Recruiter's Essential Tips

Source: eGrabber Newsletter If you want to hire and retain the best talent, you need to use job success profiles in your recruiting campaigns. A job success profile enables you to match the skills and competencies of the employees against the expected outcome. So unlike job descriptions, it explains the role in detail and how to do it by going into the details of the job profile, and provides an overview of the organization’s direction and culture, etc. A job success profile helps you to build a strong talent pipeline. In addition, as employee skills and competencies need to be aligned with the changing demands of the organization, job success profiles help you to map the path for employee development programs.     

 Source: eGrabber Newsletter         EngineeringCentral is a niche job board that focuses on all types of engineers – chemical, civil, electrical, mechanical, manufacturing and industrial engineering. It helps job seekers to submit their resumes and search for jobs. Employers can post their jobs and look for suitable candidates. The job board also offers various resources such as relevant information related to various industries, related software, free publications, etc. that are helpful to both job seekers and employers. http://www.engcen.com/engineering.asp

Source: eGrabber Newsletters In a recent newsletter, we had mentioned how your success as a recruiter in future will be determined by how good you are in social media recruiting - building a community of potential candidates using LinkedIn, Twitter, etc. Here are things you should do to increase your followers on Twitter: Have a detailed bio and a picture Follow people you know and invite them to follow you Search for people in your target talent pool. (If you specialize in hiring CPAs, follow CPAs and get them to follow you) Use TweepSearch, PeopleBrowsr, Twellow, etc. to find people, categories and locations Tweet appropriate and useful content regularly By setting aside time and doing this regularly, you can grow your network quickly.

Source: eGrabber Newsletter How adept are you at using Web 2.0 technologies to reach or find the best candidates? More than 30 percent of adults, in the U.S., between 25 and 34 years, create online content (blogs, video uploads, etc.) on a monthly basis. If this population's characteristic is a representative of your target, then are your sourcing practices in sync with them? What kind of online content do you produce to attract prospective candidates in this population? You can use these technologies to be more persuasive, to better assess and engage candidates. One characteristic of this population is that they prefer to watch rather than read. You can create video ads that make a compelling case to a candidate on why they should join your organization or apply to a job ad. Your videos can show the workplace, details about the position, feedback from existing employees in similar roles, etc.

This is a million dollar question. You have found a potential candidate. You have decided to make an offer to the person. Now consider the other side. The candidate should be interested to accept the offer. Sometimes, the candidate may have a wavering mind. You need to act quickly to persuade the prospect to accept the offer. If the candidate is hesitating to acknowledge your offer, then you need to convince the person. Find out the reason behind the candidate’s delay and try to resolve the cause. If the candidate is looking for a higher salary, you can convince the person by explaining about the perks and other benefits. But, it may always not be the money. Sometimes, the candidate may be concerned about job security, career growth, opportunities to work with latest technology etc. In such cases, you can explain how your company and the job position may suit the potential candidate’s expectations. As the competition for highly-qualified candidates is high, you should...

Is it possible to select an ideal, perfect candidate for a position? This is a complex question because the next question that arises is: Who is the ideal candidate? There is no definition for an ideal or perfect candidate as the metrics vary for each organization. Candidate selection is to be made based on various factors like skill set, qualification, experience etc. Apart from these aspects, it is important to analyze whether the candidate will suit for the culture of the team and the organization. Most of all, it is very essential that the candidate should turn well with the team lead or the manager. To be concise, look into the skills, attitude, and personality of the candidate. Decide whether these factors will do extremely well with your organization and select the best candidate.

Source: eGrabber Newsletter Some of the best people you hired might have come through somebody you knew - a referral. The social networks and community sites that employees associate with are sources of high-quality job applicants. You can expand your pool of good candidates by tapping into such rich sources. You can create a referral portal on your website, where your employees can log in to recommend friends and professional acquaintances for current openings. You can now get to hire top candidates using the knowledge, expertise and social networks of your company's employees.

You need to attract a potential candidate by your Job Ad. Writing the Job Ad is not merely listing your requirements. The text should draw the attention of an eminent performer to immediately contact you. Don’t forget that other recruiters are also looking for top candidates. Start the Ad with an impressive headline. Your Ad should target the candidates with essential skills. While describing the job details, use action words like ‘Challenging career’. Provide the contact details clearly. Mention the mode to contact you and make it very simple. You can also get inputs from your existing employees for the job description. For example, if you are looking for a salesperson, get details from the existing sales team about the required skills and what is fascinating to them in their job. This helps you to frame the Job Ad attractively and get more responses.

Nowadays many interview questions are available in the Internet to help candidates. Most of them check the popular questions and are well prepared with ready-made answers. Think innovative. Asking mere questions that are already made popular through Internet may not reveal the candidate’s true personality. Instead, you can provide a problematic situation and ask the candidate to resolve the problem. This should be on the spot. You can even slightly tweak a current issue in the organization and make the question as "How to handle this situation?" The candidate’s reaction to the unexpected question, approach towards the problem, time taken to resolve it – these things will provide you a lot of information about the candidate.

One of the frequently asked questions in interviews is “ Tell me about yourself ”. You can begin your conversation with this question. While it seems to be a very simple and common question, the answer gives you an idea about the candidate's personality. You can identify the communication skills, the attitude and other qualities of the candidate from the answer. If the person starts talking about the personal life, hobbies and interest, the attitude towards job is not good. If the person narrates whatever is already in the resume, then there is a lack of communication. You need to have a second thought. Well, the smart answer may contain three parts: (1) The candidate’s past experience (2) current position (3) future goal. Example: “I have got 7 years experience in the Customer Support domain. I am currently working as Asst. Manager, Customer Support with . I always like to manage the support team, streamline the process and look for challenging opportunities ...

In the selection process, interview questions help you to decide the best candidate. While you are screening the resumes, you can understand the qualification and technical skills of a candidate. In addition, there are other skills required for a job. Based on the job position, there may be specific requirements like Leadership, Communication, and other inter-personal skills. These qualities can be identified during the interview process only. The interview may be conducted through telephone or face-to-face. While communicating with the candidate, your interview questions will bring out the candidate’s real skills. We will discuss the smart interview questions in later sessions.

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MySpace is the hottest social networking site. HitWise reports that MySpace has surpassed Yahoo Mail as the most visited site. MySpace is currently registering more than 150,000 new users each day and the average time a user stays on the site is close to 30 minutes each day. Recruiters can benifit a lot from MySpace because more than 80% of the site's registered member fall into the age category of 16-32. Recruiters can use MySpace to recruit entry level employees, employees for the service industry and employees for middle level management.

You have to hire someone but you only want the best in your business. You can’t afford to have someone who is going to steal from you, have a poor work ethic and treat your customers poorly. As a matter of strategy you want to find someone you can teach and grow into a management level position. This requires the person to have skills that will be read more | digg story