Recruiter's Essential Tips

Source: eGrabber Newsletters Surveys show that more recruiters are turning to free social networking technology as an increasingly attractive alternative to paid job boards. Today, 1 in 5 recruiters use social networking sites in some way or other to make a hiring decision. So, whether the economy is up or down, the ability to use social networks to source candidates will be essential for recruiters in the coming years. These social networks offer people with common interests a place to interact and share contacts, opinions, and increasingly, job opportunities. Sites such as MySpace, Facebook, LinkedIn, etc. are powerful sources of qualified candidates. What is even more attractive is that these sites allow you to easily target candidates in specific locations with specific skills and experience. However, to be effective, you must understand how the different networks work and the audiences these sites attract.

With recruitment consultants currently "jostling" for business, deciding which one to use can be a daunting task for HR, says trainer Ross Clennett. Most hiring managers, he says in a recent newsletter, are "faced with a blanket of white noise that has only minor variations on 'We're a boutique, specialist recruiter with a focus on high quality client and candidate service'", he says. Clennett says managers who want the services of a high-quality external recruiter should look for one that: # Is a specialist - "Evidence of delivering great candidates for roles that are similar to your vacancy is an indication that they can access appropriate candidates quickly." # Asks great questions - "Anyone can take a job brief. A skilled recruiter will ask you probing, relevant and thoughtful questions about the vacancy, your selection criteria and your organisation's operations and culture." # Respectfully challenges you - "A recruit

Any hiring manager or recruiter knows that the intent of a resume is to market a specific candidate. Jobseekers sit down and spell out the stories of their careers, doing their best to mold the dry facts into an exciting and positive yarn. You can pick up the resume, read it over, and fairly quickly determine whether the candidate is a good fit for your position. Within seconds, you can toss the resume on top of the 'A' pile, the 'B' pile, or the 'Are You Crazy?' pile. However, if you stop there, you've just thrown away the baby with the bathwater. Resumes are a unique insight into the world outside of your office walls. They contain far more than just the details of one person's work history. With just one resume, you can build an entire recruiting campaign. With 10 to 20 resumes, the world is yours. Passive Candidate Sourcing Many resumes contain references, complete with names, titles, and contact information. That's an obvious opportunity for pas

Interview Questions Knowing exactly what you want to accomplish by hiring a marketing manager is the first step in developing the right interview questions. If you want to brand your company, look for a person who has done this successfully in the past. A few questions you might ask: 1.How do you prepare a marketing campaign? (The answer should contain specifics about how they determined the target market, what type of campaign they decided on and why.) 2.How do you determine whether the campaign was successful or not? (How did they measure success? What was the cost per customer lead? How much did sales increase as a result of the campaign?) 3.Tell me about a project that you brought in on time and under budget. 4.What sort of experience do you have in public relations? (PR covers much more than press releases!) 5.What associations do you belong to related to marketing? 6.If we wanted to add "X" to our product line, give me an outline of how you could best introduce it to th

In the next few posts, I would be publishing the tips written by Terri Robinson for hiring Marketing Professionals Resume Pre-qualifying In screening résumés for marketing professionals, some things should send up a red flare if you see them: 1. Short periods of employment . Less than a year at a company can mean nothing in today’s world of "dot-bombs," but seeing several short periods could be cause for concern. Many candidates thrive in the fast-paced world of the start-up, and will accept positions with them again and again in spite of a setback with their previous employer. 2. Titles that don’t reflect growth . Was the candidate a VP in one period and then Marketing Manager in the next? Many start-up companies use titles that don’t reflect the true responsibilities held by the employee. Or perhaps they found after hiring that the person didn’t have the expertise needed for the job, and so demoted him or her to a lesser job. A candidate that has moved from company to compa

This tip was written by Terri Robinson. The article is reprinted from recruit2hire.com Hiring the right marketing professional can mean the difference between sinking and survival to your business. Hiring the wrong marketing professional can be worse for your business than hiring NO marketing professional! Many sales professional résumés say "Sales and Marketing," but in reality they have done only sales and perhaps designed a brochure or two. It’s important for you to understand the difference between sales and marketing: 1. Sales is everything you do to get the prospect to buy your service or product. Sales usually involves tactics and logistics, and involves the prospects actual decision-making process. 2. Marketing is everything you do to find and position the prospects for a sale—to get them to that decision-making point. Marketing is more strategy than tactics. Author Bio Terri Robinson, President - Robinson & Associates, a recruiting company that specializes in sal

This article was written by Terri Robinson. The article is reprinted from recruit2hire.com Recruiting for an employee to fill your position can be a frustrating and time consuming process. From writing the ad, which has to be exciting and challenging to attract great people, to the actual interviews with likely candidates, your time is guaranteed to be stretched to the maximum for a period of time. Here are 5 tips to help you hire a great employee: 1. When you review a resume, look for length of time on the job: a candidate with several short- term employers (less than a year) could mean a lack of commitment on their part. Of course, with all the recent lay-offs, it could just mean they got caught in the fallout. It isn't necessarily a given that they were laid off because the company was cutting back. Star performers are not laid off if the company can avoid it. Be sure to check those references carefully, especially if the company is still in business. You don't want someone

Nice article by Jon Cheplak on using a recruiting website to recruit real estate agents. Good read for company owners and brokers. read more | digg story

How to stop losing good candidates for bad reasons - by Lou Adler Source : ere.net There was an interesting story in the July 19 edition of Time about Dodge & Cox, the San Francisco-based mutual fund company. Here's the opening paragraph. You might want to take the same approach they use when investing in stocks as you do when assessing your candidates: The money managers at Dodge & Cox have heard the adage that a camel is a horse designed by committee. They politely disagree. Their horse, you see, keeps winning. Each of the firm's four mutual funds has from nine to 18 portfolio managers, and everyone gets equal say in which stocks and bonds to buy and sell. "The investment business is permeated with the lore of the individual. We think that's a bad way to manage money," says CEO John Gunn, one of many decision makers. "There are a zillion independent variables, and it's very hard for one person to think about them all." If you've ever l