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7 reasons why you should X-ray search LinkedIn

Top LinkedIn experts and searchologists say that one of the most effective ways to search LinkedIn is to X-ray search through Google or Bing. Here are 7 reasons why you should do: Helps you get the full names of 3rd degree and out-of-your-network connections. Gets you 1000 results as opposed to 100 results with LinkedIn internal search. You can use * (asterisk) to search profiles which cannot be done in LinkedIn. Search across multiple countries and regions in one search script whereas with LinkedIn advanced search you got to search individually that involves a lot of effort. Search profiles using date fields. Prioritizes the most relevant profiles first based on search algorithms & rankings. Search people based on the languages they speak.    Source: eGrabber Newsletter

How to overcome objections and win more interviews for your candidates?

Industry experts say that if you can predict client objections early and address them proactively, you can win more interviews for your candidates and improve your results. Generally, you always focus on why the candidat2e is a good match for the job whereas clients look at the resume and try to find a reason for why the candidate is not a good match for the job. Once the clients say “No” to your candidate, it is very difficult to change their minds. So to avoid this, you need to figure out: What your client might object to (Eg. candidate doesn’t have a degree)   The resulting competency/quality (Eg. doesn’t grasp/learn things quickly) which the client feels is missing because of that. Once you figure out these things, it is easy for you to address the objections. While conversing with your client, Draw his/her attention to the objection and state that you too had a concern initially Explain the steps you took to eliminate your conce

3 tips to place candidates quickly

Placing a candidate is similar to closing a sale. Sometimes you feel very low when you have to wait for the employer’s feedback when you already have a job order and a suitable candidate for placement. In such cases, you can try this: Call the employer and schedule for an EIO (employer-in-office). Inform the employer that the position can be filled right away as you have a set of pre-screened qualified candidates. Schedule an interview for the candidates with the employer at your office on a specified date and time, and mention the duration of the interview as well. This process enables the employer to quickly select the right candidates and subsequently schedule the second/final interviews at the employer’s place.  This process enables you to: Control the candidate flow and have an edge over your competitors Set a performance deadline for yourself Avoid the resume submission delay and focus on the results Place

5 Simple Recruiting Tips to Attract the Best Talent

When you are looking for the best talent for your client or organization, it is important that you need to first attract the best talent. Here are 5 simple recruiting tips to attract the best talent: Know the candidate profile. Get the inputs from the client or employer about what the ideal candidate should have – knowledge, skill set, abilities and experience, etc. Know your employer brand or employment value proposition – the functional, economical and psychological benefits. It is very vital that you know this information because it plays a crucial role in attracting the best talent. Now match the candidate profile with the employer brand. It might not suit for all profiles. You need to carefully match the benefits with the profile. Use various search strategies to reach the best talent – internal/external database, social and professional networks, employee referrals, ads, recruiting agency, etc. Finally, ensure that you deliver what you promised to your candidates.

How much does a bad hire can cost you?

Hiring the right candidate for the right job is still one of the major challenges faced by recruiters and hiring managers. But on the other hand, what will happen if you hire the wrong person. How much does a bad hire can cost you?  A bad hire can cost you so dearly. For example, let us assume that you hired a person and after three months, that person is fired. What happens? All the money that is spent on writing job specs, advertising, resume and phone interviews, technical tests, technical interviews, employee salary for 3 months, training costs, etc are lost. If you calculate the cost at an average hourly wage of $60, then you might lose up to $40K. What is more painful is you need to spend the same amount if you need to find a replacement. So a bad hire can cost you roughly around $80K.  In addition, a bad hire causes inconvenience, increases the stress, results in missed opportunities, can demoralize other employees and it can affect your reputation also.  So it is essen

Work on your strengths to stand out from the crowd

Competitive analysis is a method to assess yourself in the market place. It helps you identify your competitors’ strengths and work on them. It is certainly a useful practice but on the long run, it will look like you always look at other’s strengths rather than working on your own. It is very vital to work on your strengths to stand out from the crowd. To work on your strengths, try the following: Do not take a huge project to address your weakness. Instead start doing everything better. Identify your strengths and start doing them a bit better each day. Start doing more of what you are naturally good at. Be consistent in what you do. Always try to beat your personal best.   These tips will help you focus on your best and over time, you will get noticed for what you are good at.

5 tips for recruiting success

Recruiters put in all their time & effort to be successful but there isn’t one perfect formula for success. However, there are certain things that will help you to be a successful recruiter. Try the following: Get in touch with the hiring manager or the person in charge of hiring to get their preferences about the candidate. Obtain necessary information about the company and the job roles & responsibilities. Minimize time delays between short listing and client interviews to avoid losing your candidate. Plan your candidate interviews - Inform candidates well in advance, accommodate flexible interview timings, etc. F ollow up and keep the candidate informed on the progress. Source: eGrabber Newsletter

How to involve your employees in your recruiting process?

One of the best methods to improve your candidate pool is to involve your employees in your recruiting process. Studies reveal that companies that do not involve their employees to assess potential candidates are under-utilizing one of their most important assets. Also, people who involve themselves in the recruiting process are more committed and they help the new employee succeed. So, it is essential that you encourage your employees to: Recommend the best candidates to your organization. Help you in reviewing the resumes and short listing potential candidates. Assist you in interviewing people to assess their potential fit within your organization.

4 social media tips to recruit top candidates

Social media has become an integral part of every business. Its massive growth has reached a level where it is no longer an option and recruiters are no exception to this.  The two major benefits of social media recruiting are, 1. Unlike other expensive recruitment methods, you can save a lot of money and 2. It creates brand awareness. However, there are a few basic steps that will help you to recruit top candidates using social media. Find the right place   – Social media is huge. So, you need to first find out where your targeted candidates are. Recruiters consider LinkedIn as the best social networking tool, but there are other places like Twitter, Facebook, user groups, etc. where candidates hang around. Be active   – The key to success in social media is, you need to be “active.” Post fresh content, share information, and connect with your friends, colleagues, industry peers and prospective candidates. Perform a thorough backg

5 tips to create killer job ads

Today most of the job ads fail to attract job candidates, especially passive candidates. Here are 5 tips that will help you to create killer job ads: Specify the location, skill and the prime reason why they should work for a company. State what they will get to do, learn, accomplish; with whom they will be working and the benefits & rewards. Explain why it is a great opportunity and provide the details. Avoid using large paragraphs. Use headlines & bullet points to facilitate easy readability. P rovide clear call-to-actions – apply or refer a friend/colleague or join your talent community. Source: eGrabber Newsletter

Fastest way to find registered nurses resume from internet

Finding talented registered nurses and BSN nurses is one of the major challenges faced by healthcare and nursing recruiters. Despite posting innumerable job ads, it still remains as one of the hard-to-find profiles. However, some of the effective methods that only experts use to find talented registered nurses and BSN nurses are:    Advanced X-ray search of profiles through search engines Job portals and resume portals that specialize in healthcare Utilize social media reach.   Advanced X-ray search of profiles through search engines Now, we will pick up one particular example and try exploring the possibilities of making the best use of Google or Bing. To get profiles of BSN nurses, which are specifically available in PDF format, use the formula below to search in Google: ~resume ( filetype:pdf ) "Bachelor of Science in Nursing" -jobs -apply -submit -required -wanted -write –sample The Boolean script has to b

7 reasons why recruiters don’t hire overqualified candidates

One of the major recruiting challenges in today’s economy is hiring overqualified candidates. Even highly experienced candidates with credible references and excellent connections are unable to get a job just because they are “overqualified.”   Ok, let us first see what “overqualified” really means. If your candidate’s education, experience and skills are more than what is actually required for a position, then she is considered as overqualified.   Now, let us see why recruiters don’t hire overqualified candidates. Overqualified candidates do not find the job challenging; they might get bored and leave the company. Overqualified candidates might move away once a better opportunity comes their way. Overqualified candidates do not have a sense of attachment to the position or the company. Since they think they are too good for the job, overqualified candidates might have a lethargic attitude towards adhering to company standards and policies. Pr

What should you do if your clients say "No" to you?

Expert recruiters say rejections are only short term and there are chances that you might get an opportunity in the future. However, it all depends on how you react to the rejection. If you happen to face rejection, try the following: Keep your cool and politely ask why you have been rejected. Ask permission to stay in touch. A month later, send the client some useful information. Do this periodically and try to be in touch with the client. These things help you to be on top of your client's mind when there is a requirement.

Software to build resume database from social media

In today’s web-dominant world, social media recruiting is no longer a choice for recruiters and hiring managers. The social media has taken the whole recruiting industry by storm and the recruiting fraternity is using social media as one of their major recruiting strategies. The early adopters have already started to reap the benefits, and more and more recruiters & hiring managers   are increasingly using social networking channels to source & extract candidate profiles. Surveys reveal that more than 70% of the companies use social media as one of their recruiting strategies. Nearly 60% of the recruiters/companies say that they have successfully hired through social media networks. Among the industries that use social media for recruiting, information technology tops the list followed by professional and business services. Thus social media has made a huge impact in the recruiting world; it plays a vital role in today’s recruitment processes. But the question is how quic

3 tips to build rapport with passive candidates

Calling passive candidates is one of the toughest challenges that recruiters face. Because passive candidates are someone whom you don’t know, they don’t expect your call and they might not want to talk to you. Chances are high that you might get “No, thanks”, “Not Interested” responses. In spite of all these things, you got to build rapport in a few seconds’ time. How? Try the following: Research on your candidate before you call. Get information about the industry, domain, trends, etc. and articulate them well in your initial introduction/conversation. Make them feel that you are a genuine person who is really interested in helping them.  Allow your candidate to speak, ignore negative responses, and try to explain them or ask for a referral. B e positive, polite and call them by their name. Source: eGrabber Newsletter

Social Media Recruiting - Why you need to engage?

Source:  http://www.wollmilchsau.de/social-recruiting-employer-branding-10-reasons-to-engage/

3 important things that qualify a candidate

There are a lot of factors that make a candidate qualified but here are three important things that you need to look for while qualifying a candidate: Competency – This is the most primary thing a candidate should have – the base-level knowledge for a job position. You can measure the competency levels by testing them during the interview. Skills – Identify the skills that enable your employees to succeed at work and look for those skills in your candidates. However, skills differ according to the job position. Cultural Fit – This is the most important factor because a cultural mismatch can lead to productivity issues. So look for candidates that fit into your organizational culture.

Why job ads don't work?

Many job postings today have very little information and appeal.  Job seekers, particularly the top talent, expect the job ad to be informative and compelling. But many job ads lack enough information and fail to answer the questions that arise in the job seekers’ mind and even worse, the job ads deliver the wrong message. Hence the job seekers are unable to evaluate the opportunity and make an informed career decision. Another reason why job ads don’t work is many companies continue to invest in ads that do not yield the expected results. The reasons may be attributed to their habit (posting the job ads in the same sites irrespective of the results), financial constraints (fixed budget or the company would have a tie-up with a particular job board) and awareness (There are thousands of job boards and career portals. Posting a perfect job ad in a wrong site will not yield the expected results.) So it is essential for recruiters and hiring managers to ensure that they post effect

Why Posting Jobs Online is a Passive Strategy?

Posting jobs online is one of the most common activities that recruiters and hiring managers do whenever they have a job opening. But  Glen Cathey , one of the leading sourcing experts in the industry, has a different opinion. Glen, in his recent article, says that posting jobs online is a passive strategy. He also says that posting jobs online doesn’t offer control over the candidate qualifications, attracts only active job seekers and posting jobs online is not social. Here are a few points discussed in the article: Why posting jobs online is a passive strategy? Because there isn’t any action involved other than posting jobs and the recruiters wait for things to happen rather than identifying, attracting and hiring top talent. When you post jobs online, you do not have control over candidate qualifications. You post a job ad with a specific qualification and experience but there is no guarantee that only those candidates will respond to your job posting. Anybody (unqualified,

How to search and extract resumes in 3 simple steps?

Recruiters use different sourcing strategies such as sourcing from resume databases, job boards, social networking sites, professional networking sites, blogs, forums, etc. But still finding the right candidate for the right job has been the toughest challenge for recruiters. The main reason behind this is recruiters spend most of their time to search and extract resumes. They wade through huge stacks of resumes in their database or manually search through the Internet to find the valid resumes and then extract resumes. This is not only time consuming but also tiresome. As a result, they are left with very little time for other recruiting activities. So what is the solution? ResumeGrabber JobSuite is a powerful resume import tool that helps you to speed up online candidate sourcing and resume extraction. Yes, it’s true! It helps you to search and extract resumes in 3 simple steps. The tool has advanced Boolean search scripts that experts use to search resumes.

Find a Company's Employees from Google, Yahoo and Bing

Not all companies list their staff on their website, but many do and the site search technique is a wonderful way to find them. The 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) Clicking on the first result will take you to the company's webpage where their leadership is listed. This particular command works in all the 3 major search engines - Google, Yahoo and Bing.

4 Tips for effective social media recruiting

Social media recruiting is one of the most effective recruiting strategies that help you to hire the top talent. But, you need to follow a few things to make the most of it. Try the following: Engage with job seekers  – When job seekers connect with you and ask questions, answer them. This helps you to build a relationship with your prospective candidates. Create a brand profile  – You are the official representative of your company. So ensure that you have your company name / logo on your profile or bio. It helps job seekers to easily engage with you on career-related stuff. Update regularly  – Post content that is relevant & useful to your target candidate pool and also encourage them to post content. Use multimedia   – Use videos and other media content to job ads to improve engagement.

How recruiters can leverage the power of LinkedIn?

LinkedIn is the leading professional networking site used by job seekers, employers and recruiters. It helps recruiters reach a huge talent pool of passive candidates. However, to access this vast talent pool and leverage the power of LinkedIn, recruiters need to do the following:  Create Profile   – Create a complete, keyword-rich profile for you/your company that impresses your potential candidates and clients. Join Targeted Groups   – It helps you to quickly connect with your targeted passive candidate pool (even if you don’t know the candidates). Explore Groups   – You can share information/job opening, participate in a discussion, post your opinions, search for candidates, etc. Expand your Network   – Connect with your past & present co-workers/employees. They can be your best sources of referrals or even they can become your future employees. You can also leverage their network to reach your potential candidates through referrals and introd

5 tips for effective candidate sourcing

Candidate sourcing is one of the most crucial elements in a recruiting process. You need to follow a few things for effective candidate sourcing. Try the following: Try and find out the sourcing strategy that works best for you. Do your homework – get more information about the job, candidate, company, industry, etc. Prioritize your sourcing tasks based on the requirements. If there is an urgent requirement, prioritize it. Do not stick to one source, use multiple resources such as internal database, job boards, social/professional networks, etc. Fulfill your commitments – If you commit something, make sure that you fulfill it.

6 tips to hire the top talent

If you want to hire the top talent and become a great recruiter, try the following: Don’t post job descriptions; instead publish an attractive job ad that increases the response rate. Attract as many top talents as possible and select the best from them.   Candidates consider a lot of things before accepting the offer. Bridge the gap by focusing on the long-term benefits. Network with passive candidates, build a talent pool and engage with them. If a candidate is not interested, get referrals. Encourage your employees to connect with the best people and try leveraging their network. Streamline your sourcing, interviewing and hiring processes that helps you to get better results while dealing with top talent.

Inhale Resumes from Job Boards, Search Engines and Social Networks

In today’s tech-dominant world, resumes are found everywhere. Search engines, social networking sites, job boards, free resume portals, blogs, personal websites, alumni associations are some of the major sources of resumes. It is quite encouraging for recruiters and hiring managers, but the challenge lies in how quickly you extract resumes and contact information from the above-mentioned sources to your database. Typically, recruiters and hiring managers visit various resume sources and manually extract resumes and contact information to the database. It is a strenuous task for busy recruiters and it eats up most of the productive hours. Surveys reveal that recruiters spend most of their time to source resumes and extract resumes. Eventually, it leaves very little time to contact the prospective clients or candidates. This is where a resume inhaling tool can help recruiters inhale resumes from almost any source. A resume inhaling tool with built-in resume parser intelligently

5 Social Media tips for Recruiters

Social media recruiting has become an inevitable and integral part of recruiting. A lot of recruiters are using social media tools for various recruiting activities & needs. In case, you are still scared, hesitant or clueless, here are 5 tips that will help you to set your social media journey on. Try the following: Listen  – Identify where your targeted candidates hang out, join and just listen to them.   Plan  – Once you know what is going on, plan - what to do, how to do, who will do, what to expect, how to measure, etc. Participate  – It’s time for you to speak out. Post, tweet, update, upload, etc. Monitor  – Measure your impact – likes, re-tweets, replies, comments, shares, cost savings, etc. Engage  –  Converse, build a genuine relationship with your candidates and build a talent community.

Source candidate resumes from any Source

Recruiters need to keep pace with the latest trends and competition to sustain and grow in the most demanding market conditions. Studies reveal that recruiters spend most of their time to source candidate resumes. As a result, the recruitment process becomes lengthy posing a risk of losing the candidate or client. This is where smart recruiters use online recruiting software to quickly source candidate resumes. The recruiting software helps you to source candidate resumes from any source, and thereby it speeds up the recruiting process. The online recruitment software also helps them to quickly build a resume database of qualified candidates. The recruiting software helps recruiters to extract qualified resumes from search engine results, outlook emails, PC folders, clipboard, social networking sites, blogs, internet communities, etc. and transfer to the most popular resume databases and application tracking systems.  ResumeGrabber JobSuite is one such online recruiting software

2 tips to build an effective job description

An effective job description is one of the most vital tools for a successful recruitment process. It helps you find the right people and saves you a lot of your time. So, before you write your next job description, try the following: State clearly what is expected out of the candidate – roles, responsibilities, goals, etc. Get these details from the hiring manager. So only candidates with the above-mentioned description will apply. Also, you can be at sync with the candidate and the hiring manager right from the beginning. It helps a lot during the interview and the reviews in the future as well.   Look for similar positions on job boards to find if you have missing something and add if necessary.

5 Twitter tips for recruiting professionals

Twitter, once a social networking site that was primarily used to stay in touch with friends, has now evolved into one of the most popular social media recruiting tools. To leverage the power of Twitter, Try the following: Before starting, have a clear plan about who your target candidates are, what you are going to tweet, etc. Choose a name that is close to or related to your company name. Ensure that your Twitter page looks professional with a relevant bio, image, etc. Tweet useful information/job postings, follow candidates/companies, and promote your account. Have someone who is responsible and has a good understanding of the market, maintain your account.

5 Tips to improve your sourcing strategy

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: 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. Use LinkedIn and find relevant profiles that match your criteria. Look for suitable candidates in your internal database.  Get referrals from your existing employees. N ow, 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.

4 Tips to hire the right candidates

Hiring the right candidates has always been one of the biggest challenges for recruiters and hiring managers. You cannot term someone as the “right” candidate based on her qualification and skills alone. You have to do a lot more than that. Here are a few tips that will help you hire the right candidates. Decide upon the qualifications that are mandatory and skills that can be learnt on the job. Have clear objectives for various stages of your interview process. Hire candidates who fit into your company culture, understand your company’s core values and help you achieve your long-term goals. Always build a talent pipeline of qualified candidates – tap into social media / professional networks and make use of employee referral programs.