{"id":5662,"date":"2010-06-05T15:49:25","date_gmt":"2010-06-05T15:49:25","guid":{"rendered":"https:\/\/zinavo-clientupdates.in\/vasim\/pragna\/?p=5662"},"modified":"2024-06-14T13:58:42","modified_gmt":"2024-06-14T13:58:42","slug":"sourcing-strategies-1-search-with-imagination","status":"publish","type":"post","link":"https:\/\/pragna.net\/old\/sourcing-strategies-1-search-with-imagination\/","title":{"rendered":"Sourcing Strategies #1: Search with Imagination"},"content":{"rendered":"<h6><strong>Candidate sourcing :<\/strong><\/h6>\n<p data-adtags-visited=\"true\">Candidate sourcing is the starting point of the Recruiting Process. In a series of blogs, I will try to capture some of the nuances that I have learned.<\/p>\n<p data-adtags-visited=\"true\">In the first part, let&#8217;s look at maximizing the results from job boards like Monster, Dice, Hot jobs etc. They are a great resource for finding active jobseekers. But the common complaint from every client is that they have either seen the candidate profile already or they do not have the ideal skills\/competence etc. Why so?<\/p>\n<p data-adtags-visited=\"true\">The reason is that every recruiter looks there and looks at the top few pages of results. No doubt that one should look for low-hanging fruit and quickly pounce on new candidates. But good recruiting also means looking beyond the most obvious and easy to find<a href=\"https:\/\/www.linkedin.com\/feed\/update\/urn:li:ugcPost:7194380360405688320\/?lipi=urn%3Ali%3Apage%3Ad_flagship3_pulse_read%3BsX%2BzJlbaTvKHih0Qdl7lzQ%3D%3D\" target=\"_blank\" rel=\"noopener\"> candidates<\/a>. That\u2019s where your <strong>IMAGINATION\u00a0<\/strong>comes in to play to hunt down the right kinds of profiles in the vast repository of millions of profiles. Here are some ways to do imaginative searches to look for such Candidate sourcing profiles:<\/p>\n<ul>\n<li><strong>Competence search<\/strong> \u2013 This is the most basic search, where you are trying to match competency\/expertise requirements of the job. For example, if you are looking for C# and .Net developers with Networking experience, you will use those keywords in your search. Here again looking for alternative representation \/ expressions of the technologies, tools etc. will certainly help (for example look for \u201cprotocol development\u201d or \u201cTCP\/IP\u201d while looking for Networking since they are similar)<\/li>\n<li><strong>Company \/ Competitor search<\/strong> \u2013 Look for companies that are similar to the company you are looking to hire for \u2013 they could be competing companies or complementary to the business. So add a bunch of company names in addition to some technical competency, for example (\u201cIntel\u201d or \u201cHoneywell\u201d or \u201cYahoo\u201d or \u201cHP\u201d) and (\u201c.Networking\u201d or \u201cProtocol development\u201d or \u201cVOIP\u201d or \u201cTCP\/IP\u201d). That way, you will likely locate people who worked in these companies before or worked on projects for these companies.<\/li>\n<li><strong>Top\u00a0universities \/ school search<\/strong> \u2013 always produce good candidates; identify top schools and try to put them in your search term as \u201cOR\u201d options so you will likely find good candidates \u2013 For example looking for Indian universities can be (\u201cIIT\u201d or \u201cIndian Institute of Technology\u201d or \u201cNIT\u201d or \u201cAnna University\u201d or \u201cSJCE\u201d) and (\u201c.NET\u201d and \u201cNetworking\u201d). Some examples of top university lists \u2013<br \/>\n<a href=\"http:\/\/www.successcds.net\/engineeringentranceexam\/Top-100-Engineering-Colleges.php\">http:\/\/www.successcds.net\/engineeringentranceexam\/Top-100-Engineering-Colleges.php<\/a><br \/>\nThere are plenty of such lists.<\/li>\n<li><strong>Ethnicity and locale search<\/strong> \u2013 Certain pockets of people \/ ethnic groups or universities have made a name for themselves and become specialized. For example, I have seen many Russians are perfect at Math. So for positions that require good analytical skills, they are a good ethnic group to look at. So your search terms can include special groups in addition to some competencies like (\u201cRussian\u201d or \u201cRussia\u201d or \u201cPoland\u201d) and (\u201c.NET\u201d and \u201cNetworking\u201d) so you are looking for specific pockets \/ ethnic groups that are normally successful.<\/li>\n<\/ul>\n<p data-adtags-visited=\"true\">One word of advice is that when you are adding specialized keywords like university or ethnicity, then expand your search to include candidates who have updated resumes in the past 6 months or 1 year as well. That way you could dig deep into great candidates who might be dormant for a while.<\/p>\n<p data-adtags-visited=\"true\">Next up, let&#8217;s look at Social Networking.<\/p>\n<div id=\"jp-post-flair\" class=\"sharedaddy sd-like-enabled sd-sharing-enabled\">\n<div class=\"sharedaddy sd-sharing-enabled\">\n<div class=\"robots-nocontent sd-block sd-social sd-social-icon-text sd-sharing\">\n<div class=\"sd-content\">\n<p>For more about Recruitment updates follow our<a href=\"https:\/\/pragna.net\/old\/blog-page\/insights\/\">\u00a0Insights<\/a>\u00a0for more info\u00a0<a href=\"https:\/\/pragna.net\/old\/contact\/\">Contact Pragna Solutions<\/a>\u00a0for your all\u00a0<a href=\"https:\/\/pragna.net\/old\/\">RPO Recruiting<\/a>\u00a0and\u00a0<a href=\"https:\/\/pragna.net\/old\/offshore-recruiting-101-top-strategies\/\">Offshore Recruiting<\/a>\u00a0Solutions.<\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>Candidate sourcing : Candidate sourcing is the starting point of the Recruiting Process. In a series of blogs, I will try to capture some of the nuances that I have learned. In the first part, let&#8217;s look at maximizing the results from job boards like Monster, Dice, Hot jobs etc. They are a great resource [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":4726,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"","_et_pb_old_content":"","_et_gb_content_width":"","footnotes":""},"categories":[64,102],"tags":[],"class_list":["post-5662","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-blog","category-talent-acquisition"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.3 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Effective Candidate Sourcing Strategies for Success | Pragna Global RPO Company<\/title>\n<meta name=\"description\" content=\"Learn effective candidate sourcing strategies to attract top talent. Enhance your recruitment process with these proven methods.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/pragna.net\/old\/sourcing-strategies-1-search-with-imagination\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Effective Candidate Sourcing Strategies for Success | Pragna Global RPO Company\" \/>\n<meta property=\"og:description\" content=\"Learn effective candidate sourcing strategies to attract top talent. 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