Recruiter's Essential Tips

ResumeGrabber is a powerful Resume Import Tool that allows you to capture resumes and candidate contact information from any Internet source - job boards, social networking sites, search engine results, etc. To grab resumes, simply point to the source of resumes and click on the 'Grab' button in ResumeGrabber. The software will automatically extract name, address, email, phone number and other candidate contact details and enter them, along with the resume, into your database. With ResumeGrabber you can save 90% of the time you would normally spend in manually copy-pasting resume details. Click here to download your 10-day free-trial version of ResumeGrabber today.

Source: eGrabber Though LinkedIn is still the leader, you can use a number of other professional networking sites that offer access to niches. Here are a couple of networks you can use to build extensive contact lists and to source candidates better: Doostang is a good source for candidates from exclusive top schools and recently graduated candidates. Members also have access to thousands of jobs from employers; a good place to be if you are looking for new clients or search assignments. Vault is a network made of user generated content that provides great insight into company's business in formation, culture and such that can help with finding new job orders and/or candidates. Both these sites have a basic/free membership.

Source: eGrabber Newsletter The focus for recruiters this year and the next few would be on building a community of potential candidates. Many Internet sourcing experts are of the view that recruiters should be able to fill routine job positions using just their social networks and connections. Given this, it is critical that you determine social media sites that work best for your industry understand the kind of audience (talent) that different social sites attract adopt tactics to build/ grow your network, etc. In the coming years, your success as a recruiter will be determined to a large extent by how good you are in social media recruiting.

The technology explosion has opened up quite a lot of opportunities for today's businesses. Businesses have become more tech-savvy or rather web-savvy. The recruitment industry is no exception to this and the recruiters and hiring managers rely heavily upon the Internet to look for resumes. Search engines, job boards, social / professional networking sites, personal websites, blogs, portals, etc. are considered as some of the major sources of resumes. Now, how can a recruiter capitalize on these opportunities? With stiff competition from fellow recruiters and stringent time constraints, a recruiter cannot afford to manually pull out each resume one by one and process them. It is a tedious and time-consuming task, and it takes a heavy toll on other core recruiting activities. Also, there is every chance that you might end up with typos and duplicate entries. This is where a resume parsing software becomes very important for a recruiter. ResumeGrabber JobSuite is an automated r

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