Candidate Sourcing Best Practices

We have examined candidate sourcing techniques in the past in this blog. But the real effectiveness of the recruiting activity depends on the process one uses, little tips and tricks to identify good candidates and the diligence one shows in the activity. At Pragna, we have been training our team on all these aspects – [...]

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Why Passion is as critical as Skill

Many organizations identify “Passion” as a very critical component in the candidate hiring process. No doubt I have had personal experiences of my own performance as well as others that I have seen vary based on their passion and the inherent drive towards a given task. This becomes even more critical in leadership roles where [...]

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Sourcing Strategies #3: Using meta-search engines

So far we have looked at imaginative searching of active job seeker profiles and being a good Linkedin Recruiter. Now we will look at another strategy to get more inbound leads for your open jobs through internet marketing using meta-search engines. There are quite a few such job search engines (specific to jobs only) that are pretty [...]

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Sourcing Strategies #2: Being a Linked-in Recruiter

Its almost a month since my previous post. As part of ramping up our team, we have been training them about how to use the job boards effectively, its an art that takes some time to master. I keep saying if you can locate the right candidate faster than others – relying on job boards [...]

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Sourcing strategies #1: Search with Imagination

Candidate sourcing is starting point of the Recruiting Process. In a series of blogs I will try to capture some of the nuances that I have learnt. In the first part, lets look at maximizing the results from job boards like Monster, Dice, Hotjobs etc. They are a great resource for finding active job seekers. [...]

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Contract vs. FTE hiring

Many folks have asked me – How does one determine if a resume is suited for Full-time (FTE) vs. Contract positions? The fundamental difference is in the intent for the Contract position is a specific short-term skill need whereas FTE is a hire for company for a specific skill with long term horizon where the [...]

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