Recruiter's Essential Tips

Source: eGrabber.com Interviews are very effective when you talk for only 25% of the time or less. If you find yourself talking too much, it could be because you probably did not plan the questions and assessment methods for the interview. Pre-interview planning will allow you to control your talking time and you can spend as much time listening and probing. Gather information about the candidate before the interview. Decide in advance the best time and place for interview. Finalize the questions to be asked and the assessment methods. Ask many open-ended questions. This will get the candidate to talk more. Make sure you ask only specific need-to-know questions. And finally, take notes. Be a great interviewer by talking only 25% of the interview time!

Source: eGrabber.com Most recruiters feel that they have lesser chances of attracting the best students while conducting on-campus placements. Building a presence on campus is easy if they follow these simple ideas: * Return each year: Visit campuses and return each year. This makes you recognizable and familiar to the students. * A Pre-placement session: Hold a Pre-Placement Session before Interviewing. These sessions provide students an opportunity to find out more about the company and to meet the recruiters. * Conduct summer projects: Recruit and Hire Summer Interns. Summer interns who return to campus with a positive internship experience can be great ambassadors for your company; this also builds name recognition among the students.

Monster&Internet Broadcasting Expand OnlineRecruitment Services read more | digg story

Recruiting professionals are turning to blogs to lure talent and snag new business. read more | digg story

Source: egrabber.com Interview Exchange delivers Hiring Management solutions that enhance your edge in finding and hiring top talent. They help you streamline your process and acquire great new productivity tools. You can get more information from Interview Exchange website.

Personality tests have nothing to do with how good or bad a person is at her job. They should be used to determine the psyche of a person, not to analyze job skills and performances. For instance, a dominant person need not make a good manager. In a similar vein, a silent person might make a brilliant leader. So, personality tests should be used to judge a person's attitudes and in no way should test a person's job competence.

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