Recruiter's Essential Tips

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

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.

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

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.

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

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

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.

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