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.