Recruiter's Essential Tips

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 i...

 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.

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 ...

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