Recruiter's Essential Tips

Are you new to recruiting? Whether you are a fresh graduate or an experienced person who has taken up recruiting as a career, you need to follow the tips given below to overcome the hiccups earlier on in your career. New recruiters, during the initial months, doubt that recruiting is not the right career to pursue. Psychologists say that it is quite normal to have these types of doubts, but the key point here is to hang on and learn the basics for the first few months. Try and learn new skills that would increase your competency and confidence levels. This will get you to a position where you can make a better decision rather than making a hasty one. Write to-do lists on a daily basis to organize and complete your daily tasks; review it before you leave your office. This will enable you to plan and finish your tasks at work and maintain a perfect work-life balance. Work on your questioning skills. Learn the art of asking questions that are clear and questions that fetch you the r

Source: eGrabber Newsletter For your Employment Brand to be of value, it should be seen by prospective candidates. Your brand should be made visible both in areas visited by active as well as passive candidates. Here are some venues you should consider for advertising your employment brand: Job boards Association sites Newspaper sites Search engines Print newspapers Print professional journals Commute time radio programs Remember, the employment brand must be promoted constantly even when your organization is not hiring.

Hiring managers and recruiters spend most of their time in extracting resumes and transferring them to the database. Their desks are often flooded with piles of resumes. They manually go through each and every resume to find the right candidate for the job opening and manually enter the resume data in the resume database. This is a crucial process, but it is a tiresome and time-consuming task for busy recruiters and hiring managers. Adding up more resources (recruiters) only increases the expenses and small businesses cannot afford to do so. Also, manual resume data entry is prone for errors. This is where technology helps recruiters and hiring managers to save time and money. Technology enables you to automate key recruiting processes like resume parsing and offers more time for recruiters to work with their candidates and clients. ResumeGrabber Suite uses a powerful resume parser that allows you to extract resumes from search engine results, Outlook E-mail, PC folders and more.Using

With skill shortage always on the higher side, the war for talent is much fiercer than ever. Typically, recruiters have a list of key recruiting tasks to do on a daily basis. Recruiters feel that the initial recruitment phase consumes most of their time and it hinders the other daily activities. Recruiters say that candidate sourcing, resume parsing , resume screening, and candidate background check consumes more than 50% of their time. In a typical scenario, recruiters spend about four to five hours a day on candidate sourcing. During times of talent crunch, they slog a couple of hours or more to source candidates. After sourcing candidates, recruiters again spend a great deal of time to import resumes to the database. Recruiters extract the resumes manually from various sources. They manually copy and paste the resume data from different resume sources to their database. This is a laborious task, which is also prone for typos. Screening resumes is an important recruiting task a

Source: eGrabber Newsletters In the last couple of weeks you might have noticed that a typical LinkedIn X-ray search on Google does not return the usual results. For example consider the search string example that we published in one of our newsletters earlier: site:linkedin.com java c++ (programmer OR developer) "greater atlanta" -inurl:directory When you click on the first search result for the above string, instead of taking you to the person's individual profile, it will take you to a LinkedIn page where results are organized by first or last name. You can overcome this by including a '- inurl:dir ' to the above search string. So the search syntax would now be site:linkedin.com keyword (title) "state" -inurl:directory -inurl:dir So if you are looking for java & C++ programmers in greater Atlanta, your search string will be site:linkedin.com java c++ (programmer OR developer) "greater atlanta" -inurl:directory -inurl:di

Source: eGrabber TweetMyJobs is a new service that brings recruiters, hiring managers and job seekers together on Twitter. Recruiters can post a job on any of the TweetMyJobs Channels with a link to the actual job and job seekers will get instant notification of any new jobs as a text message on their cell phone. You can get more information from the TweetMyJobs website.

Source: eGrabber The best recruiters build relationships from their very first presentation of the job opportunity. Here are a few quick tips, we had discussed in some of our earlier newsletters, that can help you succeed: 1. Paint a perfect picture: Use words to create a visual imagery of the benefits, new work environment, exciting challenges, etc. 2. Tell compelling stories: Tell the story behind a job opportunity. Use metaphors to make the story exciting. 3. Be contagious with your enthusiasm: Transfer your excitement and enthusiasm about the new job to your prospects and you are more likely to get the candidate or referrals. It takes considerable training, skill and insight to consistently transform your candidate leads into possibilities. But remember, you can realize the opportunities only if you don't fumble on your fist call.

Source: eGrabber Spoke is a popular business directory that recruiters use for professional networking and lead generation. The Google syntax to search for profiles on Spoke is Keyword site:spoke.com (inurl:info OR intitle:"professional profile") intext:"professional profile" For example, if you are looking for sales candidates at the managerial level and above, your search string can be Director of sales site:spoke.com (inurl:info OR intitle:"professional profile") intext:"professional profile" You can the use the above format to search GeoCities and Tripod too.

Source: eGrabber People buy not because they understand what you sell, but because you understand them. So before you pick up your phone to call any client, ensure that you have a thorough understanding of their business, their needs and problems. The next step is to let your clients know that you understand them.  Recruiters who understand their clients get more time to discuss real job needs, make more hires and overcome some of the natural resistance that clients have towards them. Your clients will view you as partners in their endeavors and this gives you a certain advantage over other recruiters who are perceived simply as vendors.

The Google search syntax to search Yahoo Profiles is Keyword site:profiles.yahoo.com For example, if you are looking for C++ programmers or software developers, your search string will be C++ site:profiles.yahoo.com Yahoo Profiles may not be the best source for candidates, but if you are looking for alternate sources to add to your sourcing kit, then definitely go for it.

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.