| Introduction | | | | properly groomed" freshers then you should opt for |
| One needs to have dreams, plans, strategies to be | | | | Campus Hiring. This will give you Raw Clay and |
| successful in any venture. This is a basic requirement. | | | | Material that you can mould as per the need and |
| If you do not know what you want, where you want | | | | culture of your organization. You need to plan your |
| to reach and how you want to reach (your mode and | | | | "Campus Hiring" in a suitable manner to target right |
| plan for success), you certainly cannot reach there. In | | | | type of people. You need to decide, if you like to hire a |
| case you are starting a new venture or you are | | | | plain graduate or a graduate with some specific |
| planning to diversify your existing business, you also | | | | trainings or Management Graduates or Engineering |
| need to identify the source for your capital (Financial | | | | Graduates etc. If you provide right type of |
| Backing). You cannot do all these things on your own. | | | | atmosphere, culture and processes, chances are that |
| You need "extra-ordinarily talented" and Highly Skilled | | | | you will be able to retain these freshers, trainees for a |
| people to help you to reach the goal that you have | | | | long period of time. There are many Business |
| seen for your organization. For this, you need a | | | | Magazines which publishes lists of BEST institutes in |
| jeweller (the talented, matured and exceptionally skilled | | | | different categories, locally, nationally and internationally. |
| HR Professional) to identify such DIAMONDS for you. | | | | 6) Recruitment Consultancies |
| It is one of the key role of a HR Professional to | | | | Most of the time, even recruitment consultancies also |
| identify, source, select, HIRE and RETAIN BEST of the | | | | uses various job-portals to source talent for their |
| talent from the market to work for the organization. If | | | | clients. Hence, it makes more sense, if you buy one |
| they cannot find talented people from the market then | | | | login on any of the relevant job-portal (or more than |
| they need to groom the right type of people with the | | | | one job portal) and if you learn how to use it properly. |
| right type of attitude and aptitude. In 21st Century, we | | | | You need the help of Recruitment Consultants if you |
| are in the era of "war for talent". It is becoming difficult | | | | are planning to hire a talent through head-hunting for |
| to get right type of people and retain them. Many | | | | senior profiles and from different geographical |
| companies are losing their businesses because they | | | | locations; for example, if you are planning to hire |
| are not able to hire "right type of people"; because | | | | someone from international market. Hence, taking the |
| they compromised with the "quality of the talent". In this | | | | help of Recruitment Consultants to hire talent for you, |
| article, we will try to explore and understand different | | | | should not be your first choice or option. |
| sources to get "Best of the Talents". Any reference of | | | | 7) External (Newspaper) Advertisement |
| HR Department" in this article, means Team of Talent | | | | This is one of the VERY costly source to hire talent. |
| Acquisition, Hiring and Recruitment. | | | | External Job-Advertisement on media (Newspaper, |
| Different Sources To Get Talented People | | | | Television, Radio etc), helps you in Branding and |
| As a HR Professional (Chief Talent Acquisition Officer; | | | | Publicizing your company but if not targeted properly |
| Hiring Manager or Recruitment Head), one should be | | | | and managed properly, this is one of the POOR but |
| aware of all the sources and resources to get best of | | | | COSTLY source to get suitable talent. You need to |
| the talents and they should also be aware of as how | | | | understand and plan properly, what type of people you |
| to use those resources to the optimum level. You can | | | | are looking for, from where you can get those people, |
| use either or all of the below mentioned tools to get | | | | which newspaper do they read, how you want to get |
| BEST talents. | | | | and manage these profiles and what you will be doing |
| 1) Existing and "Active" Candidates Data with | | | | with that database or else, you will not be able to get |
| Company | | | | suitable talent. |
| This is primary, but if properly used, most important | | | | 8) Social and Professional Networks & Local |
| source and tool in the hands of HR Department to get | | | | Communities |
| right type of people. The HR department gets N | | | | There are few professional and social networks, such |
| number of profiles every day from different sources | | | | as LinkedIn, FaceBook, Orkut etc, that you can use to |
| (including candidates who just drop-in their profiles at | | | | get right type of talent (of the listed networks, LinkedIn |
| the reception. The HR Department needs to maintain | | | | is highly recommended). You can also target few |
| and update this data on regular (if possible on daily | | | | NGO's, Training Institutes and Local Communities to hire |
| basis). The details and data should be maintained in | | | | low-level, low-cost workers for factories and your |
| such a manner that one should be able to generate a | | | | companies. |
| MIS, stating number of profiles in the database, skills of | | | | 9) Head Hunting (Also called as "Body Shopping") |
| the candidates (including education and experience | | | | There is this bread or group of talent, which are highly |
| level) and status of each profile (if shortlisted or not; if | | | | experienced, competent with great leadership skills but |
| interviewed or not; date of interview; result of the | | | | very passive in job market. They are very |
| interview; if rejected or selected etc). All these profiles | | | | experienced in their domain and industry. Sometimes, |
| should be considered as "active profiles" for six | | | | they are also the founder member of the organization. |
| months from the date they were received in the HR | | | | Generally these are the people working in the capacity |
| Department of the Company. Any other profile older | | | | of Senior Managers, General Managers, CFO's, CTO's, |
| than six months, should be deleted and destroyed. | | | | CEO's, Vice-Presidents, Directors, Managing Directors |
| Such profiles are of no use to the company. The HR | | | | etc in their present roles. They do not post their profiles |
| department should be able to use this data to fill the | | | | on jobsites. They do not even read job-sections of |
| existing vacant position with a MOST suitable profile. | | | | newspapers. They do not apply for any jobs |
| 2) Employee References | | | | opportunity. Only very few of their friends and close |
| In last decade and a-half, all the companies across | | | | associates are in procession of their profiles. They |
| various industries are facing a BIG challenge to retain | | | | need to be challenged by an opportunity. Such people |
| the talent in their companies. People are resigning for | | | | need to be head-hunted. Generally, recruitment |
| various reasons. There is another challenge of FAKE | | | | consultancies are EXPECTED to do this job. This is a |
| profiles (People are faking about their experiences, | | | | way to get the talent when you are looking for rare |
| salaries etc. Many people are just COPYING | | | | and distinct talent. When you are looking to fill positions |
| someone's profile and presenting it as their own, | | | | like CFO , CEO etc. Here, numbers are not important |
| without even knowing what they have mentioned in it). | | | | but quality is. In a year, you might be able to head-hunt |
| To handle this, it has become apparent to do | | | | 15-20 people but they will be of high worth and value. |
| reference checks. Getting the reference check done | | | | Not everyone can be a "Head Hunter", you need to |
| in a proper way is very costly. | | | | have "special" type of skills to be a "Head Hunter". |
| Considering the above two scenarios and just to | | | | Every type of sourcing is not called as head-hunting. |
| counter it, it is important to hire a person through the | | | | For a sourcing to be called as "Head-hunting", this |
| reference of your existing employee. No one can | | | | should involve "rare profiles"; profiles and skill sets not |
| present, market and brand your company, market the | | | | readily available in the market. |
| culture and policies of your company then a happy and | | | | 10) Talent-Poaching |
| highly motivated and engaged employee of your | | | | This, according to some section in the industry, is |
| organization. Hence, hiring with the reference of your | | | | considered as unethical mode of sourcing and hiring. |
| existing employees is an important source and tool to | | | | For this, you need to understand the business of your |
| hire and retain Quality Talent. | | | | company and also should be aware of the competitor |
| 3) Internal Advertisement (internal Job Posting) | | | | companies in your industry. Just target those |
| Learning is a continuous process. Many people keep | | | | companies and hire in masses from those companies |
| on learning new skills, updating their skills and acquiring | | | | right from the entry level to senior level. This tactic is |
| higher degrees by way of distance mode of | | | | usually used to kill the competition. This is like a big fish |
| education. There by you might have "multi-skilled" and | | | | eating the small fish. People across the globe are |
| "multi-talented" people within your organization. Hence, it | | | | discussing and debating to ascertain, if the "Talent |
| become crucial and important to post your | | | | Poaching" is ethical or unethical. No doubt, this is one of |
| job-requirement, internally for your existing employees. | | | | the easiest way to source trained and talented people |
| By doing so, you will be able to RETAIN good and | | | | within the industry when you have infrastructure and |
| talented people. | | | | money. |
| 4) Jobsites and Job Portals | | | | Distinction Between Headhunting and Talent Poaching |
| If the above three sources and methods are used | | | | Some talent acquisition managers as well as hiring and |
| appropriately, efficiently and to the optimum level, | | | | recruitment professionals are confused and are not |
| hypothetically you do not need to go outside the | | | | able to discriminate between the two. Here are few |
| company to get good people, working for your | | | | differences between the two: |
| company. However, that is actually not possible and | | | | 1) Headhunting is associated with senior and rare |
| hence, you also need to look for external sources to | | | | profiles. Talent Poaching is just sweeping and running |
| get MORE Suitable Talent for your company. There | | | | through talent-wealth of your competitor. |
| are many Job Sites and Job Portals, available in the | | | | 2) Headhunting is planned. Talent Poaching is targeted. |
| market and you need to select the BEST one for your | | | | 3) In headhunting, the intention is to get the BEST |
| needs. Good Job Portals have huge database of | | | | person for your organization but in Talent Poaching, the |
| millions and millions of profiles. You can source a | | | | intention is to kill your competitor and the competition. |
| "Suitable" Talent from that database. You can also | | | | 4) Headhunting is about getting a person with |
| post your job requirements on job-portals just to get | | | | "Leadership" skills with "Global Exposure". Talent |
| more relevant profiles. You should learn how to use all | | | | Poaching is about "saving the training cost". |
| the features of your job-portal for its optimum | | | | Conclusion |
| utilization. | | | | This article is not about "Recruitment Process" or to |
| You can also have the HR or Job Site of your | | | | describe about "Steps involved in Recruitment |
| company and post your requirements on that site. This | | | | Process" but just to share the resources and channels |
| will also give appropriate branding and advertisement | | | | to source and identify talent. I have taken care to list all |
| to your company and will also help you in managing | | | | the possible channels. I am sure all the readers will gain |
| the "Candidate Database". | | | | from this article. |
| 5) Campus Hiring | | | | Do share your feedback and give your comments. |
| In case, you like to hire "knowledgeable, talented and | | | | |