Recruiter's Essential Tips

Source : eGrabber Newsletter Sourcing candidates manually from the Internet is a time consuming process, even if you have the right search strings. But, there are ways to automate parts of the process. For example, you can use Google Alerts to receive links to new resume postings straight to your inbox. Here's how: 1)     Go to the Google Alerts website 2)     In the 'Search terms' box, enter your search string. For example, if you would like to receive information in new resume postings/ updates for Certified Public Accountants (CPAs) in the state of California, enter the following search string* in the box intitle:resume (CPA) (California | CA) 3)     In the 'Type' box, select Web from the drop-down 4)     Enter your email and click on the Create Alert button Now you will start receiving updates from Google through emails. All you need to do is check your inbox for info on links to new / updated resumes.

Source: eGrabber Newsletter Do you spend hours manually searching resumes on the Internet? For recruiters who are not experts in Google search commands and techniques, this can be quite a frustrating task. Now, there is a way by which you can easily search passive resumes on the Internet. The eGrabber ResumeFinder is specifically designed to assist sourcers / recruiters who search for resumes on the Internet. Simply enter your keywords (such as Java programmers) and ResumeFinder will use the power of search engines (Google, Yahoo, MSN Live, AltaVista and AlltheWeb) to search matching resumes from -     Internet Communities such as GeoCities, Angelfire, etc. -     Social Networking Sites -     Free resume sites including Craigslist and many others -     Largest ISP’s such as ATT, Earthlink, AOL and others -     Popular blog hosts such as bloggers.com, blogspot.com, etc. We invite you to use ResumeFinder for couple of days at no cost . Even better, call our sales specialists now

Amidst stringent time schedules and stiff competition, dealing with hundreds and thousands of resumes becomes a grueling task. During peak hiring seasons, it becomes more hectic. Typically, recruiters receive hundreds of resumes through emails. In addition, they look for resumes in job boards, search engines, professional networking sites, resume portals, personal websites, blogs, social networking sites, etc. The task at hand is to extract resumes from the above-mentioned sources and save them in the database. Manually extracting hundreds of resumes is a daunting task. You need to manually open every resume, read through the content and then copy-paste the resume data into your database. This is not only a time-consuming task but also hinders other recruiting activities. It slows down the whole recruiting process and you might even end up losing a potential candidate or client. This is why smart recruiters use resume extraction software to quickly capture resumes and transfer

Source: eGrabber Newsletter In today's challenging environment, an employment branding initiative will offer any organization, that commits itself to it, a big advantage. The following are certain guidelines for employment branding: 1.     Understand your organization's vision and key long-term business objectives. 2.     Align recruiting goals with the organization's goals. 3.     Determine the talent requirement to achieve key business objectives. 4.     Identify key attributes that will define employee experience in the organization. 5.     Aim for messaging consistency in all your external communications. 6.     Set standards to regularly measure and evaluate the recruiting function in your organization.

Building a candidate database is of paramount importance for recruiters, but finding job postings or job requirements is also equally important. Job postings are available in the Internet for various job titles, skill sets, locations, etc. Now the key for success is to quickly find the job postings on the Internet, find the best candidate profiles from your database and reach the clients before your competitor does. Manually searching for job postings is definitely a time-consuming and tiresome task. This is where an automation tool like ResumeFinder can make your life easy. ResumeFinder helps you to find online job postings in three simple steps. Step 1: Enter the job title. Step 2: Select the search script. Step 3: Click the Find button.  ResumeFinder searches and displays the online job postings in just a few seconds. To know more about ResumeFinder, click here. To download the fully functional free trial version of ResumeFinder, click here.       

Source:eGrabberNewsletter I use the Internet to search for resumes of passive candidates. But my searches often return a number of irrelevant and unwanted results, which is frustrating and time-consuming. Is there a way I could zero in on the relevant resumes without having to be a search engine expert? ResumeGrabber is specifically designed to assist recruiters who search for resumes on the Internet. Simply enter your keywords (such as Java programmers) and ResumeGrabber will use the power of search engines (Google, Yahoo, Bing, etc.) to search matching resumes from -     Internet Communities such as GeoCities, Angelfire, etc. -     Social Networking Sites -     Free resume sites including Craigslist and many others -     Largest ISP’s such as ATT, Earthlink, AOL and others -     Popular blog hosts such as bloggers.com, etc => Find business email address and phone number for each profile => Export them to an ATS or Excel. This way, you get an actionable, ready

Now-a-days finding valid candidate's resumes and their contact information is essential to every recruiters and most of them using LinkedIn / other Professional networking sites to find updated resumes. I would like to help all of the resume searchers to find valid candidate's resumes and their contact information along with their updated resume from Linkedin. LinkedIn have updated their search algorithm to finding valid candidate's resumes from their database, like that most of the senior professionals are optimized their resumes using targeted keywords. Assume this the recruiters may looking to get valid “oracle developers” resumes from “San Francisco bay area” from “Information Technologies and Service” industry and in trill down they may looking for the candidates who are currently working in the “Oracle Corporation” Now find the below instruction to get the valid oracle developers profile from LinkedIn 1)Search “Oracle Developers” 2)Filter by Location “S

Sales experts believe that cold calling is one of the most powerful skills that every sales person should have. They say that it is proactive, productive, profitable, and it offers instant gratification. But when it comes to recruiting, it is altogether a different ball game. Recruiters need to follow certain rules while cold calling. There are 5 powerful cold calling rules for recruiters. They are as follows: Build a Relationship - Be patient and be prepared to invest time in building a relationship with the prospect. Remember, the prospect does not know you or your services and doesn’t know how well you can help him/her. So during the initial conversation, focus on building a relationship rather than trying to convert a prospect into a client. Follow Up – Follow up with your prospects regularly through direct mail, telephone, email or other possible communication channels. Following up regularly and in a timely manner enables your prospects to have you in fr

The 2010 Benchmark Pro survey involving nearly 4000 employers from about 15,000 locations across the country has revealed that 93.4% of organizations have started to actively look for qualified candidates. This is slightly up when compared to 91.1% reported in 2009. This is an indication that companies are slowly recovering from the economic catastrophe to make a gradual comeback. The survey reveals the following: Employers use various methods to recruit new employees. Advertising on the Internet tops the chart at 81.1% followed by newspaper advertisement at 63% and employee referral programs & job fairs at 54%. Almost half of the companies use Internet resume database and over 30% of the companies use sign-on bonuses or trade and professional association advertising. Recruiting methods differ based on the industry. Job fairs are used by 75.6% of hospitality organizations, 70% of healthcare organizations, 64.2% of banking and finance, 51.6% of insurance and

Here are some elements to consider and incorporate into your recruitment strategy. These are just a few ideas to get people thinking and working towards creating a state employment and agency brand. Survey current employees and create profiles of top performers. Ask them what their WOW's are about their employment. What makes the state a great place to work? Define the recruitment strategy and the desired goal. Determine what primary result you wish to achieve through this effort and what tools will get you there. Do the market research of the audience you want to target. Find out what motivates and attracts the workers you are targeting. Develop metrics. Identify where to measure outcomes and what success is.

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.