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4 tips to source top talent in the future

Sourcing top talent is still considered as one of the major challenges faced by recruiters. With talent shortage on the rise, it is essential for recruiters to have a tab on the latest recruiting trends and follow strategies that will help them to source top talent in the future. Try the following: Social networks - A recent study revealed that social networks are going to be one of the major sources to look for top candidates, not only active candidates but also passive candidates. A lot of job candidates have started using social networks to look for jobs. Statistics reveal that about 52% of active job seekers use Facebook to look for jobs followed by LinkedIn 38% and Twitter 34%. So recruiters need to have social media recruiting as one of their strategies to succeed. For recruiters who are already in the social media space, they need to focus more to make the most of it and for recruiters who are yet to get into social media, it's high time they consider this as on

How LinkedIn helps you to find candidates faster

Recruiter Lite is a premium feature that helps you to find candidates faster than the basic free account. It helps you to: See full names & profiles of your entire network. This helps you to find 35x more profiles. Access 8 premium search filters that enable you to refine your candidate search based on years of experience, seniority, function, company size, interests, etc. Save searches and create search alerts so that you don't miss potential candidates. You can save up to 10 searches. Access Recruiter Lite on your mobile. Improves productivity and interaction with candidates. Source: eGrabber Newsletter

6 tips to hire candidates on Twitter

Twitter can be your powerful recruiting tool if you do things in the right way. Try the following: Use hash tags when you share a job opening. It makes the tweet searchable and will help you reach people beyond your followers. Don't just tweet about jobs. Mix up your tweets with news, updates, events, happenings at your company, etc. Respond when an interested candidate replies to your tweet. Else, she might move away. Automating tweets is the order of the day. But that isn't social. Your followers will figure it out.  Have someone to manage and engage your  followers. Check your prospective candidates' profile and timeline to know about them.  Encourage candidates to have conversations on Twitter. Source: eGrabber Newsletter

4 recruiting tips to attract top talent

Attracting top talent still remains as one of the major challenges faced by recruiters & employers. Here are 4 tips that will help you to hire the best candidates. Have an exclusive web page dedicated for career opportunities. Top candidates tend to visit your website to look for company information, work culture, and so on. Keep your job application form simple and make it easy for potential candidates to apply. Respond to your job applicants immediately. It helps you to create & build a positive relationship with your candidates. A void lengthy recruitment processes and ensure that you keep your candidates informed about the progress. Source: eGrabber Newsletter

7 tips to become a successful recruiter

In recruiting, there is no proven formula for success. However, there are certain things that can help you become a successful recruiter. Try the following: Get the exact requirements from the hiring manager/client. Create a killer job ad with a clear job description. Don't just post jobs and wait. Start searching for candidates. Make the most of your LinkedIn network. Join Groups where your targeted candidates hang on and connect with them.   Make use of all available sources to find the right candidates. Shortlist the candidates and schedule interviews without any delay. F ollow up with the candidates and keep them informed about the process. Source: eGrabber Newsletter

4 tips for successful candidate sourcing

Every recruiter or recruiting firm aspires to reduce the cost & time to hire. To accomplish this, you got to use the proactive candidate sourcing strategy. Try the following: Figure out how many hires you want to make in a year, in what domains and locations. Ascertain how difficult it is to fill those positions and what would be the possible obstacles. Once you know these, you will get a clear idea of how to go about your sourcing strategy. The hard-to-fill job positions would require you to proactively search for candidates and build a pipeline. Set measurable goals & objectives and obtain the results. This will help you to refine your sourcing strategy.   Track the source of applications in your ATS to know the value of talent you have sourced.    Source: eGrabber Newsletter

3 steps to post jobs on LinkedIn

One of the great benefits of posting jobs on LinkedIn is that it automatically filters unqualified candidates and helps you to target your candidate pool. Try the following: From your LinkedIn profile, click   Jobs   on the menu bar and click   Post a Job   option. Fill your job posting form - Enter the job title, select the experience, choose the job function, employment type, enter the job description and desired skills & expertise, and also select how you want the candidates to apply. Select the job location, pricing plan and click   Continue   to enter the billing information and post your job. You can also preview the job posting and save it as a draft to post later. Note: You can also sponsor job postings that feature the job ads to targeted audiences on sidebars and via email. Source: eGrabber Newsletter

5 skills every recruiter should have

In an age of constant change and evolution, the recruiting strategies that worked years ago may not work in the current scenario. So you got to continuously hone your skills, both in the technology front as well as in the art of recruiting. Try the following:  Go digital – you got to make the most of technology. Be an expert in online candidate sourcing. Try various online sources to find candidates. Build a brand for yourself on social media – LinkedIn, Twitter, etc. Network with people – connect, engage and build relationship with candidates & clients. A ttract candidates. The best way to do this is to be consistent, sincere and provide an excellent candidate experience. Source: eGrabber Newsletter

3 tips to place candidates quickly

Placing a candidate is similar to closing a sale. Sometimes you feel very low when you have to wait for the employer’s feedback when you already have a job order and a suitable candidate for placement. In such cases, you can try this: Call the employer and schedule for an EIO (employer-in-office). Inform the employer that the position can be filled right away as you have a set of pre-screened qualified candidates. Schedule an interview for the candidates with the employer at your office on a specified date and time, and mention the duration of the interview as well. This process enables the employer to quickly select the right candidates and subsequently schedule the second/final interviews at the employer’s place.  This process enables you to: Control the candidate flow and have an edge over your competitors Set a performance deadline for yourself Avoid the resume submission delay and focus on the results Place

5 Simple Recruiting Tips to Attract the Best Talent

When you are looking for the best talent for your client or organization, it is important that you need to first attract the best talent. Here are 5 simple recruiting tips to attract the best talent: Know the candidate profile. Get the inputs from the client or employer about what the ideal candidate should have – knowledge, skill set, abilities and experience, etc. Know your employer brand or employment value proposition – the functional, economical and psychological benefits. It is very vital that you know this information because it plays a crucial role in attracting the best talent. Now match the candidate profile with the employer brand. It might not suit for all profiles. You need to carefully match the benefits with the profile. Use various search strategies to reach the best talent – internal/external database, social and professional networks, employee referrals, ads, recruiting agency, etc. Finally, ensure that you deliver what you promised to your candidates.

How much does a bad hire can cost you?

Hiring the right candidate for the right job is still one of the major challenges faced by recruiters and hiring managers. But on the other hand, what will happen if you hire the wrong person. How much does a bad hire can cost you?  A bad hire can cost you so dearly. For example, let us assume that you hired a person and after three months, that person is fired. What happens? All the money that is spent on writing job specs, advertising, resume and phone interviews, technical tests, technical interviews, employee salary for 3 months, training costs, etc are lost. If you calculate the cost at an average hourly wage of $60, then you might lose up to $40K. What is more painful is you need to spend the same amount if you need to find a replacement. So a bad hire can cost you roughly around $80K.  In addition, a bad hire causes inconvenience, increases the stress, results in missed opportunities, can demoralize other employees and it can affect your reputation also.  So it is essen

5 tips for recruiting success

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

How to involve your employees in your recruiting process?

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.

4 social media tips to recruit top candidates

Social media has become an integral part of every business. Its massive growth has reached a level where it is no longer an option and recruiters are no exception to this.  The two major benefits of social media recruiting are, 1. Unlike other expensive recruitment methods, you can save a lot of money and 2. It creates brand awareness. However, there are a few basic steps that will help you to recruit top candidates using social media. Find the right place   – Social media is huge. So, you need to first find out where your targeted candidates are. Recruiters consider LinkedIn as the best social networking tool, but there are other places like Twitter, Facebook, user groups, etc. where candidates hang around. Be active   – The key to success in social media is, you need to be “active.” Post fresh content, share information, and connect with your friends, colleagues, industry peers and prospective candidates. Perform a thorough backg

5 tips to create killer job ads

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

What should you do if your clients say "No" to you?

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.

3 tips to build rapport with passive candidates

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

Social Media Recruiting - Why you need to engage?

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

3 important things that qualify a candidate

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.

How recruiters can leverage the power of LinkedIn?

LinkedIn is the leading professional networking site used by job seekers, employers and recruiters. It helps recruiters reach a huge talent pool of passive candidates. However, to access this vast talent pool and leverage the power of LinkedIn, recruiters need to do the following:  Create Profile   – Create a complete, keyword-rich profile for you/your company that impresses your potential candidates and clients. Join Targeted Groups   – It helps you to quickly connect with your targeted passive candidate pool (even if you don’t know the candidates). Explore Groups   – You can share information/job opening, participate in a discussion, post your opinions, search for candidates, etc. Expand your Network   – Connect with your past & present co-workers/employees. They can be your best sources of referrals or even they can become your future employees. You can also leverage their network to reach your potential candidates through referrals and introd