Recruiter's Essential Tips

Social media recruiting has become an inevitable and integral part of recruiting. A lot of recruiters are using social media tools for various recruiting activities & needs. In case, you are still scared, hesitant or clueless, here are 5 tips that will help you to set your social media journey on. Try the following: Listen  – Identify where your targeted candidates hang out, join and just listen to them.   Plan  – Once you know what is going on, plan - what to do, how to do, who will do, what to expect, how to measure, etc. Participate  – It’s time for you to speak out. Post, tweet, update, upload, etc. Monitor  – Measure your impact – likes, re-tweets, replies, comments, shares, cost savings, etc. Engage  –  Converse, build a genuine relationship with your candidates and build a talent community.

Recruiters need to keep pace with the latest trends and competition to sustain and grow in the most demanding market conditions. Studies reveal that recruiters spend most of their time to source candidate resumes. As a result, the recruitment process becomes lengthy posing a risk of losing the candidate or client. This is where smart recruiters use online recruiting software to quickly source candidate resumes. The recruiting software helps you to source candidate resumes from any source, and thereby it speeds up the recruiting process. The online recruitment software also helps them to quickly build a resume database of qualified candidates. The recruiting software helps recruiters to extract qualified resumes from search engine results, outlook emails, PC folders, clipboard, social networking sites, blogs, internet communities, etc. and transfer to the most popular resume databases and application tracking systems.  ResumeGrabber JobSuite is one such online recruiting software

An effective job description is one of the most vital tools for a successful recruitment process. It helps you find the right people and saves you a lot of your time. So, before you write your next job description, try the following: State clearly what is expected out of the candidate – roles, responsibilities, goals, etc. Get these details from the hiring manager. So only candidates with the above-mentioned description will apply. Also, you can be at sync with the candidate and the hiring manager right from the beginning. It helps a lot during the interview and the reviews in the future as well.   Look for similar positions on job boards to find if you have missing something and add if necessary.

Twitter, once a social networking site that was primarily used to stay in touch with friends, has now evolved into one of the most popular social media recruiting tools. To leverage the power of Twitter, Try the following: Before starting, have a clear plan about who your target candidates are, what you are going to tweet, etc. Choose a name that is close to or related to your company name. Ensure that your Twitter page looks professional with a relevant bio, image, etc. Tweet useful information/job postings, follow candidates/companies, and promote your account. Have someone who is responsible and has a good understanding of the market, maintain your account.

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: 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. Use LinkedIn and find relevant profiles that match your criteria. Look for suitable candidates in your internal database.  Get referrals from your existing employees. N ow, 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.

Hiring the right candidates has always been one of the biggest challenges for recruiters and hiring managers. You cannot term someone as the “right” candidate based on her qualification and skills alone. You have to do a lot more than that. Here are a few tips that will help you hire the right candidates. Decide upon the qualifications that are mandatory and skills that can be learnt on the job. Have clear objectives for various stages of your interview process. Hire candidates who fit into your company culture, understand your company’s core values and help you achieve your long-term goals. Always build a talent pipeline of qualified candidates – tap into social media / professional networks and make use of employee referral programs.

This infographic illustrates why Facebook recruitment is important and offers tips for recruiters on how to recruit candidates using Facebook. via mashable.com

You can search Google for Linkedin profiles with multi-lingual proficiency. The Google search syntax is as follows: site:linkedin.com (inurl:in OR inurl:pub) -inurl:dir (“keyword” OR “keyword”) (“language * native or bilingual” OR “language * full professional” OR “language * professional working”) For example, if you want to search for system administrator or network administrator profiles with multi-lingual proficiency, the Google search string will be: site:linkedin.com (inurl:in OR inurl:pub) -inurl:dir (“system administrator” OR “network administrator”) (“French * native or bilingual” OR “french * full professional” OR “french * professional working”)

Twitter, one of the most popular social networking sites, has been growing at a phenomenal rate. Here are 5 reasons why recruiters should use Twitter: Twitter has 500 million users. In a recruiter’s perspective, you have a large, diverse candidate pool that you can reach by a simple tweet.    Using hashtags, you can search for information on any topic of your interest; get to know about job openings by companies and candidates looking for jobs.   You can check who is mentioning you and who is retweeting your updates. This can help you to initiate a conversation. A majority of the users use Twitter on their mobile phones too. So, you can instantly reach your candidates on Twitter. Your followers opt-in to receive your tweets. So tweet relevant updates that are useful, informative and engaging.

Hiring great people is not easy. Hiring people who fit into your work culture and share your company’s vision is a challenge. Here are a few tips that will help you hire great people. Write an impressive job description and post a killer job ad. Maximize the visibility of your job postings to get better response. Make the most of your network – professional & social. Diversify your search. Use various online & offline sources & strategies. Evaluate & optimize your hiring process periodically.

If searching resumes is a vital component of recruiting process, importing resumes from various sources into your database is far more important. These are the two areas where most of the recruiters lose their time and lag behind their competitors. If you are one of those recruiters losing your opportunities to your competitors, then you need to try ResumeGrabber JobSuite. ResumeGrabber JobSuite is a powerful tool that helps you to instantly search resumes from the Internet and import resumes into your database. ResumeGrabber JobSuite has 100+ Boolean search strings that enable you to find resumes with a click of a button. ResumeGrabber JobSuite enables you to import resumes from any source – search engine results, social networking sites, job boards, PC folders, emails, etc. All you need to do is: Just enter the resume keyword and click Find . ResumeGrabber JobSuite instantly searches the Internet and displays the resumes in a few seconds.  Now, select th

Successful recruiters often wear many hats such as salesman, career counselor, consultant, advisor, and many more. However, they also got to be strong in their basics. Here are 7 basic things that every recruiter should do: Source candidates from search engines, job boards, social networking sites, internal databases, etc. Call the candidates, ask about their needs & wants, tell them how she can help and select candidates for interview. Convey the job expectations and interview process (number of interviews, duration) to the candidates.  Stay in touch with the candidates and guide them through the next steps. Spend time with the candidates answering questions & clarifications. Perform background checks, handle rejections & counteroffers. Once the offer is made, follow up with the candidates and ensure effective onboarding.   Source: eGrabber Newsletter

Social media recruiting is the order of the day in today’s recruiting landscape. A lot of candidates prefer companies and recruiters to be on the social media. Here are top 3 reasons why recruiters should be on social media: Ease of access – Candidates can reach recruiters 24x7 and they can get themselves clarified before or after the interview. Information - Candidates look for company profiles to know about the history, company culture, etc.  Updates on future openings – If the candidate isn’t fit for the job currently, she can receive updates on future job openings. Source: eGrabber Newsletter