Recruiter's Essential Tips

Source: eGrabber Newsletter Tracking the sources of resume is important in order to recognize those folks who send business your way. You could get resumes directly, from other recruiting agencies, references from candidates and many other sources. Equally important, you should be tracking the source of every lead, including all of your marketing efforts. Many recruiters enter the name of the direct mail piece or print ad for every lead. In ACT! the Referred By field can be used. Not only can they see where the contact originated, there is a special report specifically  designed to generate a list of referral sources. In GoldMine Source field is used to enter the reference. A user- defined field can be created in Outlook to track the source of the resume.

Source: eGrabber Newsletter One of the greatest advantages of contact managers is that you can easily lookup candidates who satisfy your search criteria. Contact managers such as ACT! and GoldMine also let you set SQL queries or filters based on values in different fields. Simple to complex search queries can be set based on any of the contact fields. For instance, if you are looking for a Java professional with 5 years experience, you can give an appropriate query to find candidates matching the requirement.

Source: eGrabber Newsletters I spend a lot of time entering resumes into my database, leaving me with no time for recruiting. Is there any way by which I can save time from resume data-entry and be more productive? ResumeGrabber helps you extract all those resumes into your database with just one click. It extracts all relevant contact details and job skills from a resume in any format and automatically creates a contact in ACT!, Outlook, GoldMine or web-based ATS. This leaves you with more time for recruiting, while ResumeGrabber does all the resume data-entry work for you. Download your 10-day free trial copy today.

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.