Recruiter's Essential Tips

Source: eGrabber Newsletters Here is a simple search script that will allow you to aggregate the job postings from a specific company across various job sites. "Company Name" site:indeed.com OR site:simplyhired.com OR site:jobster.com OR site:careerbuilder.com OR site:dice.com OR site:monster.com OR site:hotjobs.yahoo.com OR site:careerjet.com OR intitle:jobs OR intitle:job For example, if you are looking job postings from IBM, the search string will be "IBM" site:indeed.com OR site:simplyhired.com OR site:jobster.com OR site:careerbuilder.com OR site:dice.com OR site:monster.com OR site:hotjobs.yahoo.com OR site:careerjet.com OR intitle:jobs OR intitle:job The search results will display job postings from all the above sources. You can customize the search preferences to display only recent results.

The continued growth of online social media is evidenced by the emergence of new social networking sites, tools and applications that enables you to connect, communicate, and collaborate with like-minded individuals, groups, communities and organizations. Although there are umpteen number of social networking sites, only a few stand out from the crowd with millions of registered users. So what does this mean for a recruiter? As a recruiter, you can find both active and passive candidates in social networking sites. How? Manually searching the top social networking sites is a time-consuming and strenuous task. This is where an automated resume search tool like ResumeFinder can be handy. With ResumeFinder, you can find the candidates in a few seconds which would otherwise take hours and hours. All you need to do is just enter the keywords, select the appropriate search script and click the Find button. ResumeFinder displays the results for various inbuilt search logics that helps you to

Source: eGrabber Newsletters The boolean logic for conducting searches on AltaVista is pretty much similar to that of Google. The search syntax for a broad or generic resume search on AltaVista is intitle:"resume for" OR intitle:"resume of" OR intitle:"Curriculum Vitae" OR intitle:"'s resume" keyword (State) -intitle:example -intitle:examples -intitle:sample -intitle:submit For, example, if you are looking for passive prospects for software engineering in the state of California, the search script would be intitle:"resume for" OR intitle:"resume of" OR intitle:"Curriculum Vitae" OR intitle:"'s resume" Software Engineer (CA) -intitle:example -intitle:examples -intitle:sample -intitle:submit You can further broaden your search by including related keywords for the job title such as software developer, software programmer, etc.

Source: eGrabber Newsletters Most recruiters who were the first to embrace Web 2.0 to source candidates are seeing that advantage shrinking as more and more recruiters are using these tools. To stay ahead you have to continuously watch-out for new tools, experiment, and learn how to maximize value from them. One outcome of Web 2.0 is that candidates expect more transparency and interactivity with potential employers. New technologies that satisfy these expectations can allow you to better assess and engage employees. For example, Instant Messaging (IM) is fast becoming another important Web 2.0 tool for recruiters. Using this can not only set you apart, but also have an impact on candidate experience and conversion rates. Remember, recruiters who master the use of online tools and integrate them into their daily work-flow will find that it greatly helps hiring better candidates in less time. Ref: Social Networking: How It Changed Recruiting and the Next Generation of Online Tools by Ta

For a recruiter / hiring manager, it is very crucial to make the right hiring decision. It is because a bad hire can cost you so dearly in terms of investment of time and resources. Moreover, it can also have a negative impact on the productivity, employee morale, growth of the organization and credibility among the customers, etc. To avoid such hiring risks, every recruiter / hiring manager need to go that extra mile to perform a background search on the candidate. In addition to stringent screening processes, you need to research on a candidate from various sources that are available on the Internet. What are the sources? With the explosion of social media, the Internet is flooded with lots of tools and applications through which candidates can interact with a group of people, community, organization, etc. You can find the candidate details from social networking sites, blogs, forums, personal websites, alumni associations, etc. References and comments from superiors, peers, and cust

Source: eGrabber Newsletter If you plan to use Twitter to recruit passive candidates, you will find this search string pretty useful. The Google search syntax to find profiles on Twitter is site:twitter.com "bio * keyword" (State) -jobs -careers For example, if you are looking for CPAs in the State of California, your search string will be site:twitter.com "bio * CPA" (California OR CA) -jobs -careers You can also try different variations of the above search string or replace the keyword with related terms to get desired search results.

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Screening resumes is an inevitable process that has gained a lot more significance since recession. The global recruiting scenario has hardly changed with job cuts still happening around, pushing the unemployment rate to 9.5% - the highest since 1983. So why should resume screening become all the more important? The reason is, job cuts have lead to tens and thousands of resumes floating around in the job market targeting for a job. But the irony is that there are only a very few job openings as the employers are now very cautious with respect to hiring; they need only the “Best Talent.” It is the recruiter’s responsibility to carefully screen the resumes and find the best talent for their clients. With stiff competition all around and stringent time constraints, the recruiters need to manually wade through huge stacks of resumes to pick the right candidates. This eventually takes a lot of time and resources. There is a possibility that you might also miss a potential candidate. So, ho

Source: eGrabber Newsletter How adept are you at using Web 2.0 technologies to reach or find the best candidates? More than 30 percent of adults, in the U.S., between 25 and 34 years, create online content (blogs, video uploads, etc.) on a monthly basis. If this population's characteristic is a representative of your target, then are your sourcing practices in sync with them? What kind of online content do you produce to attract prospective candidates in this population? You can use these technologies to be more persuasive, to better assess and engage candidates. One characteristic of this population is that they prefer to watch rather than read. You can create video ads that make a compelling case to a candidate on why they should join your organization or apply to a job ad. Your videos can show the workplace, details about the position, feedback from existing employees in similar roles, etc.

Source: eGrabber Newsletters Recruiting is very much a sales activity - you try to convince candidates to buy your company's or client's employment value proposition. So, it only makes sense to adopt any good sales and marketing technique for things that you do. One such good practice is the use of trigger words; phrases that can make your job ads and postings very attractive and powerful. Usually these are phrases that get your prospective candidates excited - that in simple terms, explain a hard-to-describe benefit and so on. The best way to identify trigger words for a job posting is by talking to employees in that job role. If you wish to attract top talent in the industry, talk to top performers in the company first. Pay rapt attention and capture the exact words they use to describe their job and its benefits. Such phrases or words can be priceless. Get them to say what makes their job and the company exciting. Next, use those exact phrases to craft your job ads.

Screening resumes is one of the most crucial processes involved in recruiting, particularly in a situation where the number of resumes outnumber the number of job openings. In the current scenario, recruiters receive thousands of resumes for a few job openings. Hence, the recruiters need to be all the more cautious in choosing the right candidates from the huge pool of resumes. As a recruiter, how will you handle a similar situation like this? Imagine you receive thousands of resumes for a few hundreds of job openings and you need to screen and short list candidates from different locations with different skill sets. If you are screening manually, how long will it take to finish the project or how many additional resources would you need to employ to finish the task? Manual screening is not only time consuming and strenuous but also increases your expenses. Moreover, there is every possibility that you might miss a potential candidate. So what is the solution? An automated resume scree

Source: eGrabber Newsletters You might sometimes have the tendency to get stuck by a single title that your client (company) may use to describe a job position. In today's industry, job titles are changing frequently. For example, software programmer, software developer, software engineer, etc. are different job titles for the same job function. So, unless you use all the related titles in your search, you are likely to miss out on some good candidate leads. One way to find all relevant job titles is to first search the career sites using the (only) job title given by your client. Take note of the job titles that come up. Most sites provide a "View similar jobs" link beside the job titles in the results. Clicking that link will get you a series of similar positions categorized by Freshness, Overlooked, Relevant, etc. Under the Relevant category, you will find jobs similar in content to the position you are searching for. You can include all such relevant job titles to exp

When hiring is strong, most recruiters are so busy that they find it tough to take time out for training. But, even the most seasoned recruiters need to have their skills refreshed from time-to-time. So, you can use the current market conditions (of slow hiring) to the best of your advantage by honing your skills in each of the following areas: - online sourcing techniques (including use of social media) - networking (both online and traditional) - interviewing strategies and methods - interpersonal communications - expertise in using the applicant tracking system, and more... Not every recruiter or organization will need to train on all of the above. But, training in any one or more of these tasks will definitely equip you for the present and the future.