Recruiter's Essential Tips

Phil Willson is a 12-year veteran of the recruiting industry with a diverse background spanning retained and contingent executive search, candidate sourcing and research, and Internet-based entrepreneurism in both the United States and Asia. His company, Kalypxo Unbundled, operates a baseline sourcing service through the website SourceSimple.com.

Any hiring manager or recruiter knows that the intent of a resume is to market a specific candidate. Jobseekers sit down and spell out the stories of their careers, doing their best to mold the dry facts into an exciting and positive yarn. You can pick up the resume, read it over, and fairly quickly determine whether the candidate is a good fit for your position. Within seconds, you can toss the resume on top of the 'A' pile, the 'B' pile, or the 'Are You Crazy?' pile. However, if you stop there, you've just thrown away the baby with the bathwater. Resumes are a unique insight into the world outside of your office walls. They contain far more than just the details of one person's work history. With just one resume, you can build an entire recruiting campaign. With 10 to 20 resumes, the world is yours. Passive Candidate Sourcing Many resumes contain references, complete with names, titles, and contact information. That's an obvious opportunity for pas

Adding to the previous post, I'm listing down two websites for diversity recruiting found on the web. LatPro.com - Latpro is a online recruitment website for Hispanic and bilingual professionals. LatPro helps employers and recruiters to find professional candidates with language skills,international experience. HireDiversity.com - HireDiversity is one of the leading online service for diversity recruitment and career development. HireDiversity offers the full spectrum diversity database in the industry. It offers the following services - custom memberships, resume access, job posting,and corporate branding campaigns utilizing online & print advertising. HireDiversity also assist recruiters in their hiring efforts by providing pre-screening, entry-to-senior level, diversity professionals.

Source: eGrabber Newsletters Diversity recruiting is becoming increasingly important as the world turns global. Organizations have learned that if they want to operate around the world they must be able to recruit and retain individuals who are "different" than those who are in the majority.From a broader outlook, it's important to recruit diverse individuals not only because many corporations must operate facilities at multiple locations around the globe, but also because they need diverse-thinking individuals to design products that will be in high demand in every major country. In a global economy, having a diverse workforce is no longer an option. It has become an absolute requirement for success.

Source: eGrabber Newsletters Networking with your employees, top candidates, industry experts, vendors and customers will help you find the best talent. The best people rarely look for jobs because they are happy where they are. Now, if you want them, you must offer your job in terms of success and deliverables, thus presenting them with greater challenges and subsequent unparalleled rewards.

Source: eGrabber Newsletters HR.com is committed to providing information, tools and resources that you need to successfully manage the people side of business. Check out the HR.com website for more information.

Recruiters should include all the criteria that the candidates require to apply. Explain more on the goals to be achieved. This will allow the qualified candidates to demonstrate how they would be able to do the job. Analyze on educational qualifications and work experience. Your criteria should not restrict the candidates to apply for the job. It is most important to group the essential criteria and the desirable criteria. Monitor the responses to the job description. Review job descriptions based on the responses.

Source: eGrabber Newsletters Contact managers like ACT! and GoldMine have in-built email applications that enable you to keep in touch with candidates, eliminating the need for an external email application. Now, you can have the candidate database, details and communication channel in one place. You can send group emails, set filters, create templates and utilize a lot of other features that will boost your recruiting efforts.

Source: eGrabber Newsletters Splits.org is an association of independent recruiting firms working within the semiconductor, networking communications (datacom/telecom), wireless and optical sectors of the North American high-tech industry. Visit Splits.org web site for more information.

Source: eGrabber Newsletters Spending too much time on entering candidate details into my database is tiring and time consuming. At the end of it, I am left with absolutely no time and energy for my recruiting activities. Is there any way to do away with this troublesome process? With ResumeGrabber , all you need to is highlight the resumes you want and click. The candidate’s contact and resume details are instantly captured into your database, leaving you enough time for your recruiting activities. ResumeGrabber processes resumes in any format and works with ACT!, Outlook, GoldMine and online ATS. Download your 10-day trial version as you read and start recruiting more.

Source: eGrabber Newsletters One of the primary reasons candidates leave a job earlier than expected is that they were given a very rosy description of the job and the company. Though it's natural to do that, it could backfire when candidates realize that the job is not in tune with what was portrayed. So, present the real picture to the candidate. Touch upon both the positive and negative aspects of the job. This way, the candidate knows what to expect and is better prepared.

Interview Questions Knowing exactly what you want to accomplish by hiring a marketing manager is the first step in developing the right interview questions. If you want to brand your company, look for a person who has done this successfully in the past. A few questions you might ask: 1.How do you prepare a marketing campaign? (The answer should contain specifics about how they determined the target market, what type of campaign they decided on and why.) 2.How do you determine whether the campaign was successful or not? (How did they measure success? What was the cost per customer lead? How much did sales increase as a result of the campaign?) 3.Tell me about a project that you brought in on time and under budget. 4.What sort of experience do you have in public relations? (PR covers much more than press releases!) 5.What associations do you belong to related to marketing? 6.If we wanted to add "X" to our product line, give me an outline of how you could best introduce it to th

In the next few posts, I would be publishing the tips written by Terri Robinson for hiring Marketing Professionals Resume Pre-qualifying In screening résumés for marketing professionals, some things should send up a red flare if you see them: 1. Short periods of employment . Less than a year at a company can mean nothing in today’s world of "dot-bombs," but seeing several short periods could be cause for concern. Many candidates thrive in the fast-paced world of the start-up, and will accept positions with them again and again in spite of a setback with their previous employer. 2. Titles that don’t reflect growth . Was the candidate a VP in one period and then Marketing Manager in the next? Many start-up companies use titles that don’t reflect the true responsibilities held by the employee. Or perhaps they found after hiring that the person didn’t have the expertise needed for the job, and so demoted him or her to a lesser job. A candidate that has moved from company to compa