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If its for Freshers then campus placement/Off campus drive and if its for experienced then screened walk-ins and drives
Well i think the question is very vague , it is totally depends on the open positions and what are the best sources to hire those candidates from.if you are sourcing locally then definitely the time to on bring the candidate on board is less as compared to an overseas hire.
Secondly whether you have a new project coming that requires you to go on a hiring spree or it is mundane routine hiring (replacement hiring or covering for staff turnover) your Recruitment Strategy should be a robust one , creating a pool of qualified applicants to select from for the critical positions with in the organization.
Quite Simple: Let say I am recruiting graphics designers for in-house or client. A quick strategy would be to source candidates from LinkedIn. At the same time, I will focus on referrals as well. Let's say I have 100 candidates profiles from LinkedIn or internal database, While calling 100 candidates I will ask each candidate for a referral, they might have plenty of other friends willing to job switch. (Easy and cost effective way). 2nd option could be to go for market mapping, I will target client competitors. It never happens to me that when I go for Boolean search strings and I remain unsuccessful. I have plenty of other options as well but I keep them as a contingency plan.
