Recruiter's Essential Tips

Do you lose the deal because your client pays you on a contingency basis and you can't afford the time on research? If you answered ‘yes’, you need eGrabber LeadResearcher. eGrabber LeadResearcher the latest Internet Research Automation tool uncovers hard to find candidate contact information that non-experts might not find. In just a few minutes you can: Find missing e-mail addresses and validate e-mail addresses to complete a candidate's profile Find links to profiles of candidates on Professional & Social networking sites Update contact information for one or more outdated profiles in your candidate database For more info, Visit eGrabber LeadResearcher For a free trial, Click download eGrabber leadResearcher P.S Marvin Smith, a talent sourcer for Microsoft, was able to clean up a list of nearly 8000 prospects with unconfirmed e-mail addresses and produce over 3200 prospects with confirmed e-mail addresses within 24 hours, resulting in 117 new applicants for a specific p

Source: eGrabber Newsletter Do you run job postings with the same message, similarly worded, on all sites? A job ad that is effective on a job board (a place for active candidates) will not perform equally on a social networking site (a good source for passive candidates). You should not be surprised if I told you that, for the same ad, the response you get in LinkedIn will be different from that on Twitter or Facebook. So in designing ads, you must understand how the different sites and networks work, the audiences these sites attract and their general mood. It is better that you always come up with 3 messages for every job opening you would like to advertise - 1 each for general purpose sites, niche sites and social networking sites - for maximum effectiveness.

Source: eGrabber Newsletter You can program or restrict your Internet resume searches to return only resumes that contain phone or email address inside them. All the major search engines allow you to write search scripts that let you do this. The search syntax to find resumes that contain phone or email from Bing.com is "Keyword" intitle:resume phone email For example, to search for profiles of Certified Public Accountants, the search string will be Certified Public Accountant intitle:resume phone email You can even eliminate sample resumes in your search by including the following at the end of the above search string -submit -openings -template -tips -submission -sample -examples -wizard

Source: eGrabber Newsletter MySpace, one of the most popular social networking sites, is no longer the exclusive domain of teenagers. The average age for people on this site is now about 35 years. There are millions of MySpace users and many of them are professionals (potential passive candidates). The search syntax for finding profiles on MySpace is site:www.myspace.com keyword If you are looking for passive prospects from a geographic area, you can include the state code at the end of the search string. For, example, if you are looking for profiles of Certified Public Accountants from California, the search string will be site:www.myspace.com Certified Public Accountant (California | CA) Use the above search technique and explore the vast possibilities that MySpace can offer, especially to locate those hard-to-find candidates for your assignments.

Recruiters look for resumes from different sources like search engines, job boards, social / professional networking sites, blogs, personal websites and portals, etc. Apart from these sources, recruiters also receive resumes as email attachments and may also have resumes saved in their computers. So how quickly can a recruiter leverage upon this potential? Manual resume data entry from different sources is strenuous and time consuming. With fierce competition all around, a recruiter cannot afford to spend most of his/her productive time in manual resume data entry. This is where an automated resume extraction tool like ResumeGrabber can provide the recruiter the winning edge. ResumeGrabber is a simple, easy-to-use but powerful tool that enables you to extract resumes from search engine results, job boards, blogs, email attachments and from folders in the PC. ResumeGrabber helps you to extract resumes from multiple sources and enables you to quickly screen and sort resumes based on exp

Spending more time on manual resume data entry on a daily basis poses the threat of losing a potential candidate or client. With stiff competition in the recruiting industry, it is very important for a recruiter to act quickly to succeed. Manual resume data entry results in loss of time and it hampers the other core recruiting processes. Particularly when you are processing thousands of resumes, it becomes a tiresome task. In addition, there is every chance that you might copy and paste inappropriate data in the wrong fields and enter duplicate resumes / records in your database. The perfect solution for these manual resume data entry hassles is to automate resume data entry . Automating resume data entry enables you to quickly capture and process the resumes. It helps you save a lot of time and enables you to spend more time with your candidates and clients. ResumeGrabber is one such tool that helps you to automate resume data entry and makes a recruiter’s job look easy. It helps yo

Job ads are very vital to attract candidates; particularly, when you are looking for passive candidates who are already well settled, your job ad should be descriptive and "attractive" enough for the passive candidates to apply for the job. The article below explains why detailed job ads are important to attract passive candidates and offers tips for recruiters on how to write a detailed and effective job ad. Recruiters must ensure their job ads are capable of attracting passive candidates, says Aspire Solutions International rec-to-rec specialist, Luke Carolan. As a recruitment consultant it can become easy to see each advertisement as "just another job", he says, but it's important to keep in mind that from a job seeker's perspective it represents the next step in their career and might involve a life-changing decision. To distinguish themselves from HR managers - who constantly need convincing about the extra value that justifies a recruiter's