We can also sorce candidates in IT field by directly stringing in Google
the format is CV-position-location-submit

You can use company names and do headhunting
We can also send mails to the employees of some companies as people will have similar kindof mail IDs
for example

My comapany has a norm firstname@paramountgroup.in so you get names from my organisation you can easily take out people from my Company

Hope I have delivered my message

Hi John

What recruiter doesn’t dream about the perfect candidate? Especially if you’ve worked long and hard at a difficult assignment for weeks, how does the cliche go? “Been there, done that, got the t-shirt,” you did all of what you set out to do, and run out of fresh leads. Frustrated, maybe you feel you have tried everything or that there’s something you’ve been neglecting to do or you’ve simply followed every lead to no avail. There must be a solution out there that’s more effective, right?

That’s where you need to rely on the careful preparation you’ve learned over years of setting up strategies or managing a search. Recruiters who plunge spontaneously into a new search, looking through databases without a search strategy, will probably end up frustrated and discouraged in now time flat....

FINDING PEOPLE THROUGH YOUR EXISTING EMPLOYEES

Work with your human resources department to develop an internal “Refer a Friend” scheme for your existing employees to refer like candidates.

ADVERTISING - PRINT

ADVERTISING - ONLINE

Internet or online recruitment is the fastest growing candidate sourcing medium available to both employers and employees.

Benefits include a “time to press” factor as advertisements can be placed in a matter of minutes and multiple changes can be made even after the advertisement is registered.

A key candidate benefit is that the Internet is relatively easy for candidates to browse in their own time with no added cost.

CANDIDATE PROSPECTING

You may already have access to many names and addresses of candidates who have applied to work for your organization.

As many of these records will be quite old, it is possible that some of the contacts have changed address but there is still a chance you can contact them.

Step 1: Create a database (Excel or Access) of basic details such as name, contact phone number, address for all candidates who have registered for work in the past 12–24 months.

Step 2: Due to privacy laws you must contact and gain the individuals consent to send information or to be contacted by your company.

Step 3: Design a letter or flyer to be sent to all consenting contacts. The information you want to convey may include one or more of the following:

* a description of the position(s) available
* whether they or someone they know is looking for permanent or temporary work;
* how to refer someone else for any of the positions you have available;
* a phone number and email address to register their CV or interest
* some form of incentive to encourage them to call or refer

Step 4: Maintain and keep the database up-to-date to contact suitable candidates for future positions or referrals.

USING A RECRUITMENT CONSULTANCY

Using a specialist recruitment organization that knows your industry and the people within it is an excellent source to tap into when you are searching for permanent or temporary staff.

MEASURING YOUR CANDIDATE SOURCING SUCCESSES

Tracking responses is essential if you are to maximize the benefits received from the cost of executing your own candidate sourcing campaigns. The following is a brief checklist when planning your next recruitment campaign.

* Keep a record of the candidate sourcing campaign and cost
* Track the response received
* Record the number of interviews and track their outcome
* Review the success of the campaign in attracting sufficient qualified responses
* Review the effectiveness of the response process. Plan for improvement where necessary.
* Refer to past recruitment campaigns and their results prior to embarking on the next one.


May be my answer might be different compare to others.....
Regards
Mahesh Singh Bhatia.....

In todays world recruitment in importanat process of any organisation, becouse attrition problems start right from wrong recruitment methodology.

We can go for following kind of recruitment:

1. Emp Ref
2. Personal contact or network
3. Ads in FM Radios