Recruiter's Essential Tips

Despite an uncertain economy, many manufacturers across the country are reporting a lack of welders, fabricators, laser operators, electricians, press brake operators, machinists and a host of other skilled labor positions. As the economy begins to rebound and baby boomers begin to retire, this shortage is expected to worsen. The National Association of Manufacturers projects that by 2020 some 10 million skilled workers will be needed. For manufacturers, recruiting employees to fill skilled jobs is more than a vexing problem. It may literally become a matter of business survival for many of these companies in the next decade. Thus, developing a company strategy to recruit future employees is crucial to attract the next generation of workers and succeed in the global marketplace. The Apprenticeship and Internship One method to recruit employees is a concept employers have used for centuries—the apprenticeship—and its 20th century cousin, the internship. Their value has never been so sig

For a recruiter / hiring manager, it is very crucial to make the right hiring decision. It is because a bad hire can cost you so dearly in terms of investment of time and resources. Moreover, it can also have a negative impact on the productivity, employee morale, growth of the organization and credibility among the customers, etc. To avoid such hiring risks, every recruiter / hiring manager need to go that extra mile to perform a background search on the candidate. In addition to stringent screening processes, you need to research on a candidate from various sources that are available on the Internet. What are the sources? With the explosion of social media, the Internet is flooded with lots of tools and applications through which candidates can interact with a group of people, community, organization, etc. You can find the candidate details from social networking sites, blogs, forums, personal websites, alumni associations, etc. References and comments from superiors, peers, and cust

When hiring is strong, most recruiters are so busy that they find it tough to take time out for training. But, even the most seasoned recruiters need to have their skills refreshed from time-to-time. So, you can use the current market conditions (of slow hiring) to the best of your advantage by honing your skills in each of the following areas: - online sourcing techniques (including use of social media) - networking (both online and traditional) - interviewing strategies and methods - interpersonal communications - expertise in using the applicant tracking system, and more... Not every recruiter or organization will need to train on all of the above. But, training in any one or more of these tasks will definitely equip you for the present and the future.

Cold-calling people you do not know, especially for candidate sourcing, could be a big time-waster. Instead, apply the "low-hanging fruit principle of selling" as your sourcing strategy - call your existing candidate database first. These are people you have worked with earlier and have a good relationship. Make sure you get 2-3 high-quality referrals on every call. The ability to get high-quality referrals is often the secret behind recruiters who are highly successful and considered experts or extremely professional. You need to pre-qualify every referral and only call those who are worthy. A great referral will call you back if you mention the name of the person who referred her. By focusing on your existing database first, you at least know that you are calling people who are good and who will call you back.

Source: eGrabber Newsletters An innovative recruiting practice is one that reduces the time spent on recruiting, allowing you to fill positions in half the time, with higher quality candidates. You can achieve this either by way of adopting advanced technology or by implementing new and improved business processes. Innovative recruiting practices not only effects improved efficiency on your internal team, but make you a preferred choice for your clients. Look at technology alternatives and other innovations that will enable you to quickly search quality talent on the Internet, reduce time spent in pre-screening processes, grow your pipeline with quality talent for future hires, implement consistent communication with talent, etc.

Dear recruiters, are you bogged down by the effects of the massive recession? If the answer is “yes”, then I have a great news for you! A huge opportunity is there on the cards. Hundreds and thousands of resumes have flooded the internet and job portals, and the most positive sign for recruiters is that employers are “still” recruiting. So, it’s time for you to cash in on the opportunity. Job postings are available in the internet for various job titles, skill sets, locations, etc. Now the key for success is to quickly find the job postings on the internet, find the best candidate profiles from your database and reach the clients before your competitor does. Manually searching for job postings is definitely a time-consuming and tiresome task. This is where an automation tool like ResumeFinder can make your life easy. ResumeFinder helps you find all the job postings based on the job title, location, skill set, etc. in a few seconds. All you need to do is just get that information, match

Source: eGrabber Newsletters A recession does not necessarily mean that recruiting will cease altogether. There may be less recruiting work than before, which means you will have to cut back on expenses. Look for inexpensive ways to ramp up your recruiting efforts. This might be the time to focus on Advertising channels and recruitment ads/messages that allow you to recruit faster and cheaper and reach more people than any other method. Investments in technology that can automate and/or speed-up sourcing and screening of large volumes of resumes. Client relationships. Hiring interns to overcome staff resources that are spread thin, etc. Strategies such as these are sure to maximize your recruiting dollars and help you ride better on a budget that is likely to be tighter this year.