Recruiter's Essential Tips

Interviewing candidates is one of the most critical phases of a recruiting process. To be successful, you got to know the do’s and don’ts. Try the following: Ask relevant questions and ask tough questions if there is a necessity. Don’t be afraid. Don’t boast about your company just for the sake of attracting your candidates. Ask for information that you don’t have - information that is not mentioned in the resume. Allow your candidate to speak more and listen. Provide detailed information about the job requirements. Plan your interview, short or long, as necessary. Respect your candidates’ time and keep up your time. Source: eGrabber Newsletter

If you want to hire great people, you have got to be proactive. You cannot just post your job ads in a couple of places and wait for candidates to come to you. Try the following: Post your job ads in as many places as possible – job boards, social networking sites, professional networks, etc. to gain more visibility on the Internet. Don’t restrict yourself to active job seekers alone. Look for passive candidates also. Ask your colleagues, friends, partners, etc. to refer people who are looking for a change. E xpand your network, be active and make the most of it.

Time plays a crucial role in determining the success of recruiters. With the war for talent on the rise, it is essential for recruiters to control time rather than time controlling them. Try the following: Be proactive and plan your day – Spend a few minutes each day to plan the day’s activities and ensure that you adhere to your plan. As the day goes on, check your to-do list to find out what you have accomplished. Prioritize important tasks first as you will be able to focus more when you are fresh. Be positive, deal with frustrations effectively and move forward. A t the end of the day, check if everything went as per the plan. Source: eGrabber Newsletter

Being proactive and reaching out to prospective candidates is one of the best ways to attract top candidates. Try the following: Write a detailed job description with optimized tags & keywords. Search engines and jobseekers should easily find it. Provide quality content that is interesting and engages your prospective candidates. Find where your top candidates are and connect with them - Facebook, LinkedIn, Twitter, user groups, etc. Make the most of social media interactions to increase employment branding. Accessing career sites via mobile devices are on the rise. So leverage mobile technology to provide great candidate experience. Ensure that you always provide positive candidate experience. Source: eGrabber Newsletters

Successful recruiters possess certain skills and qualities that make them stand out from the rest. Here are the 7 skills that every recruiter must have: Remember, recruiting is like selling. You got to sell opportunities to your candidates. So you need to have strong sales skills. Look for various sources to hunt for candidates – job boards, social media, Boolean searches, professional networks, etc. Learn to listen first and then talk. Be friendly and build great rapport with your candidates. Candidates love to hear back from you. So follow up diligently. Be approachable to your candidates – answer phone calls & reply emails promptly. K eep yourself updated on the latest tools, technologies & trends. Source: eGrabber Newsletters

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.