Recruiter's Essential Tips

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...

Screening resumes is one of the most crucial processes involved in recruiting, particularly in a situation where the number of resumes outnumber the number of job openings. In the current scenario, recruiters receive thousands of resumes for a few job openings. Hence, the recruiters need to be all the more cautious in choosing the right candidates from the huge pool of resumes. As a recruiter, how will you handle a similar situation like this? Imagine you receive thousands of resumes for a few hundreds of job openings and you need to screen and short list candidates from different locations with different skill sets. If you are screening manually, how long will it take to finish the project or how many additional resources would you need to employ to finish the task? Manual screening is not only time consuming and strenuous but also increases your expenses. Moreover, there is every possibility that you might miss a potential candidate. So what is the solution? An automated resume scree...

Despite massive job cuts, companies are still hiring people but the whole equation has changed. Earlier, there were more number of job postings and less resume postings but now it is the other way. The recession has lead to less job postings and more and more number of resume postings. The employers’ requirement is very simple – they just need the “VERY BEST PEOPLE” to help them tide over the ongoing economic crisis. Now, the onus is on the recruiters to screen loads and loads of resumes and pick the right ones as quickly as possible. Manually screening each and every resume is a tedious and time-consuming task. Also, there is every chance that you might miss a potential candidate or even worse lose an important client. This is where an automation tool like ResumeGrabber can give you the winning edge. ResumeGrabber automates resume data entry and screening. It imports resumes from the Internet, email and PC folders, and allows you to quickly screen them using keywords. It then exports...

Recently, CNN.com carried an interesting article about the impact of online resumes. The opening paragraph from the article is as follows: The art of the job search has undergone seismic changes in the digital economy. As broadband coverage pervades in even developing nations, job-hunt sites and online resume listings have multiplied around the globe. Employers are being snowed under in a digital storm of resumes as technology eases the speed of sending CV's and resumes. Source - CNN.com With millions of candidates posting resumes online, finding qualified candidate has remained a daunting job with, or without technology. "Too often" says Lou Adler, President of Adler Group, a training and consulting firm,"excellent candidates slip right under the radar while poor candidates wind up being interviewed and sometimes hired." As the deluge of online resumes grows, the ability to rapidly zero in on the relevant candidates is critical to recruiters and having the ...

Naturally, a recruiter can add value to a business by presenting only those candidates who are most suited to the position - from a technical and a personal perspective - it saves everyone time and effort. The employer sends a recruitment request to the recruiter for the positions to be filled. For this recruitment request the recruiter looks in the talent pool to evaluate the available talents and then specifies the recruitment plan, for example which target group should be given preference, where to advertise, and so on. Depending on the recruitment plan, the recruiter may publish the vacant positions in external media. The candidate looks at the internal job board or external media for advertised positions, and applies for the positions that he or she is interested in. Applications come in by the bucket load. Recruiter has to read through all the resumes to find the right candidate. Of course, a good technology solution for a recruiter will assist in the process. Software can be us...