Recruiter's Essential Tips

 Source: eGrabber Newsletter Did you know that you can search candidates in Google Plus using the site command? The Google search syntax is as follows: site:(City | State) Keyword For example, if you want to search C++ programmers in San Jose, California, your Google search string will be: site:plus.google.com (San Jose | California) C++ When you click on the profile, the Posts tab is displayed by default. Click the About tab to find more information about the candidate.

If you want to make the most of your recruiting activities and become a successful recruiter, you need to know the following: 1.     How many qualified candidates do you get? A lot of candidates respond to a job ad. But you need to find how many candidates are actually “qualified” for the job. This information also helps you to measure the performance of your job ads. 2.     What is your best recruitment channel? Once you know the number of qualified candidates, find the recruitment channel through which they came. This helps you to find the recruitment channel that works best for you. 3.     How many contacts do you have in your talent pool? You need to know the number of qualified candidates (overall & by industry/domain) in your talent pool to make the most of it.

ResumeGrabber Suite is a powerful Resume Import Tool that allows you to grab resumes and candidate contact information from search engine results – Google, Yahoo, Bing, etc. To grab resumes , simply point to the source of resumes and click on ResumeGrabber. The software will automatically extract name, address, email, phone number and other candidate contact details and enter them, along with the resume, into your database. With ResumeGrabber you can save 90% of the time you would normally spend in manually copy-pasting resume details. Click here to download your 10-day free-trial version of ResumeGrabber today.

LogJobs is a niche job board that is dedicated exclusively to logistics and supply chain professionals. It offers job seekers & employers new ways to reach each other and stay connected through the most popular social networking sites such as Twitter, LinkedIn and Facebook, etc. LogJobs has considerable reach within the logistics community, and more than just being a job board, it brings more visibility and exposure for job seekers who visit their website. http://www.logjobs.com/

Source : eGrabber Newsletter Did you know that you can search resumes on Google by ZIP code radius? The Google search syntax is as follows: Keyword (intitle:resume OR inurl:resume) -job -jobs -sample -samples -"resume service" .<START ZIP>..<END ZIP> (State) For example, if you want to find PHP programmers within 5 mile radius of 95129 in CA, the Google search string will be: PHP (intitle:resume OR inurl:resume) -job -jobs -sample -samples -"resume service" 94086..95130 (CA OR California) Note: You can use http://maps.huge.info/zipcolors.htm to find the ZIP code range. It displays all ZIP codes within the specified radius sorted from low to high. If you want to know more about such search strings, please try our resume sourcing-cum-import tool - ResumeGrabber Suite. It includes 100+ expert boolean strings developed by leading industry experts for sourcing resumes through Google, Yahoo, Bing and Social / Professional network sites. It

Social media recruiting has taken precedence over the traditional recruiting methods in the recent years. Millions of users join one social network or other on a daily basis. A recent survey has revealed that 82% of job seekers in the U.S. use social networks and 14.4 million job seekers have used social networks to find their last job. Almost 90% of the companies in the U.S. use social media as a recruiting strategy.  Social media recruiting shot to fame because of two reasons. The first reason is that it is available for free. Unlike other media, you don’t have to shell out a single penny for using social networking sites. Secondly due to its viral marketing effect, you can share information beyond geographical boundaries in a single click. A job posting by a recruiter or an employer reaches the job seeker in a few seconds. Similarly a job seeker can also reach her prospective employer through social media. This may sound a lot easier but in reality it isn’t.  Experts say that

 Source: eGrabber Newsletter BioSpace is the leading online community for industry news and careers for life science professionals. For over 23 years, BioSpace has provided quality recruitment and job seeking opportunities for professionals in the biotechnology and pharmaceutical industries. In addition, BioSpace has accelerated communication and discovery among business and scientific leaders in the biopharmaceutical market. BioSpace.com offers a multi-faceted venue for industry professionals to come together on the Web. The online job board, daily biotech news feeds and community features connect recruiters, job seekers, and life science professionals unlike any other industry website. http://www.biospace.com/

 Source: eGrabber Newsletter You can search for LinkedIn profiles with experience in a particular domain. The Google search syntax is as follows: keyword (site:www.linkedin.com/pub OR site:www.linkedin.com/in) -"pub/dir" .. For example, if you want to search LinkedIn profiles with RFID experience, the Google search string will be RFID (site:www.linkedin.com/pub OR site:www.linkedin.com/in) -"pub/dir" 2000..2010

 Source: eGrabber Newsletter Asking the right questions is crucial to win more business & referrals and recruitment is no exception to this. If you are providing exceptional service to your clients, they will be always happy to share their experiences and make referrals for you. But you need to ask the right questions. Whenever you provide a service to a client, don't forget to ask the following questions: 1. What else can I help you with? -  This is an open question and it allows the client to think and let you know if there is any requirement. 2. Who else might be able to use my services? - Again, this question makes the client to think. So, you need to be patient enough to allow the client to think and answer.

You can use the site command in Google to search candidates with Google Profiles. The Google search syntax is as follows : site:(City | State) Keyword For example, if you want to search SAP consultants in San Jose, California, your Google search string will be site:profiles.google.com (San Jose | California) SAP The profiles display the candidate’s name, occupation, employer name, education and the places where the candidates have lived before. If you want to know more about such search strings, please try our resume sourcing-cum-import tool - ResumeGrabber Suite. It includes 100+ expert boolean strings developed by leading industry experts for sourcing resumes through Google, Yahoo, Bing and Social / Professional network sites. It also mass imports resumes from Google search results, Outlook email, PC folders and automatically transfers them to your database.  Download your free ResumeGrabber trial here: http://www.egrabber.com/TU4221L97

 Source: eGrabber Newsletter StaffingU is a collegiate-themed training, coaching and consulting company that offers the most comprehensive, convenient and innovative training, coaching, and consulting services for staffing and recruiting professionals. StaffingU combines the convenience of technology with powerful methodologies and techniques based upon honest and ethical business practices. StaffingU offers innovative strategies that will help staffing and recruiting professionals build healthy and lasting business relationships. http://www.staffingu.net/

Source: eGrabber Newsletter Social media is the easiest and the cost-effective way for recruiters to reach candidates but the unfortunate thing is, most of them don’t engage. Widen your engagement intersection to make the most of social media. Always remember to do the following: 1.     Think about how to engage candidates easily and make it easier for candidates to engage. 2.     While engaging, try to understand more about the candidates who engage with you. 3.     Start a talent pool or community. Build and maintain relationships with your community members. 4.     Once you build relationships, reciprocate to the candidate’s message. They want a job. 5.     Experiment and find out what’s working, what’s not working and why.

Recruiters and hiring managers spend a lot of time to source resumes and extract resumes. Generally when you search for resumes in search engines, you get a lot of results. Along with the resumes, the search results also contain other unwanted information. So, to pick only the resumes from the search results, you need to manually click each result and check whether it is a resume or not, and then segregate the resumes alone from the search results. This is a time-consuming and tiresome task. If you are well-versed with Boolean search strings, you can use various combinations of search strings to find only the resumes from the search results. But again, you need to manually execute each search script to source candidates from different locations, different skill sets, experience and various other criteria and it eventually takes away most of your productive hours which means there is every chance that you might lose a potential candidate or client. This is where a complete end-to-e