{"id":1196,"date":"2021-12-10T16:18:46","date_gmt":"2021-12-10T10:48:46","guid":{"rendered":"https:\/\/codequotient.com\/blog\/?p=1196"},"modified":"2024-02-14T18:26:43","modified_gmt":"2024-02-14T12:56:43","slug":"how-to-grow-your-network-as-a-recruiter-via-5-channels","status":"publish","type":"post","link":"https:\/\/codequotient.com\/blog\/how-to-grow-your-network-as-a-recruiter-via-5-channels\/","title":{"rendered":"How To Grow Your Network as a Recruiter via 5 Channels"},"content":{"rendered":"

Hiring for tech roles comes with its challenges. With a rapidly changing job market, there are new skills in demand, and more often than not, a lack of qualified candidates.<\/p>\n

As a recruiter, you\u2019re concerned to grow your existing network to fill these positions but you\u2019re also unsure how. Here, we have a few tips to help you grow your network as a recruiter.<\/b><\/p>\n

Five Tips to Grow your Network as a Recruiter<\/b><\/h2>\n

\"How-To-Grow-Your-Network-as-a-Recruiter-Body-Image\"<\/p>\n

These are five channels through which recruiters can grow their networks for better hiring:<\/p>\n

1. Referrals<\/b><\/h3>\n

Employee referral is perhaps one of the most underrated recruiting methods, but it can be highly impressionable. Nevertheless, most organisations have an employee referral programme, which comes in handy when a new position arises.<\/p>\n

If you are looking to grow your network, you can also ask for referrals from (past) employees, clients, or vendors. Some of the best referrals come from people who are well acquainted with your company\u2019s culture- and these often result in good recruits.<\/p>\n

2. Social media<\/b><\/h3>\n

Yep, they may be cited as the biggest distraction, but social media is surprisingly handy when it comes to hiring. About 70% of the hiring managers have successfully hired through social media, as per SociallyRecruited.<\/a><\/p>\n

For instance, people casually looking for a job switch would be more inclined to apply to a job if it was forwarded by someone they know. <\/b>Further, a post from a company\u2019s social media channel can easily be reshared on other social platforms.<\/p>\n

Making the post incredibly catchy and including a little line about forwarding the post in the job description could bring the right person to you.<\/p>\n

3. Coding challenges<\/b><\/h3>\n

Serious techies love challenges. Big conglomerates like TCS<\/b> and Infosys<\/b> have their challenges in hiring candidates. But, more minor online-based challenges like these <\/a>are something you should look at.<\/p>\n

These attract a vast pool of potential candidates to choose from and demonstrate their skill level. In addition, taking a senior engineer along with you to attend to these challenges will give you better insights into how to leverage your company\u2019s brand image to attract potential candidates.<\/p>\n

Coding challenges attract coders of all skill levels. Spreading the word about your recruitment strategy might attract potential candidates who are hungry enough to learn.<\/p>\n

Also, getting the word out among the first-time participants is a good alternative.<\/b> Since these coding challenges are an annual phenomenon, students who are set up to ace the challenge in the coming year could become potential candidates in the future for your company.<\/p>\n

4. Online communities<\/b><\/h3>\n

Online coding communities like GitHub<\/b> and StackOverflow<\/b> attract a lot of learners who are serious about honing their craft. Unfortunately, they also attract a lot of passive job seekers who are gainfully employed, but they might want to take up a project if it seems interesting enough.<\/p>\n

Spending time in these communities might help you learn something about what the candidates are looking for. This awareness can bridge the gap between the company\u2019s requirements and the candidate\u2019s expectations. You can know more about leveraging these platforms in this article.<\/a><\/p>\n

5. Tying-up with course faculties<\/b><\/h3>\n

College placements have been traditionally the recruiter\u2019s first choice for seeking quality candidates. But today, online courses are running the show when it comes to tech. As a result, students and skilled professionals have shifted to an online method of learning and upskilling.<\/p>\n

As a recruiter, you need to check out platforms like CodeQuotient<\/a>. They offer an intensive course in Full Stack development<\/b> taught by mentors who have been employees at leading companies.<\/p>\n

Students trained under such programmes are well aware of the industry requirements, and they build their skills accordingly.<\/p>\n

For recruiters, this means good news. Finally, you are getting the right person for the job and someone who is in sync with the changing demands of the industry.<\/p>\n

Also, students from CodeQuotient<\/b> are required to make at least two LIVE projects that form their portfolios. As recruiters, you get to judge their technical skills and overall performance.<\/p>\n

Another significant advantage of hiring from online coding platforms is job-oriented students. They have an idea of what it takes to nail the job right and what a typical workday will be like. This makes the process of training them more accessible.<\/p>\n

Also, one of the most significant advantages in tying up with a course is that you get new learners in every batch. As the IT industry evolves, the course coordinators will modify the curriculum and update it according to the skills in demand.<\/p>\n

This simplifies the process of hunting for potential candidates with specific skill sets. As a result, you get a steady supply of talented students who are well-aware of the upcoming technologies and possess skills that will take your company forward.<\/p>\n

Want to give it a shot. Check out CodeQuotient for recruiters today<\/a>.<\/p>\n","protected":false},"excerpt":{"rendered":"

Hiring for tech roles comes with its challenges. With a rapidly changing job market, there are new skills in demand, and more often than not, a lack of qualified candidates. As a recruiter, you\u2019re concerned to grow your existing network to fill these positions but you\u2019re also unsure how. Here, we have a few tips…<\/p>\n","protected":false},"author":1,"featured_media":1197,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[132],"tags":[27,14,19,26,25],"class_list":{"0":"post-1196","1":"post","2":"type-post","3":"status-publish","4":"format-standard","5":"has-post-thumbnail","6":"hentry","7":"category-engineering-high-performing-teams","8":"tag-hiring-manager","9":"tag-learnings","10":"tag-remote-working","11":"tag-tech-hiring","12":"tag-tech-recruitment","13":"nt-post-class","14":"","17":"excerpt-none"},"acf":[],"yoast_head":"\nHow To Grow Your Network as a Recruiter via 5 Channels - CodeQuotient<\/title>\n<meta name=\"description\" content=\"Are you a recruiter looking to grow your network? 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