Organizations face unique challenges when they must hire massive numbers of individuals. Organizations should shun opening large facilities requiring thousands of employees in places where there are low population rates. Local unemployment rates can play a key aspect in the success of firms’ mass recruitment efforts. To keep the recruitment momentum on, they must implement variety sourcing strategies and develop sufficient databank.
I am listing some of the innovative and low cost sourcing strategies designed and implemented by me that are reduced cost per hire up to 800% in my previous organization RADAG. This has been resulted in managing more than “16,000 walk-ins in 2008-09”, “20,000 walk-ins in 2009-10” and over “30,000 in 2010-11”. Most of these walk-ins for vacancies in Customer Care, Tele-calling, Frontline Sales, Networking Engineers, BPO, Insurance Sales Officers, Corporate Sales Executives, Engineers etc.
Sourcing Techniques:
· Job fairs through District Employment Exchanges (Free of cost).
· Job Fairs through Rajeev Udyogasree (Free of cost).
· Job Fairs through Community Associations & NGOs (Free of cost).
· Job Fairs through “School of Employability” agencies like NIIT, NIS Sparta etc. (Free of cost).
· Campus Recruitments (Free of cost. Colleges used to arrange Transportation and Accommodation).
· SMS Blast through company’s Bulk SMS division (Free of cost. We used to send SMS to Pre paid/Post paid customers with vacancies details every month).
· Pamphlets distribution (Free of cost. We used to keep a leaflet along with mobile bills).
· Pamphlets distribution through news papers (Very low cost method).
· Field Recruitment Activities through Field Recruiters. Their duty is just to head hunt sales force from targeting competitors. Every field recruiter has to get 120 people on boarded every month. (Very low cost method).
· Free Job postings on job portals (Free of cost. There are few websites where we can post at free of cost).
· Collecting two references from every candidate who attends the interview (Free of cost).
· Keeping Kiosks at crowded and residential areas through field recruiters (Very low cost method).
· Internal Job Postings.
· Social Media Networking (Free of cost).
· Implemented “Hiring as Teams” method extensively rather than taking individuals. (Free of cost).
· Pre-placement offers (Free of cost).
· Poster activities in crowded areas, business centres, cyber cafes etc. (Very low cost method).
· Pre induction by the HR Managers to increase the turn up ratio. This is one of the best practices I have introduced and implemented.
What can be done more?
1. Develop own job portal and make it popular through social media.
2. Collect list of village Panchayat officers and their addresses and post employment news.
3. Post employment news letter to colleges.
4. Recruit social media experts, create blogs, join the groups, publish articles and create a brand.
5. Network with placement agencies who can offer services at lower price.
6. Reach untapped potential in semi-urban areas. Correlate network in depth to District, Taluk and Mandal levels.
7. Mass mailing within permissible cyber law.
Friends, you can add your ideas. Please write a mail on ram.k.reddy@adrgroup.in.
-Ram
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