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