Place Job Ads for Passive Candidates in the Right Places

Posted by Premanand
September 28, 2010
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Source: eGrabber

Passive job seekers will not usually visit job portals but they might frequent websites that regularly provide interesting stories and research information.

Passive candidates constantly look for web resources that will help them hone their area of expertise to learn something new that can help their careers. By placing your job ad in a website that caters to an industry or profession, you increase the likelihood of passive prospects looking into the work opportunities that they might not have considered otherwise.

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URL Resume Search in Google

Posted by Premanand
September 27, 2010
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Source: eGrabber

This technique locates keywords contained in the document’s URL. This is often called the Internet “address” as well. Each web page has a unique address on the Internet and you can search these addresses for keywords and phrases. The Google search syntax is as follows:

keyword (inurl:resume)

You can also use the numrange operator to narrow down your search to a specific location. For example, if you are looking for resumes of java programmers in the St. Louis, MO area, the Google search string will be

java (inurl:resume) 63000..63199

Use this technique to get resumes you need to fill your location-specific assignments.

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Resume data entry made easy

Posted by Umamaheswari
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Managing scores of resumes daily is an insurmountable task. How can I streamline this, so that I get enough time to recruit?

ResumeGrabber Standard captures resumes in any format at one go and enters them into your database, eliminating the data-entry steps. It automatically extracts all relevant contact details and job skills from any resume and creates a contact in ACT!, Outlook, GoldMine and web-based ATS, leaving you with more time for researching and recruiting.

Visit URL to download the fully functional trial version of ResumeGrabber. ResumeGrabber Standard recognizes that the most successful recruiters are the ones that can build strong, long-term relationships with both the clients and candidates

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To Create an Effective Social Recruiting Funnel

Posted by Umamaheswari
September 23, 2010
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Networking sites such as LinkedIn, Facebook, Twitter, Ziggs, etc. enable recruiters in creating passive links that might help them at some point in the future.

As with lead generation in sales, the activity of social recruiting is a numbers game. You have to expand the top of your sales funnel with as many qualified connections as possible to get to a small number of hot prospects at the bottom. You should also tune your communication (messages) to attract only the right kind of candidates into your network.

However, see to it that you do not spend an unjustifiable amount of time on social recruiting, in the context of your overall sourcing activities.

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Find and extract qualified resumes from the Internet

Posted by Umamaheswari
September 20, 2010
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Do you think you can find the right candidate for the right job when your resume database has resumes that were updated a year or years ago? Certainly not. There is every possibility that candidates might have updated their resumes – may be added a few certifications, acquired skill sets, domain experience or even changed their contact details, etc. So, it is very vital for recruiters and hiring managers to find and extract the updated and qualified resumes.

The Internet is considered as one of the major sources of resumes. It offers free resumes from resume portals, professional networking sites, personal websites, blogs, etc. But again, searching resumes in the Internet is a very tedious and time-consuming task because the search engines display millions of results and you need to manually find and extract the qualified resumes from those results. You can also find qualified resumes from the Internet but you need to be an expert in resume search scripts and search logics.

This is where ResumeGrabber Suite can be handy for recruiters and hiring managers. Irrespective of whether you are an experienced professional or a beginner, ResumeGrabber Suite helps you to find and extract qualified resumes from the Internet. You need to “JUST” enter the resume keyword and click the button. It instantly finds and extracts qualified resumes from the Internet. What’s more? You can quickly screen resumes, shortlist candidates and you can also perform candidate background check. Using ResumeGrabber Suite, you can quickly build a resume database of qualified resumes.


Visit URL to download the fully functional trial version of ResumeGrabber Suite.



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Compelling Stories can Improve your Placement Ratio

Posted by Umamaheswari
September 10, 2010
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 Source: eGrabber
 
Though recruiters work hard to identify qualified people, some often squander their hard-earned assets. Each candidate is precious and can open a wide door of possibilities, none of which can ever be realized if you do not create maximum impact in the first call you make. A weak presentation not only kills a potential placement, it wears out your welcome and tires your candidate.

One of the ways to make a strong presentation is to tell a compelling story. A job is more than just a set of specifications or organizational requirements. Learn how to tell the story behind a job opportunity, and explain the dynamics of the people within the company. A well crafted story can help the candidate visualize, paint scenarios and better understand the ideas conveyed.

The more interesting the story, the more you get the candidate to identify with the job and the more likely you are to spark the candidate's interest to join or refer her friends.

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How to get the accurate resume from Search Engine and Social Network Sites?

Posted by Umamaheswari
September 09, 2010
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Normally most of the recruiters will find the resumes from search engines like, Google, Yahoo, Bing and Social Networking Sites also. There the recruiters may get the resumes, but I have a question how many of them are updating their contacts , email addresses in the social networking sites. In this case how recruiters can find out the quality / accurate resumes from social networking or professional networking sites.

Every year 20% of people are changing the company and most of the company are get closed & opened newly. Now in this case also the recruiters can't find the qualified resumes.

We can get many tools to find out the qualified resumes. But I finally addressed the tool named as ResumeGrabber Suite and would like to recommend to use the trial version. This will help you to Speed-up online candidate sourcing, Searches resumes on the Internet, Extracts resumes and contact info into database & Gets background info from the Internet.

You can also benefit in a similar way by using ResumeGrabber - build qualified resume databases for each of your search assignments or job openings.

ResumeGrabber Suite also includes 100+ expert boolean strings to search the Internet for qualified resumes and to conduct background research on candidates.

Who can use ResumeGrabber Suite?

Sourcing specialists, Internet researchers, or any recruitment and staffing professional responsible for

* Candidate sourcing
* Lead pipeline development
* Building a resume database

A number of recruiting offices, hiring departments and talent sourcing teams have benefitted immensely using ResumeGrabber Suite.

If you wish to super-charge your e-sourcing, call our sales specialists today at 866-299-7314 or click here to schedule a 10 minute demo on ResumeGrabber Suite. 




For More Information , Visit : http://www.egrabber.com/resumegrabbersuite/


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Tips for a Better Recruiting Call

Posted by Umamaheswari
September 04, 2010
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Source:eGrabber

As most of you would know, the key to to a great recruiting call is striking a relationship with the candidate. And relationships develop from trust. Here are a couple of things you could do to increase the authenticity of your candidate recruit calls:

1.Show the candidate the value you add to the relationship - Industry expertise, your network or connections, confidentiality, job openings, etc.
2.Seek to understand candidate's reasons for satisfaction or dissatisfaction with current job.

Remember, you should always establish a relationship before you ask something from the candidate - even a referral or lead, etc.

Ref: Recruiting Mastery articles by Scott Love

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