Recruiter's Essential Tips

The 2010 Benchmark Pro survey involving nearly 4000 employers from about 15,000 locations across the country has revealed that 93.4% of organizations have started to actively look for qualified candidates. This is slightly up when compared to 91.1% reported in 2009. This is an indication that companies are slowly recovering from the economic catastrophe to make a gradual comeback. The survey reveals the following: Employers use various methods to recruit new employees. Advertising on the Internet tops the chart at 81.1% followed by newspaper advertisement at 63% and employee referral programs & job fairs at 54%. Almost half of the companies use Internet resume database and over 30% of the companies use sign-on bonuses or trade and professional association advertising. Recruiting methods differ based on the industry. Job fairs are used by 75.6% of hospitality organizations, 70% of healthcare organizations, 64.2% of banking and finance, 51.6% of insurance and ...

Here are some elements to consider and incorporate into your recruitment strategy. These are just a few ideas to get people thinking and working towards creating a state employment and agency brand. Survey current employees and create profiles of top performers. Ask them what their WOW's are about their employment. What makes the state a great place to work? Define the recruitment strategy and the desired goal. Determine what primary result you wish to achieve through this effort and what tools will get you there. Do the market research of the audience you want to target. Find out what motivates and attracts the workers you are targeting. Develop metrics. Identify where to measure outcomes and what success is.

Source: eGrabber Newsletter Tracking the sources of resume is important in order to recognize those folks who send business your way. You could get resumes directly, from other recruiting agencies, references from candidates and many other sources. Equally important, you should be tracking the source of every lead, including all of your marketing efforts. Many recruiters enter the name of the direct mail piece or print ad for every lead. In ACT! the Referred By field can be used. Not only can they see where the contact originated, there is a special report specifically  designed to generate a list of referral sources. In GoldMine Source field is used to enter the reference. A user- defined field can be created in Outlook to track the source of the resume.

Source: eGrabber Newsletter One of the greatest advantages of contact managers is that you can easily lookup candidates who satisfy your search criteria. Contact managers such as ACT! and GoldMine also let you set SQL queries or filters based on values in different fields. Simple to complex search queries can be set based on any of the contact fields. For instance, if you are looking for a Java professional with 5 years experience, you can give an appropriate query to find candidates matching the requirement.

Source: eGrabber Newsletters I spend a lot of time entering resumes into my database, leaving me with no time for recruiting. Is there any way by which I can save time from resume data-entry and be more productive? ResumeGrabber helps you extract all those resumes into your database with just one click. It extracts all relevant contact details and job skills from a resume in any format and automatically creates a contact in ACT!, Outlook, GoldMine or web-based ATS. This leaves you with more time for recruiting, while ResumeGrabber does all the resume data-entry work for you. Download your 10-day free trial copy today.

One of the most important recruiting tools that recruiters and hiring managers need to have is a resume database of qualified candidates. Although the above statement seems to be familiar to the recruiting fraternity, the words “qualified candidates” means a lot to the recruiters and hiring managers as it determines their success. Why qualified candidates? Resumes and candidates are available in plenty but as a recruiter/hiring manager, you need to have “qualified candidates” to meet the requirements of the clients. You cannot take it for granted that every candidate you source will match the job requirements of your clients. The key reason behind this is talent shortage. Studies reveal that out of 100 job applicants only two or three candidates get selected and the others get rejected due to lack of talent. In this scenario, if your client approaches you for an urgent job opening, you cannot ask the client to wait and then search for the right candidate. On the other hand, if you ...

 Source: eGrabber   The reason behind using Google as a recruiting tool is simple: experienced professionals appear frequently in its searches due to their normal professional activities. As a result, top professionals have higher Google scores (a Google score is a numerical calculation that counts the number of times that a reference to an individual appears online). A high score for an individual indicates that a person is more active in his or her field, and thus more desirable. A high Google score can be as a result of a variety of things a candidate has done, including Talks they gave, Articles they authored or are cited in, Awards and patents they received , Magazine and newspaper article mentions, etc. Even if their activities didn't originally appear on the Internet, these days everything of any significance is eventually cited somewhere on the web. It might surprise you that most professionals with more than 10 years of experience have their own "Google score."

As recruiters, it is important that we become familiar with websites representing professional associations for positions that we recruit. For example an IT recruiter should be familiar with HDI (http://www.thinkhdi.com/), the Association of Information Technology Professionals (AITP), Women in Technology International (WITI), etc. If you specialize in Enterprise Architects, then be on The Open Group for Enterprise Architecture Forum, etc. These sites provide valuable opportunities for broadening your reach in the business community and getting to know the group's members, many of whom will be qualified job candidates. Often these sites will also post job openings for a fee.

Do you receive many resumes via email from job boards, social/professional networking sites, etc. on a daily basis? Do you manually screen the resumes and enter them into database? Are you spending most of your time in extracting resumes? If the answer is yes for all of the above questions, then you have a perfect solution for this. ResumeGrabber Standard helps you to quickly and easily extract resumes from various resume sources and enters the resumes into your database. It intelligently pulls out resumes from emails received from job boards and transfers them into ACT!, Outlook and GoldMine. With just one click, you can enter candidate contact information from all resumes and also attach the resumes to the respective contacts in your database. Now type less & recruit more! Click here to try trial version   of ResumeGrabber Standard.