Respected members,
I would like your views and suggestions on the latest sources and techniques of resume sourcing, which should also be cost-effective, unlike consultants. I have found that recruiting the right candidates at the right time is the need of the hour, and I am facing a lot of problems in recruitment. I need your suggestions and advice, friends.
Waiting for your reply :)
From India, Delhi
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2I would like your views and suggestions on the latest sources and techniques of resume sourcing, which should also be cost-effective, unlike consultants. I have found that recruiting the right candidates at the right time is the need of the hour, and I am facing a lot of problems in recruitment. I need your suggestions and advice, friends.
Waiting for your reply :)
From India, Delhi
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Hi Sam,
As per today's scenario, a recruiter has to be aware of every moment in the industry. One has to be good at networking since we can't rely very much on the portal. So, try to find some networking sites from where you can find quality people.
From India, Delhi
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As per today's scenario, a recruiter has to be aware of every moment in the industry. One has to be good at networking since we can't rely very much on the portal. So, try to find some networking sites from where you can find quality people.
From India, Delhi
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Hi Sam,
There is even one more thing apart from networking, i.e., references. Whenever you have an opening, just convey about that to all your colleagues, your ex-company persons, and your friends.
Apart from this, you can even find out if any of your present employees would be interested in shifting to the current opening in your company. This would be really cost-effective.
From India, Mumbai
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There is even one more thing apart from networking, i.e., references. Whenever you have an opening, just convey about that to all your colleagues, your ex-company persons, and your friends.
Apart from this, you can even find out if any of your present employees would be interested in shifting to the current opening in your company. This would be really cost-effective.
From India, Mumbai
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Hi Friends,
I work in a meat processing industry where we employ 300 staff in one plant. We don't have a proper recruitment process in place. I have already created a recruitment workflow, but before submitting my project to top management, I would like to hear your views on sourcing CVs. We are located in Europe, and recently hired staff have been leaving within a year. Therefore, I have decided to implement a better recruitment standard to reduce the attrition rate, as well as recruitment and training costs. Currently, we are sourcing CVs through employee referrals and walk-in interviews. Can you please share your experiences on how to source the best candidates in this industry, considering we need both experienced and inexperienced candidates for different roles? I need to highlight to management the potential cost reductions by implementing this approach.
I eagerly await your response.
Thanks,
Mauxin
From Ireland, Dublin
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I work in a meat processing industry where we employ 300 staff in one plant. We don't have a proper recruitment process in place. I have already created a recruitment workflow, but before submitting my project to top management, I would like to hear your views on sourcing CVs. We are located in Europe, and recently hired staff have been leaving within a year. Therefore, I have decided to implement a better recruitment standard to reduce the attrition rate, as well as recruitment and training costs. Currently, we are sourcing CVs through employee referrals and walk-in interviews. Can you please share your experiences on how to source the best candidates in this industry, considering we need both experienced and inexperienced candidates for different roles? I need to highlight to management the potential cost reductions by implementing this approach.
I eagerly await your response.
Thanks,
Mauxin
From Ireland, Dublin
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Hi Friends, Can you suggest me some networking website where we can post our requirements which are niche and can get quick response and quality ppl... Regards Poonam Thakker
From India, Mumbai
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From India, Mumbai
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Hi Friends,
I found "LinkedIn" to be a good site for networking with people. I am a member there and things are going well. Just give it a try: www.linkedin.com.
Cheers,
Kiran
From India, Hyderabad
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I found "LinkedIn" to be a good site for networking with people. I am a member there and things are going well. Just give it a try: www.linkedin.com.
Cheers,
Kiran
From India, Hyderabad
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When you generate or post job requirements, be specific. Most of the time, it happens that the person who has given you the requirement for the opening might not exactly know what type of skills they are looking for.
Prepare a list of skills based on the interaction with the person who is generating the requirement. Re-confirm with them. Identify skills in order of priority. Look out for candidates whose skills match the priority list.
Sort out a few candidates and conduct a telephonic interview first. Find out from the conversation whether they possess the required skills or have contributed something in that area. If yes, then call the candidate.
During the interview, ask the candidate about objective data of their achievements.
From India, Mumbai
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Prepare a list of skills based on the interaction with the person who is generating the requirement. Re-confirm with them. Identify skills in order of priority. Look out for candidates whose skills match the priority list.
Sort out a few candidates and conduct a telephonic interview first. Find out from the conversation whether they possess the required skills or have contributed something in that area. If yes, then call the candidate.
During the interview, ask the candidate about objective data of their achievements.
From India, Mumbai
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Hey Shipra, I consider you to be correct on this point, but can you provide me with some such network websites for getting better resumes Regards Vishal
From India, Pune
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From India, Pune
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Hi all,
Few Strategies on Sourcing:
- For any requirement, the first thing you should do is post the job on our job portals and career columns on your company website. This will help you receive CVs from candidates who are genuinely looking for a change, which might improve your conversion ratio.
- Create a specific Employee Referral Scheme for that requirement (you should offer different referral benefits for different requirements) and circulate it to all employees.
- Post your jobs in Yahoo and Google groups.
- Utilize networking sites such as LinkedIn, Orkut, Facebook, Bigadda, and more.
- For specialized requirements, if you have skilled headhunters, make the most of their expertise.
- Share your requirements with consultants.
- Send mass mailers on job portals for specific searches, which can help reach a larger pool of candidates in one email (both active and inactive, and you may also receive references).
- Post an ad/poster in specific institutions, training places, evening colleges, and part-time institutes.
- Check matrimonial columns in newspapers/sites where people mention their professions (this approach was successful for one of our requirements a year back and may be beneficial for other skills as well).
- Participate in job fairs, even if you don't have immediate requirements. This can help you connect with numerous candidates in one place and direct them to your career link.
- Invite former employees to rejoin. During this process, you can ask for references who may be potential candidates.
- Engage with alumni sites and groups.
You can explore and discover more strategies like these, and as we progress, we may uncover even more innovative ways for sourcing.
All the best.
From India, Bangalore
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Few Strategies on Sourcing:
- For any requirement, the first thing you should do is post the job on our job portals and career columns on your company website. This will help you receive CVs from candidates who are genuinely looking for a change, which might improve your conversion ratio.
- Create a specific Employee Referral Scheme for that requirement (you should offer different referral benefits for different requirements) and circulate it to all employees.
- Post your jobs in Yahoo and Google groups.
- Utilize networking sites such as LinkedIn, Orkut, Facebook, Bigadda, and more.
- For specialized requirements, if you have skilled headhunters, make the most of their expertise.
- Share your requirements with consultants.
- Send mass mailers on job portals for specific searches, which can help reach a larger pool of candidates in one email (both active and inactive, and you may also receive references).
- Post an ad/poster in specific institutions, training places, evening colleges, and part-time institutes.
- Check matrimonial columns in newspapers/sites where people mention their professions (this approach was successful for one of our requirements a year back and may be beneficial for other skills as well).
- Participate in job fairs, even if you don't have immediate requirements. This can help you connect with numerous candidates in one place and direct them to your career link.
- Invite former employees to rejoin. During this process, you can ask for references who may be potential candidates.
- Engage with alumni sites and groups.
You can explore and discover more strategies like these, and as we progress, we may uncover even more innovative ways for sourcing.
All the best.
From India, Bangalore
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Hi hi583249,
I am also located in Bhopal. My email address is [IMG]https://www.citehr.com/misc.php?do=email_dev&email=cGFyYXNoYTIwMD BAeWFob28uY29t[/IMG]. Looking forward to interacting with you.
Praveen
From India, Indore
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I am also located in Bhopal. My email address is [IMG]https://www.citehr.com/misc.php?do=email_dev&email=cGFyYXNoYTIwMD BAeWFob28uY29t[/IMG]. Looking forward to interacting with you.
Praveen
From India, Indore
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Hi all,
In today's scenario, recruiting is one of the toughest tasks, especially when trying to find people who fit our job profile and are competent. The best way to recruit employees is through an existing employee referral scheme. To do this, you first need to incorporate an employee referral scheme that includes attractive prizes and cash rewards to entice existing employees. Many companies use an employee referral policy to fill their current vacancies.
You can also utilize social websites like LinkedIn.com, Orkut, and others.
From India, Gurgaon
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In today's scenario, recruiting is one of the toughest tasks, especially when trying to find people who fit our job profile and are competent. The best way to recruit employees is through an existing employee referral scheme. To do this, you first need to incorporate an employee referral scheme that includes attractive prizes and cash rewards to entice existing employees. Many companies use an employee referral policy to fill their current vacancies.
You can also utilize social websites like LinkedIn.com, Orkut, and others.
From India, Gurgaon
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Hi, Job portals, Employee referral scheme and advertisement if vacant positons are in bulk, may be due to expansion/new projects shall be economical and efficient source of recruitment. Regards,
From Singapore, Singapore
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From Singapore, Singapore
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Hi Friends,
We are based in Europe, and the staff that we recently placed left within a year. Hence, I have decided to introduce the best recruitment standards to reduce the attrition rate, recruitment, and training costs. I look forward to your response.
Thanks,
Mauxin
Hi Mauxin,
If you are facing attrition, you need to keep a check on the reasons why they are leaving. The problem may not be the sourcing technique you adopt. There will be a lot of people within your workforce also experiencing the same issues as your ex-employees. Try to address those issues and see if any improvements can be made.
This is my view and may not be entirely correct.
Regards,
Asha
From India, Madras
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We are based in Europe, and the staff that we recently placed left within a year. Hence, I have decided to introduce the best recruitment standards to reduce the attrition rate, recruitment, and training costs. I look forward to your response.
Thanks,
Mauxin
Hi Mauxin,
If you are facing attrition, you need to keep a check on the reasons why they are leaving. The problem may not be the sourcing technique you adopt. There will be a lot of people within your workforce also experiencing the same issues as your ex-employees. Try to address those issues and see if any improvements can be made.
This is my view and may not be entirely correct.
Regards,
Asha
From India, Madras
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Hi All -
Here are my thoughts on sourcing resumes in today's competitive world.
Today, when we talk about hiring qualified candidates, not all companies analyze the time to hire (TTH) and cost per hire (CPH), which is so important. Networking, paper ads, etc. work well, but are they really saving HR's time and money and getting us qualified candidates? I think there is one such resource which I have been doing a lot of research on, Monster.com. Yes, I think this is the right venue for companies to source candidates from. Try them...
From India, Hyderabad
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Here are my thoughts on sourcing resumes in today's competitive world.
Today, when we talk about hiring qualified candidates, not all companies analyze the time to hire (TTH) and cost per hire (CPH), which is so important. Networking, paper ads, etc. work well, but are they really saving HR's time and money and getting us qualified candidates? I think there is one such resource which I have been doing a lot of research on, Monster.com. Yes, I think this is the right venue for companies to source candidates from. Try them...
From India, Hyderabad
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Hi,
You can also have good referral programs for your employees. It would motivate your people to refer, and the offer decline ratio would also be less. This would automatically take care of your attrition.
Regards,
Dixita
From India, Bangalore
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You can also have good referral programs for your employees. It would motivate your people to refer, and the offer decline ratio would also be less. This would automatically take care of your attrition.
Regards,
Dixita
From India, Bangalore
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You need to go into Google and enter your requirement, specifying that you need a resume. There are a lot of sites that pop up. Go into each site that has come up, and you will find plenty of free sites where you can post resumes.
You can get a lot of free resumes from sites like resumezapper.com, jobdhundo.com, etc. I have a big list of free sites where you can get resumes, which I shall post sometime soon.
From India, Bangalore
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You can get a lot of free resumes from sites like resumezapper.com, jobdhundo.com, etc. I have a big list of free sites where you can get resumes, which I shall post sometime soon.
From India, Bangalore
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I personally feel that people on any networking sites put across their confidential information. During the recruitment process, people sell themselves and try to hide information about their character and behavior. On networking sites, not only do you get the real picture of the domain they are working in but also their behavioral part. So, it's like doing 90% of your work online and the remaining 10% is uncertain.
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Dear All,
Can anyone give me an idea of how to recruit teachers and lecturers? I use naukri.com, referrals, and walk-ins, but at times, these methods don't work out. Is there any other way that can help me in getting the right candidate?
Waiting eagerly for a reply.
Regards,
Peeali
From India, Bangalore
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Can anyone give me an idea of how to recruit teachers and lecturers? I use naukri.com, referrals, and walk-ins, but at times, these methods don't work out. Is there any other way that can help me in getting the right candidate?
Waiting eagerly for a reply.
Regards,
Peeali
From India, Bangalore
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Listening skills are number one. You have to listen and understand the jobs you are trying to fill, and you have to understand the candidates' experience and motivation.
Trust is crucial. If a client or candidate does not trust you, find another job.
Understand the lingo and the job itself. I'm not a technical person, but I can "talk the talk."
The phone, this "old" technology, is your lifeline. Get to know it and use it well.
Buy the book "Hire with Your Head" by Lou Adler and read all that he has written. He is the guru.
Thanks,
Jyotsana
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Trust is crucial. If a client or candidate does not trust you, find another job.
Understand the lingo and the job itself. I'm not a technical person, but I can "talk the talk."
The phone, this "old" technology, is your lifeline. Get to know it and use it well.
Buy the book "Hire with Your Head" by Lou Adler and read all that he has written. He is the guru.
Thanks,
Jyotsana
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First, you apply the WHY analysis: "Why are people leaving the organization?" Secondly, apply the WHAT analysis: "What factors will motivate them?" Lastly, these two analyses will provide the best solution for your question, "HOW to reduce attrition." This is the HOW analysis.
From India, Hyderabad
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From India, Hyderabad
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I see that your problem is not sourcing, but retention. Of course retention starts from hiring and you definitely need a plan. But a review of why the earlier people have left might give you the right idea to develop a recruitment workflow as well as a recruitment policy.
Vijay
From India, Hyderabad
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Vijay
From India, Hyderabad
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Headhunting works. Identify the companies/schools/colleges which have the same breed and do headhunting.
From India, Hyderabad
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From India, Hyderabad
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Hi poonam Ryze has a good network of recruiters. In my previous avatar as recruiter I used it quite effectively. You can use the network creatively Sathyanarayanan Learning Adventures
From India, Madras
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From India, Madras
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Dear,
There are many social networking sites that can help you with this problem. I am also in recruitment, but we mainly recruit through campus interviews. This could be an alternative.
But if you want experienced candidates and you are facing a problem in that, in today's time, Orkut is a site where you have a solution for all your problems. But it depends on how you tackle it.
Good luck,
Daleep Sharma
From India, Mumbai
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There are many social networking sites that can help you with this problem. I am also in recruitment, but we mainly recruit through campus interviews. This could be an alternative.
But if you want experienced candidates and you are facing a problem in that, in today's time, Orkut is a site where you have a solution for all your problems. But it depends on how you tackle it.
Good luck,
Daleep Sharma
From India, Mumbai
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Hi Friends,Can you suggest me some networking website where we can post our requirements which are niche and can get quick response and quality ppl... & some head hunting tips also.RegardsUsha
From India, Bangalore
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From India, Bangalore
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Hi Nowadays , recruitment blogs are availabel for sourcing candidates, apart from linked in, facebook etc. nothing works like references and networking. Venkat
From India, Noida
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From India, Noida
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Hi Everyone,
I am also trying to learn new techniques for hiring new candidates but unable to find the required information. If someone could provide me with information regarding new techniques for hiring candidates apart from internal references and searching the net, please help me.
Thanks.
From India, Pune
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I am also trying to learn new techniques for hiring new candidates but unable to find the required information. If someone could provide me with information regarding new techniques for hiring candidates apart from internal references and searching the net, please help me.
Thanks.
From India, Pune
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hi, you can use linkedin, orkut,facebook, cvfox, yahoo search,. these are the website will help you to get more referral and also to get more cv’s. Regards, Nithya
From India, Madras
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From India, Madras
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hi, you can use friendster.com, konnects.com, jigsow.com, plaxco.com, ryze.com, spoke.com, linkedin, orkut, facebook Regards, Nithya
From India, Madras
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From India, Madras
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Hi All According to the recent strategy, Corporates uses Web 2.0 websites for there recruitment process. Google, Capgemini have already using this source of information.
From India, Nagpur
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From India, Nagpur
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Hi! Hiring a consultant or just outsourcing the recruitment process is a major trend these days. However, if you are independently handling the task, then I suggest the following things:
1) Intense use of referrals
2) Network extensively with your current and ex-employees
3) Post an ad in the local newspapers
4) Announce Walk-ins
5) Consult the department for which the vacancy is open about the preset criteria for the potential hire.
Hope you find this useful.
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1) Intense use of referrals
2) Network extensively with your current and ex-employees
3) Post an ad in the local newspapers
4) Announce Walk-ins
5) Consult the department for which the vacancy is open about the preset criteria for the potential hire.
Hope you find this useful.
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Sam,
Hi, I am working as a recruiter, and I feel that maintaining close contact with candidates placed by you really helps in the long run. They give you references from current and previous companies and provide market insights such as competitors that can be tapped. Ringing them once in a while to ask how they are doing makes them feel that you are concerned.
Regards,
Ketki
From India, New Delhi
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Hi, I am working as a recruiter, and I feel that maintaining close contact with candidates placed by you really helps in the long run. They give you references from current and previous companies and provide market insights such as competitors that can be tapped. Ringing them once in a while to ask how they are doing makes them feel that you are concerned.
Regards,
Ketki
From India, New Delhi
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In Recruitment Process the most important aspect is Sourcing.. You need to be very clear in your mind while sourcing. If you wrong source your entire effort will go in vain. Chakravarthi Aluri
From India, Hyderabad
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From India, Hyderabad
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Hello Friends,
The best sources for recruitment in today's market scenario are networking, employee referrals, and references. As mentioned above, some of the best networking sites are LinkedIn, Orkut, Facebook, and sites like HRLink. These platforms allow you to get introduced to people, start networking with them, and over time, develop a good rapport. All of this helps to minimize the onboarding risk of candidates to a great extent.
Regards,
Aj
From United States, Basking Ridge
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The best sources for recruitment in today's market scenario are networking, employee referrals, and references. As mentioned above, some of the best networking sites are LinkedIn, Orkut, Facebook, and sites like HRLink. These platforms allow you to get introduced to people, start networking with them, and over time, develop a good rapport. All of this helps to minimize the onboarding risk of candidates to a great extent.
Regards,
Aj
From United States, Basking Ridge
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Have a dedicated recruiter to work for you. You may use job boards and free ad posting websites. Subscribe to job portals for a minimum time, say for 30 days. Work on all your recruitment needs by dedicating time to downloading profiles that will be a match for current and future requirements, and build a database. Touch base with these candidates and seek referrals. Newspaper posting once in a while is beneficial as the reach is high, and you can get more applications. Publish an email address for sending in resumes. Conduct walk-in interviews through email campaigns on job portals. You will definitely have a huge database. Thanks!
From India, Madras
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From India, Madras
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Hi,
I have been working in the Telecom Sector in the Commercial Line for 2 years. My job involves moving from one place to another. Could you please provide me with an urgent and well-crafted resume for the position in the Commercial Line within the Telecom Sector?
This request is urgent, so kindly send it to me immediately.
Regards,
Asit
From India, Calcutta
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I have been working in the Telecom Sector in the Commercial Line for 2 years. My job involves moving from one place to another. Could you please provide me with an urgent and well-crafted resume for the position in the Commercial Line within the Telecom Sector?
This request is urgent, so kindly send it to me immediately.
Regards,
Asit
From India, Calcutta
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BEST RECRUITMENT STRATEGIES.doc
BEST RECRUITMENT STRATEGIES.pdf
Attrition Control and Retention Strategies for Changing times.ppt