Recruiter's Essential Tips

Source: eGrabber Newsletters A potential candidate should have basic competencies such as behavior, knowledge, skills and abilities. Competencies are demonstrated through specific, observable behaviors and can be measured by pre-screening and interviewing techniques. List down the key qualities and qualifications that a candidate should have for a given job position. You can find them from the job description itself. Focus on these competencies during the interview and keenly observe if the candidate fits the bill. You can also use proven ability and psychometric tests to measure various competencies. Identifying, observing and measuring competency while recruiting can greatly alleviate retention problems.

Ah! I'm back with my article!! The Internet-enabled recruiting market has brought with it more reach for employers and, in general, a higher volume of applicants for jobs. With thousands of applicants vying for each position advertised, recruiting is becoming an increasingly automated process. The aim of the recruiters is obviously to screen applicants in the shortest possible time. And the aim of ResumeGrabber Pro is to help the recruiters in their job. ResumeGrabber Pro helps the recruiters to manage the flow and choose the best applicants for jobs than ever before. Though the interview remains a key component, recruiters always search for a tool like ResumeGrabber Pro to screen the right candidates. Beyond the straightforward elimination of applicants who don't meet clear criteria, though, assessment is a complex practice requiring significant effort. ResumeGrabber has made it easy by highlighting the competency factors like skills, experience, knowledge, preferences. Thi

The last few paragraphs of my previous post " Recruiters and Hiring Managers: Get in the Game " stresses the importance of having knowledge on the tools that would help the recruiters and hiring managers to identify the right potential candidates. I'm going to publish my next article on one such recruitment tool which helps the recruiters and hiring managers to choose the best applicants for jobs than ever before.

Source: itzblogging big This is one of my favorite blog. Their posts are published in digg.com This article briefs on how to stay away from unqualified candidates using the recruitment tools. Would you like to make sure unqualified candidates never hit your desk again? Recruiters and hiring managers are forced to deal with unqualified candidates on a regular basis. The “I’m perfect for the job” belief that so many candidates possess simply isn’t true. In some cases, the unqualified candidates are caught in the resume stage, but it takes time to weed through countless resumes of people that aren’t right for the job. The lives of recruiters and hiring managers would be much easier if they could simply attract top talent: ”…there are good Active job seekers that will apply for your jobs, the key is to maximize attracting the quality candidates while discouraging unqualified candidates from applying.” (From from the trenches) If you can limit the number of unqualified candidates that s

Source: eGrabber Newsletters There are many ways to figure out when your employee is likely to quit. But before you try then, you need to be aware of the ethical, legal and cultural issues involved. Look at the timing of previous job changes to see if there is a predictable pattern of when they are likely to leave. Search the job boards in the Internet for resumes of your employees. Attend job fairs to see if any of your employees attend. Have a recruiter call them directly to see how interested they are, or run a blind ad to attract your own employees who may be looking for jobs. Remember, the goal is not to identify the disloyal, but to use this knowledge to improve the "lookers" job. So, be prepared before one of your top performers quits.

Source: eGrabber Newsletters What exactly do you look for in candidates? Often managers look for candidates who think and act like they once did. However, strict adherence to the job description and obedience to authority may no longer be the most valuable traits to look for. To find the best candidates, you may have to sometimes relook at your assumptions. For instance, job-hoppers may be the most adaptable workers. People with short attention spans may be the most comfortable with new technologies. Candidates with an "attitude problem" may also be the most entrepreneurial, original thinkers.

Source: eGrabber Newsletters If you want to recruit the best candidates, you have to look beyond job fairs � events, such as trade fairs and trade or industry related conferences and social events. Identify all those events that your potential candidates usually attend and plan to attend them. Set up a booth and offer complementary giveaways to attract your potential candidates. Start casual conversations and exchange business cards. Collect as many names and contact information as you can. Make sure you use your best recruiters for this and always be subtle when you interact with the candidates.

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.