Recruiter's Essential Tips

Save quite a bit of cash by taking advantage of these free ways to advertise your job openings: 10. Blog - Writing a blog is free (we recommend using WordPress.com ), and allows you to put your message on the web without involving your IT department. 9. Twitter - With TwitterFeed, you can easily set up your jobs to auto-post on your Twitter site. 8. SimplyHired.com - Simply Hired is a free job posting site that also powers the career sites of popular sites such as MySpace and US News. 7. Indeed.com - Indeed accepts free job postings, and also optimizes your postings for search engines. Quite a few of our clients get the majority of their online candidates from Indeed.com, because the jobs rank highly on Google. 6. Linked In - Linked In is a powerful way to source new candidates. 5. Business Cards - For a very small investment, you can print business cards that advertise your career site. Hand these out to your employees to encourage employee referrals, and keep a stack at the

With recruitment consultants currently "jostling" for business, deciding which one to use can be a daunting task for HR, says trainer Ross Clennett. Most hiring managers, he says in a recent newsletter, are "faced with a blanket of white noise that has only minor variations on 'We're a boutique, specialist recruiter with a focus on high quality client and candidate service'", he says. Clennett says managers who want the services of a high-quality external recruiter should look for one that: # Is a specialist - "Evidence of delivering great candidates for roles that are similar to your vacancy is an indication that they can access appropriate candidates quickly." # Asks great questions - "Anyone can take a job brief. A skilled recruiter will ask you probing, relevant and thoughtful questions about the vacancy, your selection criteria and your organisation's operations and culture." # Respectfully challenges you - "A recruit

Despite an uncertain economy, many manufacturers across the country are reporting a lack of welders, fabricators, laser operators, electricians, press brake operators, machinists and a host of other skilled labor positions. As the economy begins to rebound and baby boomers begin to retire, this shortage is expected to worsen. The National Association of Manufacturers projects that by 2020 some 10 million skilled workers will be needed. For manufacturers, recruiting employees to fill skilled jobs is more than a vexing problem. It may literally become a matter of business survival for many of these companies in the next decade. Thus, developing a company strategy to recruit future employees is crucial to attract the next generation of workers and succeed in the global marketplace. The Apprenticeship and Internship One method to recruit employees is a concept employers have used for centuries—the apprenticeship—and its 20th century cousin, the internship. Their value has never been so sig

Source: eGrabber Newsletter If you are using or planning to use Twitter to recruit passive candidates, you will find this search string pretty useful. The Google search syntax to find company specific candidate profiles on Twitter is site:twitter.com "bio" "Company Name" -careers -jobs For example, to search for Twitter profiles of people working in IBM, the search string will be site:twitter.com "bio" "IBM" -careers -jobs You can even make the search location specific as follows site:twitter.com "bio" "IBM" "location chicago" -careers -jobs Try different variations of the above search string or replace the keyword with related terms to get desired search results.

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.