Recruiter's Essential Tips

One of the most important recruiting tools that recruiters and hiring managers need to have is a resume database of qualified candidates. Although the above statement seems to be familiar to the recruiting fraternity, the words “qualified candidates” means a lot to the recruiters and hiring managers as it determines their success. Why qualified candidates? Resumes and candidates are available in plenty but as a recruiter/hiring manager, you need to have “qualified candidates” to meet the requirements of the clients. You cannot take it for granted that every candidate you source will match the job requirements of your clients. The key reason behind this is talent shortage. Studies reveal that out of 100 job applicants only two or three candidates get selected and the others get rejected due to lack of talent. In this scenario, if your client approaches you for an urgent job opening, you cannot ask the client to wait and then search for the right candidate. On the other hand, if you

 Source: eGrabber   The reason behind using Google as a recruiting tool is simple: experienced professionals appear frequently in its searches due to their normal professional activities. As a result, top professionals have higher Google scores (a Google score is a numerical calculation that counts the number of times that a reference to an individual appears online). A high score for an individual indicates that a person is more active in his or her field, and thus more desirable. A high Google score can be as a result of a variety of things a candidate has done, including Talks they gave, Articles they authored or are cited in, Awards and patents they received , Magazine and newspaper article mentions, etc. Even if their activities didn't originally appear on the Internet, these days everything of any significance is eventually cited somewhere on the web. It might surprise you that most professionals with more than 10 years of experience have their own "Google score."

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

 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.