TS
From India, Hyderabad
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Dear Shefali,
I totally agree with TS. First, analyze the problems and improve them. Then, do the marketing or branding of your company name, specifying the benefits, growth, company values, etc. through sites, job portals, campus, etc.
Thanks,
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I totally agree with TS. First, analyze the problems and improve them. Then, do the marketing or branding of your company name, specifying the benefits, growth, company values, etc. through sites, job portals, campus, etc.
Thanks,
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Hi Shefali,
You can try the following options:
- Linkedin
- Yahoo groups
- RPO
- Re-hiring your past employees
- Have an in-house team of recruiters and go for target-based headhunting
- In employee referral programs, offer incentives such as a vacation for a couple for 3-4 days with paid leave or a redemption scheme with letsbuy.com/shopperstop.
As mentioned by our friend earlier, you can't depend on one source and need to look for the right combination of these sources. To find the right combination, keep trying with a mix and match approach.
Happy Hiring,
Amit Singh Bedi
From India, Pune
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You can try the following options:
- Yahoo groups
- RPO
- Re-hiring your past employees
- Have an in-house team of recruiters and go for target-based headhunting
- In employee referral programs, offer incentives such as a vacation for a couple for 3-4 days with paid leave or a redemption scheme with letsbuy.com/shopperstop.
As mentioned by our friend earlier, you can't depend on one source and need to look for the right combination of these sources. To find the right combination, keep trying with a mix and match approach.
Happy Hiring,
Amit Singh Bedi
From India, Pune
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Hi,
Please go through the technical forums (there is a specific forum for each technology). Post your job opening on the forum, and you can find good technical people there.
Hope this helps you in finding suitable candidates.
AKS
From India, Hyderabad
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Please go through the technical forums (there is a specific forum for each technology). Post your job opening on the forum, and you can find good technical people there.
Hope this helps you in finding suitable candidates.
AKS
From India, Hyderabad
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Take the internet as a source, because nowadays most people are keenly involved in networking. Make a competency with your team about bringing in better candidates, and ensure it is quantifiable. I think this may help you...
From India, Selam
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From India, Selam
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Dear Shefali,
I agree with the suggestions given by others in terms of exploring Social Networking Sites, which I believe takes its own good time in terms of getting hold of good profiles.
Out of my practical experience, I can suggest you the following:
Believe in your team, your consultants, and sourcing partners, and declare a grand walk-in for expert professionals.
The dynamics of the industry are changing; walk-ins are no longer meant only for entry-level positions. Fix up a weekend and see the results.
You can also implement the condition that the company will reimburse the fare (maybe 3-tier AC) of the shortlisted candidates only. All you would be required to do is manage the resume submissions from all the resources a day before the final day.
Only the shortlisted ones will be coming, and that too at a fixed time slot.
You will have a highly manageable and professional walk-in of seniors.
Get matured and help others mature for the new era of the industry.
Let me know if I can be of any help in the future.
Regards,
Ankita Puri
From India, New Delhi
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I agree with the suggestions given by others in terms of exploring Social Networking Sites, which I believe takes its own good time in terms of getting hold of good profiles.
Out of my practical experience, I can suggest you the following:
Believe in your team, your consultants, and sourcing partners, and declare a grand walk-in for expert professionals.
The dynamics of the industry are changing; walk-ins are no longer meant only for entry-level positions. Fix up a weekend and see the results.
You can also implement the condition that the company will reimburse the fare (maybe 3-tier AC) of the shortlisted candidates only. All you would be required to do is manage the resume submissions from all the resources a day before the final day.
Only the shortlisted ones will be coming, and that too at a fixed time slot.
You will have a highly manageable and professional walk-in of seniors.
Get matured and help others mature for the new era of the industry.
Let me know if I can be of any help in the future.
Regards,
Ankita Puri
From India, New Delhi
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Hi, I am also facing the same kind of problem. How can I hire people who are not accessible by portals, consultants, campus recruitment, or employee referrals? For roles like tempo driver, DG operator, or labor. Waiting for the reply.
Regards,
Debajyoti
From India
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Regards,
Debajyoti
From India
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Hi,
Referral System is the better solution. Four months ago, we faced a heavy shortage of operators. An award scheme was introduced where an employee who introduces three operators, and those operators serve for more than a month, receives a coupon for a lucky draw. The prizes included items such as a TV, DVD Player, Music System, and Mobile phones. The selection process was in accordance with the company's regulations.
The system worked wonderfully, and the cost was much lower compared to using portals and consultants.
Anil Arora
From India, Ludhiana
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Referral System is the better solution. Four months ago, we faced a heavy shortage of operators. An award scheme was introduced where an employee who introduces three operators, and those operators serve for more than a month, receives a coupon for a lucky draw. The prizes included items such as a TV, DVD Player, Music System, and Mobile phones. The selection process was in accordance with the company's regulations.
The system worked wonderfully, and the cost was much lower compared to using portals and consultants.
Anil Arora
From India, Ludhiana
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