Recruiter's Essential Tips

As the competition for recruiting the best talent heats up, you got to ensure that you get your basics right. Here are 4 basic principles that will help you to recruit the best talent. Know your organization’s / client’s candidate value proposition and ensure that it is communicated effectively to your prospective candidates. Make the most of your social / professional networks. Broadcast job openings to your networks. Continue to expand your network. Build a talent pipeline and get in touch with your prospective candidates. This will help you to quickly identify the right candidate when there is a requirement.  Ensure that your interview process is effective & consistent.

TalentPack is a cloud-based applicant tracking system designed exclusively to address the current challenges of recruiters. It helps simplify applicant tracking and provide recruiters a lot of features that will help them reduce recruitment costs. TalentPack helps recruiters to post jobs on various social media channels & job boards, attract the right talent, screen & shortlist candidates, manage communication with job applicants and a lot of other features. TalentPack is available in English, French, Russian, Chinese, German and Spanish.         For more details, visit http://www.talentpack.com/ Source: eGrabber Newsletters

Google+ is one of the fastest growing social networking sites and it offers recruiters a new way to get connected with job candidates. Try the following: Circles help you to organize your contacts. You can create unlimited number of Circles to group your candidates, clients & other contacts. It helps you to easily and effectively communicate with different groups of people. Hangouts enable you to interview candidates online. The group video chat feature helps you to have multiple interviewers from multiple locations. The update feature doesn’t have any text limitation. So you can post the full job description and share it with your desired Circles. Google+ Sparks help you to keep you updated with the latest industry news & trends. Source: eGrabber Newsletter

LinkedIn tops the list of social networking sites when it comes to candidate sourcing. It offers a lot of opportunities for the recruiters to make the most of it. Try the following: Search for targeted candidates and get connected with them. Don’t wait for the opportunity to knock your door, instead be proactive and build your network. Use advanced search options to find the right candidate. You can also save the search with the right search parameters to use it in the future. In addition to LinkedIn search, you can also try searching Google for LinkedIn profiles. Create a complete company profile on LinkedIn. Keep it professional as candidates might search and contact you. Source: eGrabber Newsletters

Time is one of the most crucial elements of the recruiting process. With fierce competition all around, it is essential that you deliver the goods on time. If you don’t, chances are high that you might lose a potential candidate or client to your competitors. Try the following: Find out the target date to fill the position and plan your activities accordingly. Use automated tools to pace up your recruiting process – sourcing, screening, background check, etc. Ensure that the process is moving or else your candidates might move on. K eep in touch with the candidates throughout the process, especially between offer date & start date.

Building a talent community on social & professional networking sites is an integral part of sourcing strategy. However, you need to ensure that you provide valuable & interesting information to keep them engaged. Try the following: Post company news - press releases, publications, acquisitions, awards, job fairs, walk-ins, etc. on Facebook or Twitter. Provide tips/advice for job seekers. Latest tips & trends on the industry, technological advancements, resume tips or interview tips can help job candidates a lot. It improves the chances of more engagement. P ost photos/videos of your recent company outing, facilities/ infrastructure, employee testimonials, etc. These things will help you improve employer branding. Source: eGrabber Newsletter

Finding the right candidate for the right job opening has always been one of the major hiring challenges. Often you look for education, skills, experience, track record, etc. But, in addition to that, you got to consider the following while hiring candidates. You got to know how reliable the candidate is, whether she is dependable during a crisis. Find out whether the candidate is a team player, collaborative, gets along with people well, fits into the company culture, etc. Find out the motivation levels of the candidate, whether she is a self-starter and capable of working on tight deadlines.

Source: eGrabber Newsletter One of the keys for successful candidate sourcing is to have a thorough knowledge about your sourcing cycle. It gives you enough confidence to fill a job position. Try the following: 1. Search for resumes in job boards. Get the best possible matches; you can also save the search and set alerts to get the search results delivered to your inbox. 2. Use LinkedIn and find relevant profiles that match your criteria. 3. Look for suitable candidates in your internal database. 4. Get referrals from your existing employees. 5. Now, you have a candidate pool to work on. You can also post jobs in various sites, forums and social networking sites to further your chances of finding the right candidate.

 Source: eGrabber Newsletter SHL is one of the leaders in talent management solutions that offer better business results for clients through top-class people intelligence and decisions – from hiring & recruiting to employee development & succession planning. SHL has its presence in over 50 countries and it delivers more than 25 million assessments a year in over 30 languages offering clients the benefit of global expertise & local insight. SHL is known for its world-class consulting practices, a strong 24-hour global support system and an easy-to-use technology platform that helps their clients immensely. For more details, visit  http://www.shl.com/us

In a fast-paced world, where time is one of the critical factors of success, resume parsing is one of the major challenges that recruiters & hiring managers encounter on a daily basis. If resume sourcing is one big task of finding resumes, resume parsing is an equally important task of extracting the resumes and candidate contact information from various resume sources. Search engines, job boards, social & professional networking sites, personal websites, blogs, forums, free resume portals, email attachments, PC folders, etc. are some of the sources where recruiters look for resumes. They spend a lot of time to parse resumes or extract resumes from these sources. Instead of reaching the candidates, they slog throughout their business hours to manually extract resumes and copy-paste candidate contact information into their database. This is where most of the recruiters lose their opportunities. Even though you find the best candidates, if you don’t reach them on time, ther

 Source: eGrabber Newsletter Hiring the best talent has always been one of the major challenges faced by recruiters. Here are a few tips that will help you recruit the best of the best talent in 2012: 1. Don’t just post job ads and wait for things to happen. Find out where your target audience is and nail them. 2. Look for candidates who have the passion and the right attitude. Those candidates can be easily trained for skills. 3. Publish job ads that attract ideal candidates and answer the questions that arise in their minds.  4. Grow your talent network, foster good relationships and build trust with the best candidate pool. 5. Reach your candidates and know what they want. It will help you to create a win-win job offer.  

Resumes are everywhere on the Internet. But, if you are not a resume search expert, you will be hard-pressed in finding resumes of your choice. Simple search queries on search engines will return a number of unwanted and irrelevant results. Manually sorting resumes from search results can be a tedious and distracting task. This is where a resume search software such as ResumeGrabber Suite can help you to instantly find passive candidates on the Internet. ResumeGrabber Suite has 100+ expert boolean search strings that enable you to search qualified resumes from the Internet.  ResumeGrabber Suite helps you to: Source and parse resumes from search engines, social & professional networking sites, blogs, personal websites and portals, etc. Import passive candidate  resumes to the most popular databases such as PC Recruiter, BigBiller, ACT!, GoldMine, Microsoft Excel, Microsoft Outlook, HR XML, etc. Screen candidates and perform candidate background check. All you need t

Talent sourcing has never been the same since social media came into existence. With social media taking center stage, especially in the last couple of years, it has drastically changed the way companies recruited and hired prospective candidates. Companies ranging from Fortune 500s to small startups are now using social media as one of their key recruiting strategies. Social media broke the shackles of traditional recruiting methods and it helps recruiters speed up their recruiting processes. Geographical boundaries have now been reduced to just a status update or a tweet. Employers, recruiters and prospective job candidates are now able to reach each other in a fraction of a second which was not the case in the past. Statistics reveal that the year 2011 has been a year of social media. More than 14 million people have used social media to find their last job and an increasingly large number of companies have started using social media to recruit and hire the top talent. Based