Recruiter's Essential Tips

ResumeGrabber allows you to create templates based on the nature of the email. For example, to call the candidates for Interview, to send offer to selected candidates etc.. you can also send bulk email to shortlisted candidates using the templates. This bulk mail can also be personalized for each candidate by using the mail merge concept. Forward Resume Template - used to send the resumes to clients When you find resumes that match a specific job category, you can forward them to your client by using this template in ResumeGrabberPr o. For example, if you find suitable candidates for Sales and Marketing, you can use a template to attach and send the selected resumes to the client. If you find candidates to match Software Engineer, you can attach the corresponding resumes and forward them to the client. You can create different templates based on the category to attach and send resumes that fit into different categories. Whenever you find the right candidate, you can immediately send pe

As a recruiter, you might have standard templates that you use to communicate with your clients and candidates. You probably have a template for requesting references, notifying interview schedules etc. Contact managers like GoldMine, ACT!, Outlook, integrate with word processors like MS Word and WordPad. You can create your own templates and personalize by inserting the desired fields like name and address. Clicking one button and selecting the desired template is all you have to do. Your contact manager does the rest.

You have to hire someone but you only want the best in your business. You can’t afford to have someone who is going to steal from you, have a poor work ethic and treat your customers poorly. As a matter of strategy you want to find someone you can teach and grow into a management level position. This requires the person to have skills that will be read more | digg story

I spend hours entering resumes I get from job boards, into my database. This is tiring and prone to data entry errors. Is there a better way to do this? With ResumeGrabber Professional , adding multiple resumes to your database is just one click away. It intelligently pulls out resumes from emails received from job boards and transfers them into ACT!, Outlook or GoldMine. You can also attach the resumes to the contacts in your database. Now, you have all the time for recruiting, while ResumeGrabber does the data entry work for you. Check out the 10-day Free ResumeGrabber Trial copy.

You can attract the right candidates with minimal costs by developing a good recruitment plan. The first step is to identify your target candidates. This requires answers to questions such as “Who are our potential employees?” and “What makes us attractive to potential employees?”. Then, ask yourself “Where can we find them?”, “How will they benefit by working for us?” and finally “Who are our competitors for the kind of employees we need?". A company's success hinges on the consistent performance of all its employees, which makes hiring an ongoing process to locate and attract the best talent.

PostOnce empowers employers and recruiters to easily enter employment ads into a single form and automatically distribute them to thousands of online job boards. It also helps recruiters to track candidate responses to ads. You can get more information from PostOnce website.

Situational interview questions are used to judge a competency that is vital to a candidate’s on-job performance. This scenario-based interview places the candidate in a hypothetical situation, and evaluates the candidate’s ability to resolve an issue to reach an ideal solution. When drafting a situational interview questions, base them on realistic work situations. Situational interview questions should have a specific response. Also, try to avoid questions that may require knowledge of an internal procedure to answer. According to Entrepreneur.com, “Situational interview is reportedly 54% accurate in predicting on-the-job performance”. So, create a realistic situational interview, and a standard rating scheme to score candidates’ answers to revitalize your hiring process.

Onrec Expo2007 will be conducted by Onrec.com in September 2007. Onrec.com has been conducting online recruitment conferences & exhibitions in UK, United States, Australia and China. Check out the full conference programs

Telephone screening is a fast and efficient method for initial screening, when a large number of candidates have applied for a job position. Hiring managers should spend time preparing and outlining the checklist for telephonic screening - such as creating a job description, identifying the background, and the required work experience for selection. Your screening questions should include questions about the past companies that the candidates have worked and their educational background. Asking questions about the candidate’s work history will help evaluate if the candidate will be appropriate for the job position that is open. Be sure to ask some behavioral based questions too. You can also use telephone screening to filter candidates based on their salary expectation. After you have completed questioning the candidate, remember to ask if the candidate has any questions. The questions that the candidate asks will give you another opportunity to further evaluate the candidate.

More than 60% of employers plan to increase the use of corporate websites as a recruitment tool in 2007, according to research by Cranfield School of Management in association with Personnel Today. One third of the survey respondents said the "Ease of use" for candidates was a very important reason for using corporate websites. Almost a third of candidates (32%) said having access to a larger pool was a major factor. Source: http://www.personneltoday.com/Articles/2006/09/12/37136/online-recruitment-expected-to-surge.html Now the major factor being, having access to a larger pool, the recruiters obviously have to automate the resume screening process. Assessing qualified resumes has always been a complex practice. ResumeGrabber was designed to make the recruiters job easy by highlighting the competency factors like skills, experience, knowledge preferences. This excellent feature has always helped the recruiters in comparing the candidates based on the criteria transparently.

Without Resumegrabber my small business would not be able to compete in the larger recruiting industry. The time savings and functionality of this product make my job a lot easier. I recommend this product to everyone I train within my organization and everyone who participates within my educational courses - VP of Staffing Services. The staffing services received most of the resumes through emails. They also used Job Boards to search for potential candidates. Problems stepped in when hundreds of resumes cluttered into the mailbox. They were unable to screen huge volumes of resumes they receive everyday. They tried many Recruitment tools in the market but they did not sync well with Outlook. They searched for a tool that should work with Outlook, Job Boards and Excel. "Thanks to Google that it found ResumeGrabber for me" says, V.P. of Staffing Services . Despite plenty of solutions in the market, ResumeGrabber is the only recruiting tool that matched the expectations of the S

To make great change in the world, you need a team that wants to make great change in the world. So many people have asked me, “Christopher, how the heck can I attract the right people to my non-profit who want to make change in the world like me?” This is very simple, you have to create ads and an atmosphere where you ‘attract’ these people to your non-profit. If you want to attract crazy, fun, outstanding people, then you need to create crazy, fun, outstanding ads to recruit new team members. Take a look at all 50 resumes of people who applied for the job, pick the 10 craziest, fun, and odd looking resumes (ones that are purposefully made to look different) and then invite them all in for an interview. Then at the interview, make the interview process crazy and different. Then, ask them different questions that you normally would not ask in a job interview. Here are some good ones: -When was the last times you ‘broke’ the rules to help someone in need? -Would you do it again? -W

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