Recruiter's Essential Tips

As recruiters, it is important that we become familiar with websites representing professional associations for positions that we recruit. For example an IT recruiter should be familiar with HDI (http://www.thinkhdi.com/), the Association of Information Technology Professionals (AITP), Women in Technology International (WITI), etc. If you specialize in Enterprise Architects, then be on The Open Group for Enterprise Architecture Forum, etc. These sites provide valuable opportunities for broadening your reach in the business community and getting to know the group's members, many of whom will be qualified job candidates. Often these sites will also post job openings for a fee.

Do you receive many resumes via email from job boards, social/professional networking sites, etc. on a daily basis? Do you manually screen the resumes and enter them into database? Are you spending most of your time in extracting resumes? If the answer is yes for all of the above questions, then you have a perfect solution for this. ResumeGrabber Standard helps you to quickly and easily extract resumes from various resume sources and enters the resumes into your database. It intelligently pulls out resumes from emails received from job boards and transfers them into ACT!, Outlook and GoldMine. With just one click, you can enter candidate contact information from all resumes and also attach the resumes to the respective contacts in your database. Now type less & recruit more! Click here to try trial version   of ResumeGrabber Standard.  

Source: eGrabber Passive job seekers will not usually visit job portals but they might frequent websites that regularly provide interesting stories and research information. Passive candidates constantly look for web resources that will help them hone their area of expertise to learn something new that can help their careers. By placing your job ad in a website that caters to an industry or profession, you increase the likelihood of passive prospects looking into the work opportunities that they might not have considered otherwise.

Source: eGrabber This technique locates keywords contained in the document’s URL. This is often called the Internet “address” as well. Each web page has a unique address on the Internet and you can search these addresses for keywords and phrases. The Google search syntax is as follows: keyword (inurl:resume) You can also use the numrange operator to narrow down your search to a specific location. For example, if you are looking for resumes of java programmers in the St. Louis, MO area, the Google search string will be java (inurl:resume) 63000..63199 Use this technique to get resumes you need to fill your location-specific assignments.

Managing scores of resumes daily is an insurmountable task. How can I streamline this, so that I get enough time to recruit? ResumeGrabber Standard captures resumes in any format at one go and enters them into your database, eliminating the data-entry steps. It automatically extracts all relevant contact details and job skills from any resume and creates a contact in ACT!, Outlook, GoldMine and web-based ATS, leaving you with more time for researching and recruiting. Visit URL to download the fully functional trial version of ResumeGrabber. ResumeGrabber Standard recognizes that the most successful recruiters are the ones that can build strong, long-term relationships with both the clients and candidates

 Source: eGrabber Newsletter Networking sites such as LinkedIn, Facebook, Twitter, Ziggs, etc. enable recruiters in creating passive links that might help them at some point in the future. As with lead generation in sales, the activity of social recruiting is a numbers game. You have to expand the top of your sales funnel with as many qualified connections as possible to get to a small number of hot prospects at the bottom. You should also tune your communication (messages) to attract only the right kind of candidates into your network. However, see to it that you do not spend an unjustifiable amount of time on social recruiting, in the context of your overall sourcing activities.

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