Skip to main content

Posts

Showing posts from 2012

Boolean search string to source web developers resumes in Google

If you are looking to source web developers resumes in Google with specific location following search strings will be useful. site:linkedin.com ("keyword" OR "keyword" OR "keyword") "Keyword" "location * keyword" "people you know" For example if you are looking for web developers in Texas with CMS skill set search strings will be site:linkedin.com ("web developer" OR "web programmer" OR "web application developer") "CMS" "location * Texas" "people you know"

Google search string to find .NET web developers who have recently graduated

Following Google search strings will help you to find .NET web developers who have recently graduated.   site:www.linkedin.com "viewers" ".NET developer" "university * * * 2009..2012" | "college * * * 2009..2012" | "graduated * * 2009..2012" You can replace the keyword with related terms to get the desired search results.

How to find Company Employees from Google?

Following site search technique is the one of the easy way to find Company Employees from Google. Google search syntax for this search is as follows: site:URL (Job Title) For example, if you are looking for profiles of people in the Executive Management at say Kforce Inc., the Google search script will be: site:kforce.com (Executive Management) This particular search string will also work in Yahoo and Bing.

How to Grab Profiles from Social Networking Sites ?

Social Networking sites are one of the best source for recruiters to find passive / active candidates. By doing manual search to find any candidate profiles it takes a lot of time and effort. Our ResumeGrabber JobSuite is designed for Recruiters to automate their process. It's a powerful Resume Import Tool that allows them to grab passive / active candidates profiles from Social Networking sites, Job boards, Search engines and any sources in Internet. Also it helps them to transfer the candidate profiles to any database such as ACT!, Excel (Spreadsheet), PCR. ResumeGrabber Jobsuite will help you to append the missing email addresses and phone numbers of candidates in a click. With ResumeGrabber you can save 90% of the resume data entry work. Download your 10-day free-trial version of ResumeGrabber today .

Google search strings to find candidate profiles based on location

If you are looking for location based passive candidate profiles, the following search string will help you to find them.   Keyword "New York" site:linkedin.com (inurl:pub OR inurl:in) -inurl:dir -inurl:companies -inurl:jobs -inurl:events -inurl:groups -inurl:skills -inurl:blog -inurl:title For example, if you are looking to find software engineer, the search string will be:   software engineer "New York" site:linkedin.com (inurl:pub OR inurl:in) -inurl:dir -inurl:companies -inurl:jobs -inurl:events -inurl:groups -inurl:skills -inurl:blog -inurl:title

How to find online profiles using Google?

Following search strings will help you to find online profiles using Google. Keyword ("resume for" OR "resume of" OR "curriculum vitae" OR "my resume") -example -examples -sample -submit -free -write -template -write -download -jobs -post For example if you are looking to find java developer, the search strings will be java developer ("resume for" OR "resume of" OR "curriculum vitae" OR "my resume") -example -examples -sample -submit -free -write -template -write -download -jobs -post You can tr y ResumeGrabber Suite . It includes 100+ expert boolean strings developed by leading industry experts for sourcing resumes through Google, Yahoo, Bing and Social / Professional network sites. Download Free Trial Version From http://www.egrabber.com/TU422Up97

How to find resumes using area codes in Google?

One of the best ways to do a location specific search, for resumes of passive candidates, is to use the area code in your search string. The Google search syntax is as follows: Keyword (intitle:resume | inurl:resume) (State) (Area code) For example, if you are looking for resumes of graphic designers in St. Louis , Missouri , the search string to use will be Graphic Designer (intitle:resume | inurl:resume) (Missouri) (314 | 636) -job -apply -submit Another advantage of using this search technique is that you get resumes with phone numbers. You can tr y ResumeGrabber Suite . It includes 100+ expert boolean strings developed by leading industry experts for sourcing resumes through Google, Yahoo, Bing and Social / Professional network sites. Download Free Trial Version from http://www.egrabber.com/TU422Uq97

Google search script to find Location-specific Profiles on Twitter

If you are looking for location-specific profiles on Twitter, then this Google search string will be handy. The Google syntax to search for Twitter profiles is: site:twitter.com Keyword (State) "City" -jobs For example, if you are looking for mechanical engineers in Dallas , TX , the search string to use on Google will be: site:twitter.com mechanical engineer (Texas OR TX) "Dallas" –jobs Try different variations of the above search string or replace the keyword with related terms to get the desired search results.

3 tips to source passive candidates

Job boards and LinkedIn are some of the great sources to search candidates. However, it may not be helpful if the resumes are old and if potential candidates don’t reply. The best solution is to source potential passive candidates who are interested and aware of your company background. Try the following: Consider candidates in your ATS. Maybe they didn’t make it sometime ago but now they have improved their skills or added a few certifications. Search for new talent via career page in website, job fairs, networking, career development programs, etc. E ncourage employee referral programs. Ask your employees to refer their friends & former colleagues with the desired skills.

5 sourcing tips for recruiting success

Smart candidate sourcing always results in better hires. Your recruiting success depends a lot on how effective your candidate sourcing strategy is. Try the following: Have a clear candidate sourcing strategy that works best for you.  Get to know more about the job, candidate, company, industry, etc. First things first. Prioritize your tasks.  L ook for candidates from multiple sources - internal database, job boards, social/professional networks, etc. Always keep your promises. Source: eGrabber Newsletter

7 interviewing tips for recruiters

Interviewing candidates is one of the most critical phases of a recruiting process. To be successful, you got to know the do’s and don’ts. Try the following: Ask relevant questions and ask tough questions if there is a necessity. Don’t be afraid. Don’t boast about your company just for the sake of attracting your candidates. Ask for information that you don’t have - information that is not mentioned in the resume. Allow your candidate to speak more and listen. Provide detailed information about the job requirements. Plan your interview, short or long, as necessary. Respect your candidates’ time and keep up your time. Source: eGrabber Newsletter

4 tips to hire great people

If you want to hire great people, you have got to be proactive. You cannot just post your job ads in a couple of places and wait for candidates to come to you. Try the following: Post your job ads in as many places as possible – job boards, social networking sites, professional networks, etc. to gain more visibility on the Internet. Don’t restrict yourself to active job seekers alone. Look for passive candidates also. Ask your colleagues, friends, partners, etc. to refer people who are looking for a change. E xpand your network, be active and make the most of it.

5 time management tips for recruiters

Time plays a crucial role in determining the success of recruiters. With the war for talent on the rise, it is essential for recruiters to control time rather than time controlling them. Try the following: Be proactive and plan your day – Spend a few minutes each day to plan the day’s activities and ensure that you adhere to your plan. As the day goes on, check your to-do list to find out what you have accomplished. Prioritize important tasks first as you will be able to focus more when you are fresh. Be positive, deal with frustrations effectively and move forward. A t the end of the day, check if everything went as per the plan. Source: eGrabber Newsletter

6 tips to attract top candidates

Being proactive and reaching out to prospective candidates is one of the best ways to attract top candidates. Try the following: Write a detailed job description with optimized tags & keywords. Search engines and jobseekers should easily find it. Provide quality content that is interesting and engages your prospective candidates. Find where your top candidates are and connect with them - Facebook, LinkedIn, Twitter, user groups, etc. Make the most of social media interactions to increase employment branding. Accessing career sites via mobile devices are on the rise. So leverage mobile technology to provide great candidate experience. Ensure that you always provide positive candidate experience. Source: eGrabber Newsletters

7 skills every recruiter should possess

Successful recruiters possess certain skills and qualities that make them stand out from the rest. Here are the 7 skills that every recruiter must have: Remember, recruiting is like selling. You got to sell opportunities to your candidates. So you need to have strong sales skills. Look for various sources to hunt for candidates – job boards, social media, Boolean searches, professional networks, etc. Learn to listen first and then talk. Be friendly and build great rapport with your candidates. Candidates love to hear back from you. So follow up diligently. Be approachable to your candidates – answer phone calls & reply emails promptly. K eep yourself updated on the latest tools, technologies & trends. Source: eGrabber Newsletters

4 basic principles to recruit the best talent

As the competition for recruiting the best talent heats up, you got to ensure that you get your basics right. Here are 4 basic principles that will help you to recruit the best talent. Know your organization’s / client’s candidate value proposition and ensure that it is communicated effectively to your prospective candidates. Make the most of your social / professional networks. Broadcast job openings to your networks. Continue to expand your network. Build a talent pipeline and get in touch with your prospective candidates. This will help you to quickly identify the right candidate when there is a requirement.  Ensure that your interview process is effective & consistent.

Recruiter Resources – TalentPack

TalentPack is a cloud-based applicant tracking system designed exclusively to address the current challenges of recruiters. It helps simplify applicant tracking and provide recruiters a lot of features that will help them reduce recruitment costs. TalentPack helps recruiters to post jobs on various social media channels & job boards, attract the right talent, screen & shortlist candidates, manage communication with job applicants and a lot of other features. TalentPack is available in English, French, Russian, Chinese, German and Spanish.         For more details, visit http://www.talentpack.com/ Source: eGrabber Newsletters

4 Reasons why recruiters should use Google+

Google+ is one of the fastest growing social networking sites and it offers recruiters a new way to get connected with job candidates. Try the following: Circles help you to organize your contacts. You can create unlimited number of Circles to group your candidates, clients & other contacts. It helps you to easily and effectively communicate with different groups of people. Hangouts enable you to interview candidates online. The group video chat feature helps you to have multiple interviewers from multiple locations. The update feature doesn’t have any text limitation. So you can post the full job description and share it with your desired Circles. Google+ Sparks help you to keep you updated with the latest industry news & trends. Source: eGrabber Newsletter

4 tips to source candidates using LinkedIn

LinkedIn tops the list of social networking sites when it comes to candidate sourcing. It offers a lot of opportunities for the recruiters to make the most of it. Try the following: Search for targeted candidates and get connected with them. Don’t wait for the opportunity to knock your door, instead be proactive and build your network. Use advanced search options to find the right candidate. You can also save the search with the right search parameters to use it in the future. In addition to LinkedIn search, you can also try searching Google for LinkedIn profiles. Create a complete company profile on LinkedIn. Keep it professional as candidates might search and contact you. Source: eGrabber Newsletters

4 time management tips for recruiters

Time is one of the most crucial elements of the recruiting process. With fierce competition all around, it is essential that you deliver the goods on time. If you don’t, chances are high that you might lose a potential candidate or client to your competitors. Try the following: Find out the target date to fill the position and plan your activities accordingly. Use automated tools to pace up your recruiting process – sourcing, screening, background check, etc. Ensure that the process is moving or else your candidates might move on. K eep in touch with the candidates throughout the process, especially between offer date & start date.

3 Tips to engage your talent community

Building a talent community on social & professional networking sites is an integral part of sourcing strategy. However, you need to ensure that you provide valuable & interesting information to keep them engaged. Try the following: Post company news - press releases, publications, acquisitions, awards, job fairs, walk-ins, etc. on Facebook or Twitter. Provide tips/advice for job seekers. Latest tips & trends on the industry, technological advancements, resume tips or interview tips can help job candidates a lot. It improves the chances of more engagement. P ost photos/videos of your recent company outing, facilities/ infrastructure, employee testimonials, etc. These things will help you improve employer branding. Source: eGrabber Newsletter

3 things to remember while hiring

Finding the right candidate for the right job opening has always been one of the major hiring challenges. Often you look for education, skills, experience, track record, etc. But, in addition to that, you got to consider the following while hiring candidates. You got to know how reliable the candidate is, whether she is dependable during a crisis. Find out whether the candidate is a team player, collaborative, gets along with people well, fits into the company culture, etc. Find out the motivation levels of the candidate, whether she is a self-starter and capable of working on tight deadlines.

5 Tips to improve your sourcing strategy

Source: eGrabber Newsletter One of the keys for successful candidate sourcing is to have a thorough knowledge about your sourcing cycle. It gives you enough confidence to fill a job position. Try the following: 1. Search for resumes in job boards. Get the best possible matches; you can also save the search and set alerts to get the search results delivered to your inbox. 2. Use LinkedIn and find relevant profiles that match your criteria. 3. Look for suitable candidates in your internal database. 4. Get referrals from your existing employees. 5. Now, you have a candidate pool to work on. You can also post jobs in various sites, forums and social networking sites to further your chances of finding the right candidate.

Resources you can use – SHL

 Source: eGrabber Newsletter SHL is one of the leaders in talent management solutions that offer better business results for clients through top-class people intelligence and decisions – from hiring & recruiting to employee development & succession planning. SHL has its presence in over 50 countries and it delivers more than 25 million assessments a year in over 30 languages offering clients the benefit of global expertise & local insight. SHL is known for its world-class consulting practices, a strong 24-hour global support system and an easy-to-use technology platform that helps their clients immensely. For more details, visit  http://www.shl.com/us

Parse resumes in a click & improve productivity

In a fast-paced world, where time is one of the critical factors of success, resume parsing is one of the major challenges that recruiters & hiring managers encounter on a daily basis. If resume sourcing is one big task of finding resumes, resume parsing is an equally important task of extracting the resumes and candidate contact information from various resume sources. Search engines, job boards, social & professional networking sites, personal websites, blogs, forums, free resume portals, email attachments, PC folders, etc. are some of the sources where recruiters look for resumes. They spend a lot of time to parse resumes or extract resumes from these sources. Instead of reaching the candidates, they slog throughout their business hours to manually extract resumes and copy-paste candidate contact information into their database. This is where most of the recruiters lose their opportunities. Even though you find the best candidates, if you don’t reach them on time, ther

Tips to recruit the best of the best talent in 2012

 Source: eGrabber Newsletter Hiring the best talent has always been one of the major challenges faced by recruiters. Here are a few tips that will help you recruit the best of the best talent in 2012: 1. Don’t just post job ads and wait for things to happen. Find out where your target audience is and nail them. 2. Look for candidates who have the passion and the right attitude. Those candidates can be easily trained for skills. 3. Publish job ads that attract ideal candidates and answer the questions that arise in their minds.  4. Grow your talent network, foster good relationships and build trust with the best candidate pool. 5. Reach your candidates and know what they want. It will help you to create a win-win job offer.