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Showing posts with the label Candidate Sourcing

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

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.

Source top talent from social media in no time

Talent sourcing has never been the same since social media came into existence. With social media taking center stage, especially in the last couple of years, it has drastically changed the way companies recruited and hired prospective candidates. Companies ranging from Fortune 500s to small startups are now using social media as one of their key recruiting strategies. Social media broke the shackles of traditional recruiting methods and it helps recruiters speed up their recruiting processes. Geographical boundaries have now been reduced to just a status update or a tweet. Employers, recruiters and prospective job candidates are now able to reach each other in a fraction of a second which was not the case in the past. Statistics reveal that the year 2011 has been a year of social media. More than 14 million people have used social media to find their last job and an increasingly large number of companies have started using social media to recruit and hire the top talent. Based

Source Candidates from Social Media in no Time

Social media recruiting has taken precedence over the traditional recruiting methods in the recent years. Millions of users join one social network or other on a daily basis. A recent survey has revealed that 82% of job seekers in the U.S. use social networks and 14.4 million job seekers have used social networks to find their last job. Almost 90% of the companies in the U.S. use social media as a recruiting strategy.  Social media recruiting shot to fame because of two reasons. The first reason is that it is available for free. Unlike other media, you don’t have to shell out a single penny for using social networking sites. Secondly due to its viral marketing effect, you can share information beyond geographical boundaries in a single click. A job posting by a recruiter or an employer reaches the job seeker in a few seconds. Similarly a job seeker can also reach her prospective employer through social media. This may sound a lot easier but in reality it isn’t.  Experts say that

Automate Recruiting Processes and Stay Ahead of your Competition

Recruiters and hiring managers spend a lot of time to source resumes and extract resumes. Generally when you search for resumes in search engines, you get a lot of results. Along with the resumes, the search results also contain other unwanted information. So, to pick only the resumes from the search results, you need to manually click each result and check whether it is a resume or not, and then segregate the resumes alone from the search results. This is a time-consuming and tiresome task. If you are well-versed with Boolean search strings, you can use various combinations of search strings to find only the resumes from the search results. But again, you need to manually execute each search script to source candidates from different locations, different skill sets, experience and various other criteria and it eventually takes away most of your productive hours which means there is every chance that you might lose a potential candidate or client. This is where a complete end-to-e

Passive Candidate Sourcing - Target the Right Talent

Any recruiter who is assigned with the task of finding the right fit for a job opening has to essentially put on the shoes of a treasure hunter. Yes! Recruiting the best candidate for every single assignment is no cakewalk. When it comes to sourcing, Internet is the river of life for recruiters. And the list of avenues where they hunt is numerous. From Social Networking profiles to Job Boards, the options are plenty and the resumes available are uncountable. But most times the best talent remains hidden and cannot be reached through traditional methods. The buzz of passive candidate sourcing has been hovering around the recruiting space for a while now and the most successful recruiters are the ones who have mastered this art. To be fair Boolean Search Experts have had the cherry so far when it comes to finding passive resumes. The simple reason being the major proportion of their sourcing results are passive candidate profiles. While their counter parts are held up with weedi

2 Niche Networking Sites for you to Focus On

Source: eGrabber Though LinkedIn is still the leader, you can use a number of other professional networking sites that offer access to niches. Here are a couple of networks you can use to build extensive contact lists and to source candidates better: Doostang is a good source for candidates from exclusive top schools and recently graduated candidates. Members also have access to thousands of jobs from employers; a good place to be if you are looking for new clients or search assignments. Vault is a network made of user generated content that provides great insight into company's business in formation, culture and such that can help with finding new job orders and/or candidates. Both these sites have a basic/free membership.

How to quickly screen thousands of resumes and find the best talent?

Screening resumes is an inevitable process that has gained a lot more significance since recession. The global recruiting scenario has hardly changed with job cuts still happening around, pushing the unemployment rate to 9.5% - the highest since 1983. So why should resume screening become all the more important? The reason is, job cuts have lead to tens and thousands of resumes floating around in the job market targeting for a job. But the irony is that there are only a very few job openings as the employers are now very cautious with respect to hiring; they need only the “Best Talent.” It is the recruiter’s responsibility to carefully screen the resumes and find the best talent for their clients. With stiff competition all around and stringent time constraints, the recruiters need to manually wade through huge stacks of resumes to pick the right candidates. This eventually takes a lot of time and resources. There is a possibility that you might also miss a potential candidate. So, ho