Recruiter's Essential Tips

Source: eGrabber Here are 2 questions that will help you gain more influence with your clients and candidates: After you tell them 'what they can expect from you' and 'what is expected from them' in specific terms, ask them: "Are you okay with that?" An affirmative response means that they have verbally agreed to comply with your procedures and protocols. A few days after you’ve talked, ask them: "Has anything changed since we talked last?" This helps you make sure that the candidate is still onboard or the client still has the opening. It can save you countless hours later. Remember, this works only if you have developed an open and honest relationship with your client or candidate from the beginning.

Source: eGrabber Not all companies list their staff on their website, but many do and the site search technique is a wonderful way to find them. The Google syntax for this search is as follows site:URL (Job Title) For example, if you are looking for profiles of people in the Executive Management at say Kforce Inc., the Google search script will be site:kforce.com (Executive Management) Clicking on the first result will take you to the company's webpage where their leadership is listed. This particular command works in all the 3 major search engines - Google, Yahoo and Bing.

Source: eGrabber Keywordese is the ability to use keywords in a search to find a desired result. Smart recruiters use not one but a 'bunch' of keywords for each job title/requirement. By using related and other relevant keywords in your search you not only get more candidate leads to work with but also, believe it or not, have better chance at improving candidate match quality. So, how do you create a keyword list? 1.  Use job portals 2.  Talk to people/ candidates you worked with before, who are employed in a similar position    and ask them for words they use to describe peers' job position.   Remember, whether you search your existing resume database or research profiles and resumes on social networks, search engines and job boards, keywords can be a differentiating factor.

Source: eGrabber Newsletters In a recent newsletter, we had mentioned how your success as a recruiter in future will be determined by how good you are in social media recruiting - building a community of potential candidates using LinkedIn, Twitter, etc. Here are things you should do to increase your followers on Twitter: Have a detailed bio and a picture Follow people you know and invite them to follow you Search for people in your target talent pool. (If you specialize in hiring CPAs, follow CPAs and get them to follow you) Use TweepSearch, PeopleBrowsr, Twellow, etc. to find people, categories and locations Tweet appropriate and useful content regularly By setting aside time and doing this regularly, you can grow your network quickly.

Source: eGrabber Newsletters One of the best ways to do a location specific search, for resumes of passive candidates, is to use the area code in your search string. The Google search syntax is as follows: Keyword (intitle:resume | inurl:resume) (State) (Area code) For example, if you are looking for resumes of web designers in St. Louis, Missouri, the search string to use will be Web Design (intitle:resume | inurl:resume) (Missouri) (314 | 636) -job -apply -submit Another advantage of using this search technique is that you get resumes with phone numbers.

How to Review a Resume | eHow.com

The origin and evolution of candidate databases have created a major impact in the recruiting industry and today it has become an integral and inevitable part of online recruiting. Candidate databases have diversified a lot and there are quite a lot of them that are available online, but the main problem is how to quickly parse resumes and import resumes from candidate databases. Typically, recruiters search for candidates in candidate databases and then manually extract candidate information and resumes from the database. Imagine a situation where you have to find hundreds of candidates for your clients. Manually extracting the candidate contact information and resumes from the candidate databases certainly takes away most of your time and it leaves you very little time or no time to work on your other core recruiting activities. In the process, there is every chance that you might lose a potential candidate or client due to time constraints. This is where an automated resume extrac

Source: eGrabber Newsletter eGrabber has partnered with ERE Media, producer of SourceCon 2010 , to give away free ResumeGrabber Suite license (worth $695) for all attendees of the event, to be held at San Diego, CA from March 14-15, 2010. ERE Media is also happy to offer eGrabber users a 20% discount on registration fee for the event. Please use the special coupon code SC10EG and save 20% when signing up for the event. Take advantage of the 20% offer for the event registration and get a ResumeGrabber Suite free. The software (worth $695) itself pays up for the event registration cost. Hope to see you there! To register for the SourceCon 2010 event, please visit http://www.sourcecon.com/2010/register/ For information on ResumeGrabber Suite, please visit http://www.egrabber.com/sourcecon2010/

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