Recruiter's Essential Tips

Sourcing candidates is not a difficult task at all but sourcing the “right candidate” is. Recruiters source candidates from job boards, professional networking sites, online resume databases, internal database and various other sources. But the challenge lies in finding the best talent from the huge candidate pool. A normal search on the Internet will not get you the right results. That is why, recruiters who are well-versed with Boolean search use Boolean search strings to source candidates. But, it takes a lot of time to source candidates using Boolean search scripts. Let us see what a recruiter does to source candidates for a particular role.    1. Search candidates in her internal database / Outlook emails or PC/system folders.    2. Write Boolean search strings to source candidates from different job boards.    3. Write Boolean search strings to source candidates from professional / social networking sites.    4. Write Boolean search strings to source candidates from on

Social media recruiting is one of the most effective recruiting strategies that help you to hire the top talent. But, you need to follow a few things to make the most of it. 1.     Engage with job seekers – When job seekers connect with you and ask questions, answer them. This helps you to build a relationship with your prospective candidates. 2.     Create a brand profile – You are the official representative of your company. So ensure that you have your company name / logo on your profile or bio. It helps job seekers to easily engage with you on career-related stuff. 3.     Update regularly – Post content that is relevant & useful to your target candidate pool and also encourage them to post content. 4.     Use multimedia – Use videos and other media content to job ads to improve engagement.

You can search Google for LinkedIn profiles with links to online resumes. The Google search syntax is as follows: site:www.linkedin.com "websites * * * resume" keywords For example, if you want to search for profiles of product managers in LinkedIn with links to online resumes, the Google search string will be: site:www.linkedin.com “websites * * * resume” product manager

The Network is a formal alliance of 36 leading recruitment job boards from over 80 offices committed to online recruitment in more than 70 countries. The Network is now the biggest online recruitment solution in the world, used by more than 1 000 customers. With access to a pool of over 82 million jobseekers across 70 countries, you won't need to look anywhere else to meet your recruitment requirements. http://www.the-network.com/

Healthcare Source is the leader in talent management services for the healthcare industry. It helps hospitals to acquire, develop and retain the best talent in order to increase the quality & efficiency of patient care. The company offers performance management services, applicant tracking services and a job board exclusively for healthcare professionals. http://www.healthcaresource.com/ 

The Internet is one of the major hunting grounds to source resumes and build a candidate resume database. Social networking sites, professional networking sites, blogs, personal websites, forums, etc. are some of the sources where you can find candidates. Surveys reveal that recruiters spend a great deal of time to source and import resumes. This is where recruiters who are well-versed with complex boolean search scripts stand out from the crowd. Boolean search is a great way of sourcing candidates from various Internet sources but you need to know the intricacies of it. You need to write complex resume search scripts for every job profile and it is really a tedious task even for the experienced recruiters, particularly when you have to find candidates from different locations, skill sets, experience levels, education, etc. This is where a resume import tool like ResumeGrabber Suite can help you to instantly source & import qualified resumes and build a resume database.

Attracting and hiring passive candidates is not as easy as it sounds. Here are a few tips that will help you to attract & hire passive candidates: 1.  Present a compelling case as to why your passive candidate should work for you or your client. 2.  Find out the candidate's motivating factor and work on it. If you get this one correct, you will have a better   chance of convincing her. 3.  Don't position the opportunity as a mere job; project it as a major career opportunity that entices your candidate. 4.  If you find that the candidate is not the right fit, stay in touch with her to leverage the candidate's network.     You might get a referral. 5. While closing, ensure that you don't exceed the budget. Because, you are offering a major career opportunity and not just salary.