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Showing posts from October, 2009

Search Profiles on MySpace

Source: eGrabber Newsletter MySpace, one of the most popular social networking sites, is no longer the exclusive domain of teenagers. The average age for people on this site is now about 35 years. There are millions of MySpace users and many of them are professionals (potential passive candidates). The search syntax for finding profiles on MySpace is site:www.myspace.com keyword If you are looking for passive prospects from a geographic area, you can include the state code at the end of the search string. For, example, if you are looking for profiles of Certified Public Accountants from California, the search string will be site:www.myspace.com Certified Public Accountant (California | CA) Use the above search technique and explore the vast possibilities that MySpace can offer, especially to locate those hard-to-find candidates for your assignments.

Extract resumes from any source

Recruiters look for resumes from different sources like search engines, job boards, social / professional networking sites, blogs, personal websites and portals, etc. Apart from these sources, recruiters also receive resumes as email attachments and may also have resumes saved in their computers. So how quickly can a recruiter leverage upon this potential? Manual resume data entry from different sources is strenuous and time consuming. With fierce competition all around, a recruiter cannot afford to spend most of his/her productive time in manual resume data entry. This is where an automated resume extraction tool like ResumeGrabber can provide the recruiter the winning edge. ResumeGrabber is a simple, easy-to-use but powerful tool that enables you to extract resumes from search engine results, job boards, blogs, email attachments and from folders in the PC. ResumeGrabber helps you to extract resumes from multiple sources and enables you to quickly screen and sort resumes based on exp

Automate Resume Data Entry

Spending more time on manual resume data entry on a daily basis poses the threat of losing a potential candidate or client. With stiff competition in the recruiting industry, it is very important for a recruiter to act quickly to succeed. Manual resume data entry results in loss of time and it hampers the other core recruiting processes. Particularly when you are processing thousands of resumes, it becomes a tiresome task. In addition, there is every chance that you might copy and paste inappropriate data in the wrong fields and enter duplicate resumes / records in your database. The perfect solution for these manual resume data entry hassles is to automate resume data entry . Automating resume data entry enables you to quickly capture and process the resumes. It helps you save a lot of time and enables you to spend more time with your candidates and clients. ResumeGrabber is one such tool that helps you to automate resume data entry and makes a recruiter’s job look easy. It helps yo

Why detailed job ads are important to attract passive candidates?

Job ads are very vital to attract candidates; particularly, when you are looking for passive candidates who are already well settled, your job ad should be descriptive and "attractive" enough for the passive candidates to apply for the job. The article below explains why detailed job ads are important to attract passive candidates and offers tips for recruiters on how to write a detailed and effective job ad. Recruiters must ensure their job ads are capable of attracting passive candidates, says Aspire Solutions International rec-to-rec specialist, Luke Carolan. As a recruitment consultant it can become easy to see each advertisement as "just another job", he says, but it's important to keep in mind that from a job seeker's perspective it represents the next step in their career and might involve a life-changing decision. To distinguish themselves from HR managers - who constantly need convincing about the extra value that justifies a recruiter's

Gain Expertise in the New Drivers of Effective Recruiting

Source: eGrabber Newsletters Surveys show that more recruiters are turning to free social networking technology as an increasingly attractive alternative to paid job boards. Today, 1 in 5 recruiters use social networking sites in some way or other to make a hiring decision. So, whether the economy is up or down, the ability to use social networks to source candidates will be essential for recruiters in the coming years. These social networks offer people with common interests a place to interact and share contacts, opinions, and increasingly, job opportunities. Sites such as MySpace, Facebook, LinkedIn, etc. are powerful sources of qualified candidates. What is even more attractive is that these sites allow you to easily target candidates in specific locations with specific skills and experience. However, to be effective, you must understand how the different networks work and the audiences these sites attract.

Search profiles on Pipl.com using Google

Source: eGrabber Newsletters Pipl is a search engine to find addresses and other information that can help locate someone - a business contact or a prospective candidate. The Google search syntax to find profiles on pipl.com is site:pipl.com (inurl:people OR intitle:profile) -jobs For example, to search for profiles of Business Analysts, the search string will be Business Analyst site:pipl.com (inurl:people OR intitle:profile) -jobs You can even make the search location specific as follows (Business Analyst) (California OR CA) site:pipl.com (inurl:people OR intitle:profile) -jobs Try different variations of the above search string or replace the keyword with related terms to get desired search results.

Top 10 Free Ways to Advertise Your Job Openings

Save quite a bit of cash by taking advantage of these free ways to advertise your job openings: 10. Blog - Writing a blog is free (we recommend using WordPress.com ), and allows you to put your message on the web without involving your IT department. 9. Twitter - With TwitterFeed, you can easily set up your jobs to auto-post on your Twitter site. 8. SimplyHired.com - Simply Hired is a free job posting site that also powers the career sites of popular sites such as MySpace and US News. 7. Indeed.com - Indeed accepts free job postings, and also optimizes your postings for search engines. Quite a few of our clients get the majority of their online candidates from Indeed.com, because the jobs rank highly on Google. 6. Linked In - Linked In is a powerful way to source new candidates. 5. Business Cards - For a very small investment, you can print business cards that advertise your career site. Hand these out to your employees to encourage employee referrals, and keep a stack at the

How do you select your recruitment partners?

With recruitment consultants currently "jostling" for business, deciding which one to use can be a daunting task for HR, says trainer Ross Clennett. Most hiring managers, he says in a recent newsletter, are "faced with a blanket of white noise that has only minor variations on 'We're a boutique, specialist recruiter with a focus on high quality client and candidate service'", he says. Clennett says managers who want the services of a high-quality external recruiter should look for one that: # Is a specialist - "Evidence of delivering great candidates for roles that are similar to your vacancy is an indication that they can access appropriate candidates quickly." # Asks great questions - "Anyone can take a job brief. A skilled recruiter will ask you probing, relevant and thoughtful questions about the vacancy, your selection criteria and your organisation's operations and culture." # Respectfully challenges you - "A recruit

Develop a Strategy for Recruiting Future Employees

Despite an uncertain economy, many manufacturers across the country are reporting a lack of welders, fabricators, laser operators, electricians, press brake operators, machinists and a host of other skilled labor positions. As the economy begins to rebound and baby boomers begin to retire, this shortage is expected to worsen. The National Association of Manufacturers projects that by 2020 some 10 million skilled workers will be needed. For manufacturers, recruiting employees to fill skilled jobs is more than a vexing problem. It may literally become a matter of business survival for many of these companies in the next decade. Thus, developing a company strategy to recruit future employees is crucial to attract the next generation of workers and succeed in the global marketplace. The Apprenticeship and Internship One method to recruit employees is a concept employers have used for centuries—the apprenticeship—and its 20th century cousin, the internship. Their value has never been so sig

Search Company Specific Candidates on Twitter

Source: eGrabber Newsletter If you are using or planning to use Twitter to recruit passive candidates, you will find this search string pretty useful. The Google search syntax to find company specific candidate profiles on Twitter is site:twitter.com "bio" "Company Name" -careers -jobs For example, to search for Twitter profiles of people working in IBM, the search string will be site:twitter.com "bio" "IBM" -careers -jobs You can even make the search location specific as follows site:twitter.com "bio" "IBM" "location chicago" -careers -jobs Try different variations of the above search string or replace the keyword with related terms to get desired search results.