Introduction

In a world transformed by lightning-fast internet and a tap-away connection to job candidates, it’s easy to forget the not-so-distant past when sourcing manpower wasn’t as simple as a search query. But what if, due to a technical apocalypse or operating in a location with limited access, you suddenly found yourself back in the pre-social media recruiting landscape?

This article explores the evolution of recruitment, showcasing the stark contrasts between the pre-internet age and today’s digital dominance. We’ll uncover practical tips gleaned from the past and offer insights to optimize your manpower sourcing, with a special focus on the growing labor export sector. Plus, you’ll discover how Quinn Vietnam Manpower leverages the best of old-school techniques and new-age tools to find the perfect candidates for your projects.

The Evolution of Manpower Recruitment

Mid-Late 1990s: The Era of Phone Calls and Paper Trails

Picture bulky desktop computers, the dial-up modem’s screech, and stacks of resumes arriving by mail. Recruiters scanned those resumes, manually inputting them into basic databases. Job fairs and targeted cold calls were the norms, making success heavily reliant on persistence and persuasive telephone skills.

Late 1990s – Mid 2000s: Rise of the Job Board

The internet boom brought a sea change – job boards like Monster and CareerBuilder. The “post-and-pray” method was born: recruiters advertised positions and waited for applications. While some proactive recruiters began searching rudimentary online resume databases, reaching the coveted “passive candidates” felt like an impossible dream.

Mid-Late 2000s: LinkedIn Changes the Game

LinkedIn’s emergence was a revolution. Suddenly, recruiters could tap into a vast pool of passive manpower, making targeted sourcing significantly easier. While job boards remained relevant, LinkedIn became the go-to tool.

2010 and Beyond: The Social Recruiting Explosion

Social media is now king. It’s about engagement, building networks, and maximizing visibility – LinkedIn remains vital, but platforms like Facebook, Twitter, and YouTube are increasingly relevant for reaching specialized manpower niches. Today’s recruiter must be a skilled curator of their company’s brand and a master networker.

Quinn Vietnam Manpower: Blending Techniques for Success

At Quinn Vietnam Manpower, we understand that in the global labor export market, success lies in a hybrid approach. We embrace the power of online networks, knowing that tried-and-true methods still bring exceptional results. Our recruiters are adept at:

• Social Media Outreach: Targeted campaigns on relevant platforms based on the specific manpower niche.
• Strategic Job Board Use: Pairing boards with highly focused advertisements specific to the desired skills.
• The Power of Personal Touch: We never underestimate the value of phone calls and building strong relationships with both clients and candidates.

How to Thrive in a Limited Connectivity World

Let’s imagine a scenario where you’re operating in an area with unreliable connectivity or face a temporary technical issue. Here’s how to adjust your manpower sourcing:

1. Embrace the Cold Call: Dedicate yourself to a set number of targeted client calls per day. Those conversations often yield far deeper insights than an email exchange.

2. Referrals Are Your Friend: Leverage the ‘Six Degrees of Separation’ concept. Ask trusted clients and top talent for recommendations – quality manpower often knows more quality manpower.

3. Revive the Business Card: Dust off those contact cards! A simple call can turn into a valuable conversation and potential opportunities.

4. Personalize Temp Candidate Outreach: Maintain strong relationships with your temporary workforce. They’ll appreciate the proactive contact and might be your next perfect placement

5. Targeted Client Focus: When job board access is limited, focus your energy on showcasing your top candidates directly to the most suitable clients.

6. The Power of In-Person: When emails cannot be sent, suggest face-to-face client meetings to discuss your shortlist and build rapport.