These are skeptical times for the Indian BPO sector. Some are ramping up like never before while some are downsizing which they never thought of.

So for some, the talent is still scarce and they think industry is facing talent crunch. While for some there is a problem of plenty…

For some it is market consolidation while for others it is the beginning of the end of the golden boom.

Before I hit the top gear let me give you a basic preview regarding what I am about to discuss.
The objective is to discuss innovating ways to deal with the current situation where you need to stay in touch with the resources on a continuous basis without giving any commitments, as u cant hire them (when u don’t see any client requirement) and you can’t let them forget your brand as the need may arise at any point of time.

Participation in a Job fair

You need to book a space (which is costly no doubt)
If u want to stand out of the crowd and suffocating presence of other recruiters then think about becoming one of the sponsors of the event and gain some extra coverage/exposure (which means shell out more money)
You and your competitor share the same space….
Offers and counter offers are just another headache…
If you think about giving it a miss then your competitor gets a free run and access to the quality resource (this would be self goal)

Reunion of ex employees

You selected them and are aware of their potential; I don’t see any reason why shouldn’t u woo them back
A less costly affair, no fear of competition, boosts your brand value and brand recall.
A Re union of ex employees may become an interesting and important event in the HR’s calendar (at least in bigger centers where in employee strength is 5000 +) if given a serious thought

Organize or Sponsor a professional meet

High end guys (middle to top level guys) would give job fairs a miss. How about organizing a professional meet exclusively for them? They won’t mind driving down.
A more casual professional meet can be organized, region -wise to tap the passive talent who aren’t looking for a change.

An Internal social network

I think in the times to comes it would become a necessity to have a social network of your own organization just like it’s a norm to have your own website these days..

An organization’s internal social network can work wonders in keeping its flock together and connected.
This one is least expensive (just a one time cost and with far reaching effects).

These things may spice up a HR’s profile and more interestingly improve your brand value and brand recall.
I know there many more things we may do, would try and put that all in my next blog

Right now
Inviting your mind-blowing suggestions and out of box thoughts on this.
The more the better… over to you

Source : bpovoice.com