Recruiter's Essential Tips

A targeted pipeline of potential candidates is important for any recruiter to be successful. Here are 5 reasons why you should build one: It is a proactive approach that helps you to identify the right candidates even before you get the job order.  When you receive a job order, you don’t need to search for candidates from scratch. You can right away send your candidates and fill positions quickly.  Avoid missing out top candidates because you will have them on top of your mind.  Reduce downtime for your clients especially for mission-critical positions.  Build your credibility & reputation among clients by delivering top candidates on time.   ResumeGrabber JobSuite is a smart & powerful online recruiting software that helps you to easily and effortlessly source candidates, build talent pipeline and build resume database.  A lot of sourcing specialists, recruitment & staffing professionals, talent management firms & recruiting offices have increased t

Branding is very important for the success of any business and it holds true for recruiting as well. It helps you build your credibility and strong professional relationships with your candidates. Try the following: Love your job and be the best at what you do. Keep abreast of the latest trends & technologies in the industry. Be genuine to your candidates and clients. It will take you a long way. Try and build your own style. This will help you be different from other recruiters. When your candidates or fellow recruiters ask for help, do it. It is an opportunity to build your credibility. Use social media channels to reach & engage your candidates. Source: eGrabber Newsletters

If you are looking to source web developers resumes in Google with specific location following search strings will be useful. site:linkedin.com ("keyword" OR "keyword" OR "keyword") "Keyword" "location * keyword" "people you know" For example if you are looking for web developers in Texas with CMS skill set search strings will be site:linkedin.com ("web developer" OR "web programmer" OR "web application developer") "CMS" "location * Texas" "people you know"

Following Google search strings will help you to find .NET web developers who have recently graduated.   site:www.linkedin.com "viewers" ".NET developer" "university * * * 2009..2012" | "college * * * 2009..2012" | "graduated * * 2009..2012" You can replace the keyword with related terms to get the desired search results.

Following site search technique is the one of the easy way to find Company Employees from Google. Google search syntax for this search is as follows: site:URL (Job Title) For example, if you are looking for profiles of people in the Executive Management at say Kforce Inc., the Google search script will be: site:kforce.com (Executive Management) This particular search string will also work in Yahoo and Bing.

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