Recruiter's Essential Tips

Social Networking sites are one of the best source for recruiters to find passive / active candidates. By doing manual search to find any candidate profiles it takes a lot of time and effort. Our ResumeGrabber JobSuite is designed for Recruiters to automate their process. It's a powerful Resume Import Tool that allows them to grab passive / active candidates profiles from Social Networking sites, Job boards, Search engines and any sources in Internet. Also it helps them to transfer the candidate profiles to any database such as ACT!, Excel (Spreadsheet), PCR. ResumeGrabber Jobsuite will help you to append the missing email addresses and phone numbers of candidates in a click. With ResumeGrabber you can save 90% of the resume data entry work. Download your 10-day free-trial version of ResumeGrabber today .

If you are looking for location based passive candidate profiles, the following search string will help you to find them.   Keyword "New York" site:linkedin.com (inurl:pub OR inurl:in) -inurl:dir -inurl:companies -inurl:jobs -inurl:events -inurl:groups -inurl:skills -inurl:blog -inurl:title For example, if you are looking to find software engineer, the search string will be:   software engineer "New York" site:linkedin.com (inurl:pub OR inurl:in) -inurl:dir -inurl:companies -inurl:jobs -inurl:events -inurl:groups -inurl:skills -inurl:blog -inurl:title

Following search strings will help you to find online profiles using Google. Keyword ("resume for" OR "resume of" OR "curriculum vitae" OR "my resume") -example -examples -sample -submit -free -write -template -write -download -jobs -post For example if you are looking to find java developer, the search strings will be java developer ("resume for" OR "resume of" OR "curriculum vitae" OR "my resume") -example -examples -sample -submit -free -write -template -write -download -jobs -post You can tr y 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. Download Free Trial Version From http://www.egrabber.com/TU422Up97

One of the best ways to do a location specific search, for resumes of passive candidates, is to use the area code in your search string. The Google search syntax is as follows: Keyword (intitle:resume | inurl:resume) (State) (Area code) For example, if you are looking for resumes of graphic designers in St. Louis , Missouri , the search string to use will be Graphic Designer (intitle:resume | inurl:resume) (Missouri) (314 | 636) -job -apply -submit Another advantage of using this search technique is that you get resumes with phone numbers. You can tr y 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. Download Free Trial Version from http://www.egrabber.com/TU422Uq97

If you are looking for location-specific profiles on Twitter, then this Google search string will be handy. The Google syntax to search for Twitter profiles is: site:twitter.com Keyword (State) "City" -jobs For example, if you are looking for mechanical engineers in Dallas , TX , the search string to use on Google will be: site:twitter.com mechanical engineer (Texas OR TX) "Dallas" –jobs Try different variations of the above search string or replace the keyword with related terms to get the desired search results.

Job boards and LinkedIn are some of the great sources to search candidates. However, it may not be helpful if the resumes are old and if potential candidates don’t reply. The best solution is to source potential passive candidates who are interested and aware of your company background. Try the following: Consider candidates in your ATS. Maybe they didn’t make it sometime ago but now they have improved their skills or added a few certifications. Search for new talent via career page in website, job fairs, networking, career development programs, etc. E ncourage employee referral programs. Ask your employees to refer their friends & former colleagues with the desired skills.

Smart candidate sourcing always results in better hires. Your recruiting success depends a lot on how effective your candidate sourcing strategy is. Try the following: Have a clear candidate sourcing strategy that works best for you.  Get to know more about the job, candidate, company, industry, etc. First things first. Prioritize your tasks.  L ook for candidates from multiple sources - internal database, job boards, social/professional networks, etc. Always keep your promises. Source: eGrabber Newsletter

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.