Dear Members,
I often get queries during my interviews on the following areas. Can anyone help me in this?
1. How do you identify/Search candidates apart from job portals?
2. Which are all the other search tools/social networking sites you are familiar and how do you search in that.
Pl let me know.
regards,
senthil kumar.G
From India, Coimbatore
2I often get queries during my interviews on the following areas. Can anyone help me in this?
1. How do you identify/Search candidates apart from job portals?
2. Which are all the other search tools/social networking sites you are familiar and how do you search in that.
Pl let me know.
regards,
senthil kumar.G
From India, Coimbatore
Hello Senthil,
As a recruiter, one must be on the toes, to look out for a candidate, rather a best-fitting candidate.
The job portals, once used to be full of all the best resumes, not any more. Saying so with experience.
Having screened myself few CVs, I have felt that one just can't rely only on job portals, as if we do so, the vacant position will remain vacant for God only knows how much time.
There are different ways to source candidates -
1. Sourcing CVs from portals
2. Asking for leads or references from the candidates you already worked with or the ones you called but are not interested either due to profile mis-match or due to recent job change.
3. Using social media extensively. It is indeed pain to look out for candidates over social media because of the limited access and other, but one can advertise the vacancy over SM and people would be attracted and would want to contact you.
4. Head hunting - it is all about developing actual relations not over social media sites but by actually visiting. You should know people personally and they should believe.
Recently read an article -
By using the job portal to close a vacany, we can hire the best on the site / market but not the best in the market.
What's the difference you'd wonder.
Best on site / market - Active job seekers who are floating their CVs in the market by signing up with job portals.
Best in market - Passive job seekers who would not be circulating CV, neither would make it evident over the sites. They may however be willing to talk about it post office hours or over the weekend informally.
They may be the best talent, but hidden from recruiters only because of they passively looking at jobs.
Hope it answered your query :-)
From India, Mumbai
As a recruiter, one must be on the toes, to look out for a candidate, rather a best-fitting candidate.
The job portals, once used to be full of all the best resumes, not any more. Saying so with experience.
Having screened myself few CVs, I have felt that one just can't rely only on job portals, as if we do so, the vacant position will remain vacant for God only knows how much time.
There are different ways to source candidates -
1. Sourcing CVs from portals
2. Asking for leads or references from the candidates you already worked with or the ones you called but are not interested either due to profile mis-match or due to recent job change.
3. Using social media extensively. It is indeed pain to look out for candidates over social media because of the limited access and other, but one can advertise the vacancy over SM and people would be attracted and would want to contact you.
4. Head hunting - it is all about developing actual relations not over social media sites but by actually visiting. You should know people personally and they should believe.
Recently read an article -
By using the job portal to close a vacany, we can hire the best on the site / market but not the best in the market.
What's the difference you'd wonder.
Best on site / market - Active job seekers who are floating their CVs in the market by signing up with job portals.
Best in market - Passive job seekers who would not be circulating CV, neither would make it evident over the sites. They may however be willing to talk about it post office hours or over the weekend informally.
They may be the best talent, but hidden from recruiters only because of they passively looking at jobs.
Hope it answered your query :-)
From India, Mumbai
A new trend in hiring the right talent is Campus Recruitment. It is a process which involves 3 participants -
Students - Who would be given the offers to join a company
Campus / Educational Institute - which acts as a bridge between the students (job seeker) and companies (job provider)
Companies - They are looking for talent fitment for their existing job vacancy.
In order to understand the benefits of using campus recruitment from each participant's perspective, read my blog -
My Thoughts; My Space: Campus Recruitment - A New Trend
Hope it helps :-)
From India, Mumbai
Students - Who would be given the offers to join a company
Campus / Educational Institute - which acts as a bridge between the students (job seeker) and companies (job provider)
Companies - They are looking for talent fitment for their existing job vacancy.
In order to understand the benefits of using campus recruitment from each participant's perspective, read my blog -
My Thoughts; My Space: Campus Recruitment - A New Trend
Hope it helps :-)
From India, Mumbai
Hi Senthil,
Sourcing is one kind of creative thinking and challangeble ... if your job portal is not giving any relevent profiles then go for social media also professional networks. Linkedin is one of the good professional network. apart from this here i mention some portals.
- indeed.com
- careesma.in
- freshersworld.com
- Skillpages
- careerage
From India, Chennai
Sourcing is one kind of creative thinking and challangeble ... if your job portal is not giving any relevent profiles then go for social media also professional networks. Linkedin is one of the good professional network. apart from this here i mention some portals.
- indeed.com
- careesma.in
- freshersworld.com
- Skillpages
- careerage
From India, Chennai
Mr. Senthil,
I agree that it is the age of the net, but the tried, tested method of using your references, talking to them on phone, during get togethers then spreading the word amongst your school types, college mates and last company types will give some surprising results. Well placed posters in Campuses, libraries, institutes and certain Commercial establishments also draw a motley crowd. Sometimes, free lectures at College Campuses are received well with handouts.
Do ask your peers and colleagues for references.
Regards,
Gaurav Khanna
From India, New Delhi
I agree that it is the age of the net, but the tried, tested method of using your references, talking to them on phone, during get togethers then spreading the word amongst your school types, college mates and last company types will give some surprising results. Well placed posters in Campuses, libraries, institutes and certain Commercial establishments also draw a motley crowd. Sometimes, free lectures at College Campuses are received well with handouts.
Do ask your peers and colleagues for references.
Regards,
Gaurav Khanna
From India, New Delhi
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