Recruiter's Essential Tips

Source: eGrabber Newsletter Successful recruiters 'batch' their tasks and thereby make more placements in far less time. If your assignment deals with a non-local or national market, see if you can set up a block of time for an employer to phone-screen several candidates on the same day, rather than spread the interviews days or even weeks apart. You might even offer to facilitate a teleconference or three-way call yourself. And when qualified candidates are brought in for their face-to-face interviews, try to arrange for all the candidates to meet with your client over a one or two-day period. Batching tasks helps you to control the candidate flow infuse a sense of urgency in your tasks, and focus on results

Source: eGrabber Newsletter Internet communities are online gathering places for like-minded people. Personal websites on these communities most often have a person’s resume posted as well. Using Google or Yahoo!, you can easily search for matching resumes from these communities. The search string syntax is as follows : site:website (resume | homepage) keyword For example, to search America Online's community for resumes of java programmers you can use site:members.aol.com (resume | homepage) java programmers You can use this technique to search resumes from popular online communities such as GeoCities, Angelfire, FortuneCity, Tripod, etc.

Source: eGrabber Newsletter RecruiterResources is an online guide for the staffing, human resource and recruiting industries. Resources include staffing industry publications, information on recruiting associations, job fairs, etc. with links and descriptions for each. You can get more information from the RecruiterResources website.

Source: eGrabber Newsletter Search engines support a number of advanced search features that make your job of searching resumes much easier. These features are usually used along with simple operators. Every web page has a title, given by the web page developer, that often contains the word 'resume' if the page happens to be a resume type document. Now, if you are looking for resumes of Certified Public Accountants (CPAs), your search string in Google will be: intitle:resume cpa This simple search string will only display resumes with the word CPA in the resume text. You can replace the keyword at the end of the string to look for other resumes of interest to you.

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.

This is the latest strategy followed by HR professionals. What is attitude? Attitude is the emotional view towards a subject or person. This can be positive, negative or neutral. An employee should have a positive attitude towards the job, work environment, co-workers and the company. How important is attitude? Well, 100% attitude is essential for a potential employee. Knowledge comes second followed by skill. Look for candidates with good attitude. This will reduce 50% of your recruiting pressure. Even if a candidate with good attitude lacks skills, the person can be trained easily. But you cannot teach attitude! How to identify the person with proper attitude? Attitude can be recognized from the behavior of the person. The body language and way of communication explain the behavior. The personality comes into the scene here. Watching the behavior of the candidate and asking appropriate questions help you to decide the person’s attitude. We’ll discuss questions related to attitude and

Source: eGrabber Newsletters If you are recruiting candidates for your client, there are certain things that you should not discuss with them about your client company. Things such as strategies used by your client, quality or identity of other candidates, your personal views about the company or its employees should not be shared with prospective candidates. It is fine if you describe your client company as “a good place to work in” and its employees as “wonderful”. However, make sure that you don’t exaggerate or misrepresent your client company.

Source: eGrabber Newsletters It is important for HR professionals to draw a game plan to replace employees when they leave. Identify key players in the organization, who have the maximum impact on the bottom line. These are the ones who will cause the most damage if they leave. Implement organized programs like mentoring, leadership development, or job rotation and encourage these key employees to actively participate in these programs. Maintain a list of alternate candidates that you can consider if any of your key employees leave. Proactively build relationships with these potential candidates. Developing these replacement strategies will help you manage risk.

Source: eGrabber Newsletter Hiring delays can cause huge losses. Instead of waiting till a person resigns, a new hire should be integrated into the workforce even before the vacancy is created. Some jobs are continually open and require hiring candidates on a continuous basis. For other positions, identify them and start hiring candidates well in advance. This will help you prevent any loss in revenue at a later stage. There are also some positions that experts predict would grow rapidly. Candidates who qualify for these positions should also be hired when available.

Source: eGrabber Newsletters There are many times, in this day and age of social networking, people tend to share just a bit too much about themselves. One quick way to check on a candidate is to run that person’s name through a search engine. The common phrase is "googling" but you don't have to use the Google search engine to do this. If you are using Google, you simply put the person's name in quote marks into the search text box. For instance, "mark e. berger" If you were going to use the Live search engine you would type in this - mark.e.berger - using dots in between the words instead of quote marks. If it is a common name you might want to use other keywords that fit the individual. There are many employers these days that are using this practice as one of their screening methods. You should take this step before they do. It only takes a minute and offers a bit more peace of mind about a referral.

Source: eGrabber Newsletters Diversity recruiting is becoming increasingly important as the world turns global. Organizations have learned that if they want to operate around the world they must be able to recruit and retain individuals who are "different" than those who are in the majority.From a broader outlook, it's important to recruit diverse individuals not only because many corporations must operate facilities at multiple locations around the globe, but also because they need diverse-thinking individuals to design products that will be in high demand in every major country. In a global economy, having a diverse workforce is no longer an option. It has become an absolute requirement for success.

Source: eGrabber Newsletters Networking with your employees, top candidates, industry experts, vendors and customers will help you find the best talent. The best people rarely look for jobs because they are happy where they are. Now, if you want them, you must offer your job in terms of success and deliverables, thus presenting them with greater challenges and subsequent unparalleled rewards.

Source: eGrabber Newsletters HR.com is committed to providing information, tools and resources that you need to successfully manage the people side of business. Check out the HR.com website for more information.

Source: eGrabber Newsletters Contact managers like ACT! and GoldMine have in-built email applications that enable you to keep in touch with candidates, eliminating the need for an external email application. Now, you can have the candidate database, details and communication channel in one place. You can send group emails, set filters, create templates and utilize a lot of other features that will boost your recruiting efforts.

Source: eGrabber Newsletters Splits.org is an association of independent recruiting firms working within the semiconductor, networking communications (datacom/telecom), wireless and optical sectors of the North American high-tech industry. Visit Splits.org web site for more information.

Source: eGrabber Newsletters Spending too much time on entering candidate details into my database is tiring and time consuming. At the end of it, I am left with absolutely no time and energy for my recruiting activities. Is there any way to do away with this troublesome process? With ResumeGrabber , all you need to is highlight the resumes you want and click. The candidate’s contact and resume details are instantly captured into your database, leaving you enough time for your recruiting activities. ResumeGrabber processes resumes in any format and works with ACT!, Outlook, GoldMine and online ATS. Download your 10-day trial version as you read and start recruiting more.

Source: eGrabber Newsletters One of the primary reasons candidates leave a job earlier than expected is that they were given a very rosy description of the job and the company. Though it's natural to do that, it could backfire when candidates realize that the job is not in tune with what was portrayed. So, present the real picture to the candidate. Touch upon both the positive and negative aspects of the job. This way, the candidate knows what to expect and is better prepared.

Employment 911 provides an “All in one” solution for job seekers, recruiters and employers. With their free web based address book, calendar, organizer and email you can keep track of your applicants from anywhere in the world. Their resume search feature automatically sends you resumes, every time a new job seeker posts a resume matching your requirements. You can get more information from Employment 911 website.

Source: eGrabber Newsletters I manually go through hundreds of resumes daily to screen the best ones for open job positions. This takes up a lot of my time and I sometimes miss out good resumes. Is there a way by which I can quickly screen resumes, so that I can spend more time interviewing and short-listing the best candidates? With ResumeGrabber Professional you can screen resumes in no time. Just enter the resume keywords in a search box and click the ‘Grab’ button on ResumeGrabber toolbar. It will screen all resumes in your Outlook, system folders, Google and show up only those that matched your keywords. You no longer have to open each resume to find out whether it meets your requirement. You can now screen hundreds of resumes in minutes, which would have otherwise taken you hours to do. Download your 10-day trial version of ResumeGrabber at no cost and sprint your way to recruiting success.

Source: eGrabber Newsletters When you interview, focus more on what you ask than what you say. This helps you to break the ice with candidates, especially the shy and reserved types. For instance, asking questions like "Why do you want to work with us?" or "Why do you want to change your job?" help you in determining whether they actually want to work with you or not. Similarly a question like "Why did you leave your previous job?" helps you understand their career prospects as well as the reasons for leaving that job.