Recruiter's Essential Tips

Resume screening is the first step in recruiting process. The resume information gives you the idea about candidate’s work experience, skills and abilities. The initial assessment of resumes has to be done based on your organization standards. The best method is to prepare a checklist that covers the essential skills, knowledge, experience and other desired qualities relevant to the job. You can evaluate a resume against this checklist. The screening standards help you to identify, filter and eliminate the resumes. However, reviewing the resumes manually may consume more time and money. Nowadays millions of resumes are available online. In the advancement, lots of screening software are also available. Many organizations take advantage of the resume screening software that saves time and money. Such programs search the resumes for given information like skills, experience and other details. The resume screening software is fast, economical and reduces hassle. Anyway, t

Source: eGrabber Newsletters You can set up contact managers such as ACT! and GoldMine to automatically send email responses to your candidates. If you want to send a ‘Thank you ’ email to every new candidate added to your database, you can set up an email template with an appropriate message. You can also set up a series of email responses to be sent at different points of time. For instance, when a new candidate is added, you can set up different email templates – one to acknowledge the candidate’s resume, one to schedule a call after 5 days, etc. This helps you save time and recruit more.

Nowadays many interview questions are available in the Internet to help candidates. Most of them check the popular questions and are well prepared with ready-made answers. Think innovative. Asking mere questions that are already made popular through Internet may not reveal the candidate’s true personality. Instead, you can provide a problematic situation and ask the candidate to resolve the problem. This should be on the spot. You can even slightly tweak a current issue in the organization and make the question as "How to handle this situation?" The candidate’s reaction to the unexpected question, approach towards the problem, time taken to resolve it – these things will provide you a lot of information about the candidate.

This is the latest strategy followed by HR professionals. What is attitude? Attitude is the emotional view towards a subject or person. This can be positive, negative or neutral. An employee should have a positive attitude towards the job, work environment, co-workers and the company. How important is attitude? Well, 100% attitude is essential for a potential employee. Knowledge comes second followed by skill. Look for candidates with good attitude. This will reduce 50% of your recruiting pressure. Even if a candidate with good attitude lacks skills, the person can be trained easily. But you cannot teach attitude! How to identify the person with proper attitude? Attitude can be recognized from the behavior of the person. The body language and way of communication explain the behavior. The personality comes into the scene here. Watching the behavior of the candidate and asking appropriate questions help you to decide the person’s attitude. We’ll discuss questions related to attitude and

Today, finding passive candidates on Google requires recruiters to master and apply advanced search commands and techniques that require time, effort and expertise that many may not have. But being able to quickly zero in on relevant passive resumes on Google, without being a search expert, will be a tremendous competitive advantage for busy recruiters. This free webinar will introduce you to 1) automated tools to quickly find passive resumes on Google 2) automated tools to import, organize, screen and transfer resumes 3) recruiting best practices that will raise the value you provide to your clients Spending just 45 minutes on this webinar will open your eyes to simple solutions that will help you source and manage resumes in 1/5th of the time you normally spend. Webinar attendees will receive an exclusive discount on eGrabber's power tool for finding passive candidates on the Internet - ResumeFinder . System Requirements - PC-based attendees Required: Windows® 2000, XP Home, XP

One of the frequently asked questions in interviews is “ Tell me about yourself ”. You can begin your conversation with this question. While it seems to be a very simple and common question, the answer gives you an idea about the candidate's personality. You can identify the communication skills, the attitude and other qualities of the candidate from the answer. If the person starts talking about the personal life, hobbies and interest, the attitude towards job is not good. If the person narrates whatever is already in the resume, then there is a lack of communication. You need to have a second thought. Well, the smart answer may contain three parts: (1) The candidate’s past experience (2) current position (3) future goal. Example: “I have got 7 years experience in the Customer Support domain. I am currently working as Asst. Manager, Customer Support with . I always like to manage the support team, streamline the process and look for challenging opportunities

In the selection process, interview questions help you to decide the best candidate. While you are screening the resumes, you can understand the qualification and technical skills of a candidate. In addition, there are other skills required for a job. Based on the job position, there may be specific requirements like Leadership, Communication, and other inter-personal skills. These qualities can be identified during the interview process only. The interview may be conducted through telephone or face-to-face. While communicating with the candidate, your interview questions will bring out the candidate’s real skills. We will discuss the smart interview questions in later sessions.