Recruiter's Essential Tips

Do you think you can find the right candidate for the right job when your resume database has resumes that were updated a year or years ago? Certainly not. There is every possibility that candidates might have updated their resumes – may be added a few certifications, acquired skill sets, domain experience or even changed their contact details, etc. So, it is very vital for recruiters and hiring managers to find and extract the updated and qualified resumes. The Internet is considered as one of the major sources of resumes. It offers free resumes from resume portals, professional networking sites, personal websites, blogs, etc. But again, searching resumes in the Internet is a very tedious and time-consuming task because the search engines display millions of results and you need to manually find and extract the qualified resumes from those results. You can also find qualified resumes from the Internet but you need to be an expert in resume search scripts and search logics. This i

 Source: eGrabber   Though recruiters work hard to identify qualified people, some often squander their hard-earned assets. Each candidate is precious and can open a wide door of possibilities, none of which can ever be realized if you do not create maximum impact in the first call you make. A weak presentation not only kills a potential placement, it wears out your welcome and tires your candidate. One of the ways to make a strong presentation is to tell a compelling story. A job is more than just a set of specifications or organizational requirements. Learn how to tell the story behind a job opportunity, and explain the dynamics of the people within the company. A well crafted story can help the candidate visualize, paint scenarios and better understand the ideas conveyed. The more interesting the story, the more you get the candidate to identify with the job and the more likely you are to spark the candidate's interest to join or refer her friends.

Normally most of the recruiters will find the resumes from search engines like, Google, Yahoo, Bing and Social Networking Sites also. There the recruiters may get the resumes, but I have a question how many of them are updating their contacts , email addresses in the social networking sites. In this case how recruiters can find out the quality / accurate resumes from social networking or professional networking sites. Every year 20% of people are changing the company and most of the company are get closed & opened newly. Now in this case also the recruiters can't find the qualified resumes. We can get many tools to find out the qualified resumes. But I finally addressed the tool named as ResumeGrabber Suite and would like to recommend to use the trial version. This will help you to Speed-up online candidate sourcing, Searches resumes on the Internet, Extracts resumes and contact info into database & Gets background info from the Internet. You can also benefit in a

Source: eGrabber As most of you would know, the key to to a great recruiting call is striking a relationship with the candidate. And relationships develop from trust. Here are a couple of things you could do to increase the authenticity of your candidate recruit calls: 1.Show the candidate the value you add to the relationship - Industry expertise, your network or connections, confidentiality, job openings, etc. 2.Seek to understand candidate's reasons for satisfaction or dissatisfaction with current job. Remember, you should always establish a relationship before you ask something from the candidate - even a referral or lead, etc. Ref: Recruiting Mastery articles by Scott Love

Source: eGrabber Founded by Barbara Ling, a pioneer in savvy Internet recruiting techniques, the resources section on this site allows recruiters free access to articles, tips and more. You can get more information from the RiseTrends website.

The site-search method in Google can help you locate profiles of passive candidates from various networking sites. The Google search syntax is site:(site name) (keyword) (state) For example, to search for LinkedIn profiles of Pharmacists from California, you can try the following search string in Google: site:www.linkedin.com (pharmacist) (CA) -inurl:directory By including this search method in your passive candidate sourcing process, you can easily build passive prospect lists from LinkedIn.

One of the toughest challenges faced by HR professionals and recruiters is to find the right candidate for the right job. Despite having several job boards, there are still a lot of hard-to-fill jobs. The reason is that these job boards are unable to provide the right candidate and they are quite expensive too. So what next? The solution is sourcing passive resumes.  Passive resumes are resumes of candidates who are already employed and are not actively looking for jobs but they are “actively passive” – i.e. they will be just monitoring the job market trends and opportunities. If an attractive offer comes their way, they might be interested in it. These candidates post their resumes in social networking sites, blogs, personal websites, professional forums, etc. The major advantage of passive candidates is that they are a hidden talent pool and are not contacted by your competitors. Passive sourcing is less expensive as these resumes are available in the Internet for "FREE."

 Source: eGrabber Newsletter You can use Google to search the public profiles of Plaxo users. Many recruiters use Plaxo not only to manage their database of candidates, but also to target hard-to-find passive candidates. The Google search syntax to search profiles on Plaxo is keyword site:plaxo.com (intitle:profile OR inurl:profile) -intitle:sign -inurl:public For example, if you are looking for profiles of website developers on Plaxo, the search string would be (web developer | web programmer) site:plaxo.com (intitle:profile OR inurl:profile) -intitle:sign -inurl:public Most public profiles list the person’s contact information (at least the email address).

Source: eGrabber Newsletter Twitter Search is an easy way of finding relevant people to follow on Twitter. If you are looking for any recent or interesting topics, to follow, in Recruiting, all you have to do is enter the phrase and hit Search. You can get more information from the Twitter Search website.

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