Recruiter's Essential Tips

Many of us post job ad like a classified ad. We should definitely agree that classified ad does not influence passive candidates. Effective job ad should be able to convince passive candidates. Passive candidates are employed always so the job ad must avoid some generic content and list out the factors that matter most to them. Recruiters have to list out the competitive advantages in their ad. Passive candidates always look for career advancement. A job ad will turn out more effective if the top performer of the organization can give his/her thoughts. Recruiters can actually discuss with the top level performers in the organization before posting a job ad. I would be discussing more on "Effective Job Ad" in the future posts.

Career Fair helps you to promote your organization's recruiting efforts. Students being the big crowd, you can easily promote your employment oppurtunities and begin screening candidates from different academic majors and degree levels base don your recruiting needs.

Source: eGrabber Newsletters Peopleclick is a global workforce acquisition provider. They deliver a holistic solution to help companies attract, acquire, and deploy a productive and diverse workforce. Visit Peopleclick web site for more information.

Recently, CNN.com carried an interesting article about the impact of online resumes. The opening paragraph from the article is as follows: The art of the job search has undergone seismic changes in the digital economy. As broadband coverage pervades in even developing nations, job-hunt sites and online resume listings have multiplied around the globe. Employers are being snowed under in a digital storm of resumes as technology eases the speed of sending CV's and resumes. Source - CNN.com With millions of candidates posting resumes online, finding qualified candidate has remained a daunting job with, or without technology. "Too often" says Lou Adler, President of Adler Group, a training and consulting firm,"excellent candidates slip right under the radar while poor candidates wind up being interviewed and sometimes hired." As the deluge of online resumes grows, the ability to rapidly zero in on the relevant candidates is critical to recruiters and having the

As I was reading the post of Chris, I thought I should write more on hiring tips. Here is one tip where I tried to relate recruiting with marketing If you are trying to sell a product, How do you get customers to buy your product? You will create a website and explain the product benefits on your website and do search engine optimization to make sure visitors can find out about your product. Similarly if you want to hire good candidates you need to create a corporate website, list down the job description and it is important to create a space for the company to explain why good candidates should work for you and make sure candidates are able to reach you.

Think of someone that you trust. I mean really trust. Now, think of something that you really need to get done, or an important project that you need to do for work. Can you trust that person to get it done for you? The answer is probably yes. Isn't this what you really want in a future employee? You need to be able to trust him/her to be able to get tasks done, and projects completed in a time specified manner. You can hire someone with a Ph.D. and all of the skill in the world, but if they are a total flake, then they are not going to be a good employee. You need to be able to trust this person to be doing the things they should be doing, when they should be doing them. That's what makes up a good employee.

Source: eGrabber Newsletters Resources you can use – HR-Guide.com HR-Guide.com contains links for a host of important HR related issues including process and selection, compensation, benefits and safety. Check out the HR-Guide.com website to see how it can help you.

Source: eGrabber Newsletters The Notes tab in contact managers like ACT! and GoldMine is a great place to store transcripts of phone calls, emails, interviews or any kind of correspondence with candidates. Storing this kind of information and referring to it once in a while helps you understand the candidate better. This enables you to make the right hiring decisions.

Source: eGrabber Newsletters EmplawyerNet is the preeminent job opportunity and career development site for the legal community. It provides invaluable recruitment tools to lawyers, law students, paralegals, employers and law schools. You can get more information from EmplawyerNet website.

Source: eGrabber Newsletters There are many times, in this day and age of social networking, people tend to share just a bit too much about themselves. One quick way to check on a candidate is to run that person’s name through a search engine. The common phrase is "googling" but you don't have to use the Google search engine to do this. If you are using Google, you simply put the person's name in quote marks into the search text box. For instance, "mark e. berger" If you were going to use the Live search engine you would type in this - mark.e.berger - using dots in between the words instead of quote marks. If it is a common name you might want to use other keywords that fit the individual. There are many employers these days that are using this practice as one of their screening methods. You should take this step before they do. It only takes a minute and offers a bit more peace of mind about a referral.

Most recruiters waste too much of time screening the unqualified resumes. According to a recent edition of Human Resources Management Daily, in a survey of 5,000 corporate recruiters and hiring managers, 92 percent said they were inundated with irrelevant responses from an on-line job posting. 71 percent indicated that most of the resumes they received did not match the job description. With hundreds of emails cluttering the mail box everyday, recruiters are unable to screen the qualifying resumes from a huge volume of irrelevant responses. A good technology solution could help the recruiter in the screening process. ResumeGrabber Pro is one such solution that helps recruiters increase recruiting productivity, by automating resume screening. ResumeGrabber Pro was designed with an insight to automate the resume screening by highlighting the competency factors like skills, experience, knowledge preferences. This excellent tool has always helped the recruiters in comparing the candidates

Source: eGrabber Newsletters eGrabber recently announced the release of a new Passive Candidate Recruitment Tool – ResumeFinder 2008 , the newest entry to their line of recruitment products. ResumeFinder allows any recruiter, regardless of training or ability, to quickly locate the resumes of passive Internet candidates using the Google search engine. By simply entering a keyword or two you can see ResumeFinder go after those hard to find passive candidates for your tough assignments. Its integration with your browser makes installation easy without having to spend thousands of dollars per year the competition charges for similar features. You can use ResumeFinder to: Search the Internet for keyword-specific resumes Search the most popular Internet communities for resumes Search specific geographic areas for any skills

Christopher Scott is the President & Founder of A Day of Hope as well as an AmeriCorps*VISTA Member working out of the United Way in Modesto, CA. A Day of Hope is a non-profit organization that delivers hundreds (soon to be thousands) of food baskets to needy families for Thanksgiving. As an AmeriCorps*VISTA Member Christopher works with non-profit organizations in Stanislaus County helping doing capacity building and creating sustainable systems for find, recruiting, and retaining volunteers. An avid blogger, Christopher is always trying to find new ways to reach out and help more people. Whether it be by delivering a food basket on Thanksgiving to a needy family, speaking about non-profit leadership to a small group, training a non-profit org. on volunteer leadership, or just being a mentor to someone else that wants to have a positive impact on the world. On May 23, 2007 A Day of Hope was awarded the Greatest Achievement Award. Beating out over 80 other clubs and organizat