There are so many job sites right now, and with the boom of e-recruitments reaching sky-high, everyone is lost. As an HR professional, you don't know which site to choose, and as a candidate, you do not know what to go for. Eventually, candidates post their resumes on all the job sites, and HR professionals also do the same. From an HR perspective, all the resumes look the same on Naukri.com.
So, my question is, what do you look for in a job site when you are seeking high-level positions, middle-level roles, and entry-level positions? Hope you all will be innovative and provide your honest feedback and ideas. 😊👍🤔
From India, Hyderabad
So, my question is, what do you look for in a job site when you are seeking high-level positions, middle-level roles, and entry-level positions? Hope you all will be innovative and provide your honest feedback and ideas. 😊👍🤔
From India, Hyderabad
You are very right in saying all look the same. Some of the points I have taken care of while doing e-recruitment:
1. Taking the license for a period of 3 months and then renewing it after a gap of 6 months, etc. So at least one sees a fresh databank.
2. Looking at a candidate's resume but also looking at their references mentioned. At times, we do get a lot of insight from those.
3. Calling candidates from potential organizations and trying to understand their business and org structures, etc. Also asking them to refer more candidates within their team.
4. An interesting tool with which one does get to know the people within the org who are looking out.
In case anyone has more ideas, I would love to know.
Regards,
Sunaina
From India, Chandigarh
281. Taking the license for a period of 3 months and then renewing it after a gap of 6 months, etc. So at least one sees a fresh databank.
2. Looking at a candidate's resume but also looking at their references mentioned. At times, we do get a lot of insight from those.
3. Calling candidates from potential organizations and trying to understand their business and org structures, etc. Also asking them to refer more candidates within their team.
4. An interesting tool with which one does get to know the people within the org who are looking out.
In case anyone has more ideas, I would love to know.
Regards,
Sunaina
From India, Chandigarh
Thank you for the contribution, Sunaina.
It's quite interesting that India, as of now, is the hub of great jobs, but we don't have a clear platform that could streamline the recruitment process by helping us understand the candidate before contacting them. Organizational classification of candidates is indeed a very cool idea. However, the same concept would apply to the candidates' organizations as well.
LinkedIn is one good platform that provides amazing insights into candidates, especially for higher positions, as you can view their work, opinions, vision, and networking activities. This can greatly assist in determining the values a particular individual can bring to an organization.
From India, Hyderabad
It's quite interesting that India, as of now, is the hub of great jobs, but we don't have a clear platform that could streamline the recruitment process by helping us understand the candidate before contacting them. Organizational classification of candidates is indeed a very cool idea. However, the same concept would apply to the candidates' organizations as well.
LinkedIn is one good platform that provides amazing insights into candidates, especially for higher positions, as you can view their work, opinions, vision, and networking activities. This can greatly assist in determining the values a particular individual can bring to an organization.
From India, Hyderabad
Yes, you are right in saying that. Also, at times, some candidates who have really worked hard on their resumes, and you get to know some of the different profiles which are not conventional, especially related to processes, etc.
Regards,
Sunaina
From India, Chandigarh
Regards,
Sunaina
From India, Chandigarh
True, we are looking for people who have worked on their careers and have had a focus on their work, rather than on people who have worked hard on their CVs. Genuine stuff or the unconventional is something that is needed for an organization to prosper.
So what else do we want from the job sites? At least by now, we know we want more...
From India, Hyderabad
So what else do we want from the job sites? At least by now, we know we want more...
From India, Hyderabad
This seems to be a discussion between us only. Yep, being an employer, I would be looking out for more options, but most importantly, I feel that the people do not know how to use job portals. For example, in my case, I was recruited through Naukri. But the day I got recruited, I ensured my CV was off it. This is not the case with most of the candidates, and hence one does land up wasting a lot of time, wherein all you hear is that they have just changed jobs or are not looking out for opportunities now!
From India, Chandigarh
From India, Chandigarh
Well! There are several parameters to look for a good fitment, a balance of good academics and skills. We prioritize on the basis of our requirements and further shortlist based on the emphasis he/she (candidate) has made in terms of indicating his/her professional responsibilities and strengths. We look for the clichéd term “different” ..What I mean to say is what’s so different about the profile which makes it outstanding and worth approaching. Of course the online media is proliferating as the networking sites like Linkedin, Orkut etc. Orkut being more on a casual note, but if you look at the members and vastness, you can actually bank and create a huge database, company per se….
Nice entry, Shabnam.
You are right, Orkut cannot be used for headhunting high-profile people. However, on LinkedIn, you can, but you are only allowed to post jobs in your network, and people can only see the postings in their own network. So now, we need a professional networking platform with a large database. I don't think the list should end there.
So, Sunaina... we need to welcome more people to contribute to this thread. What do you say?
From India, Hyderabad
You are right, Orkut cannot be used for headhunting high-profile people. However, on LinkedIn, you can, but you are only allowed to post jobs in your network, and people can only see the postings in their own network. So now, we need a professional networking platform with a large database. I don't think the list should end there.
So, Sunaina... we need to welcome more people to contribute to this thread. What do you say?
From India, Hyderabad
To be very honest, the entire module of job searches is that of Search Engine Optimization. Hence, we expect at least the keywords of the search to be mentioned. We need to make the CV search-friendly for employers to find it.
From India, Chandigarh
From India, Chandigarh
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BEST RECRUITMENT STRATEGIES.doc
BEST RECRUITMENT STRATEGIES.pdf