Recruiter's Essential Tips

One of the major recruiting challenges in today’s economy is hiring overqualified candidates. Even highly experienced candidates with credible references and excellent connections are unable to get a job just because they are “overqualified.”   Ok, let us first see what “overqualified” really means. If your candidate’s education, experience and skills are more than what is actually required for a position, then she is considered as overqualified.   Now, let us see why recruiters don’t hire overqualified candidates. Overqualified candidates do not find the job challenging; they might get bored and leave the company. Overqualified candidates might move away once a better opportunity comes their way. Overqualified candidates do not have a sense of attachment to the position or the company. Since they think they are too good for the job, overqualified candidates might have a lethargic attitude towards adhering to company standards and policies. Pr

Expert recruiters say rejections are only short term and there are chances that you might get an opportunity in the future. However, it all depends on how you react to the rejection. If you happen to face rejection, try the following: Keep your cool and politely ask why you have been rejected. Ask permission to stay in touch. A month later, send the client some useful information. Do this periodically and try to be in touch with the client. These things help you to be on top of your client's mind when there is a requirement.

In today’s web-dominant world, social media recruiting is no longer a choice for recruiters and hiring managers. The social media has taken the whole recruiting industry by storm and the recruiting fraternity is using social media as one of their major recruiting strategies. The early adopters have already started to reap the benefits, and more and more recruiters & hiring managers   are increasingly using social networking channels to source & extract candidate profiles. Surveys reveal that more than 70% of the companies use social media as one of their recruiting strategies. Nearly 60% of the recruiters/companies say that they have successfully hired through social media networks. Among the industries that use social media for recruiting, information technology tops the list followed by professional and business services. Thus social media has made a huge impact in the recruiting world; it plays a vital role in today’s recruitment processes. But the question is how quic

Calling passive candidates is one of the toughest challenges that recruiters face. Because passive candidates are someone whom you don’t know, they don’t expect your call and they might not want to talk to you. Chances are high that you might get “No, thanks”, “Not Interested” responses. In spite of all these things, you got to build rapport in a few seconds’ time. How? Try the following: Research on your candidate before you call. Get information about the industry, domain, trends, etc. and articulate them well in your initial introduction/conversation. Make them feel that you are a genuine person who is really interested in helping them.  Allow your candidate to speak, ignore negative responses, and try to explain them or ask for a referral. B e positive, polite and call them by their name. Source: eGrabber Newsletter

Source:  http://www.wollmilchsau.de/social-recruiting-employer-branding-10-reasons-to-engage/

There are a lot of factors that make a candidate qualified but here are three important things that you need to look for while qualifying a candidate: Competency – This is the most primary thing a candidate should have – the base-level knowledge for a job position. You can measure the competency levels by testing them during the interview. Skills – Identify the skills that enable your employees to succeed at work and look for those skills in your candidates. However, skills differ according to the job position. Cultural Fit – This is the most important factor because a cultural mismatch can lead to productivity issues. So look for candidates that fit into your organizational culture.

Many job postings today have very little information and appeal.  Job seekers, particularly the top talent, expect the job ad to be informative and compelling. But many job ads lack enough information and fail to answer the questions that arise in the job seekers’ mind and even worse, the job ads deliver the wrong message. Hence the job seekers are unable to evaluate the opportunity and make an informed career decision. Another reason why job ads don’t work is many companies continue to invest in ads that do not yield the expected results. The reasons may be attributed to their habit (posting the job ads in the same sites irrespective of the results), financial constraints (fixed budget or the company would have a tie-up with a particular job board) and awareness (There are thousands of job boards and career portals. Posting a perfect job ad in a wrong site will not yield the expected results.) So it is essential for recruiters and hiring managers to ensure that they post effect

Posting jobs online is one of the most common activities that recruiters and hiring managers do whenever they have a job opening. But  Glen Cathey , one of the leading sourcing experts in the industry, has a different opinion. Glen, in his recent article, says that posting jobs online is a passive strategy. He also says that posting jobs online doesn’t offer control over the candidate qualifications, attracts only active job seekers and posting jobs online is not social. Here are a few points discussed in the article: Why posting jobs online is a passive strategy? Because there isn’t any action involved other than posting jobs and the recruiters wait for things to happen rather than identifying, attracting and hiring top talent. When you post jobs online, you do not have control over candidate qualifications. You post a job ad with a specific qualification and experience but there is no guarantee that only those candidates will respond to your job posting. Anybody (unqualified,

Recruiters use different sourcing strategies such as sourcing from resume databases, job boards, social networking sites, professional networking sites, blogs, forums, etc. But still finding the right candidate for the right job has been the toughest challenge for recruiters. The main reason behind this is recruiters spend most of their time to search and extract resumes. They wade through huge stacks of resumes in their database or manually search through the Internet to find the valid resumes and then extract resumes. This is not only time consuming but also tiresome. As a result, they are left with very little time for other recruiting activities. So what is the solution? ResumeGrabber JobSuite is a powerful resume import tool that helps you to speed up online candidate sourcing and resume extraction. Yes, it’s true! It helps you to search and extract resumes in 3 simple steps. The tool has advanced Boolean search scripts that experts use to search resumes.

Not all companies list their staff on their website, but many do and the site search technique is a wonderful way to find them. The 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) Clicking on the first result will take you to the company's webpage where their leadership is listed. This particular command works in all the 3 major search engines - Google, Yahoo and Bing.

Social media recruiting is one of the most effective recruiting strategies that help you to hire the top talent. But, you need to follow a few things to make the most of it. Try the following: Engage with job seekers  – When job seekers connect with you and ask questions, answer them. This helps you to build a relationship with your prospective candidates. Create a brand profile  – You are the official representative of your company. So ensure that you have your company name / logo on your profile or bio. It helps job seekers to easily engage with you on career-related stuff. Update regularly  – Post content that is relevant & useful to your target candidate pool and also encourage them to post content. Use multimedia   – Use videos and other media content to job ads to improve engagement.

LinkedIn is the leading professional networking site used by job seekers, employers and recruiters. It helps recruiters reach a huge talent pool of passive candidates. However, to access this vast talent pool and leverage the power of LinkedIn, recruiters need to do the following:  Create Profile   – Create a complete, keyword-rich profile for you/your company that impresses your potential candidates and clients. Join Targeted Groups   – It helps you to quickly connect with your targeted passive candidate pool (even if you don’t know the candidates). Explore Groups   – You can share information/job opening, participate in a discussion, post your opinions, search for candidates, etc. Expand your Network   – Connect with your past & present co-workers/employees. They can be your best sources of referrals or even they can become your future employees. You can also leverage their network to reach your potential candidates through referrals and introd

Candidate sourcing is one of the most crucial elements in a recruiting process. You need to follow a few things for effective candidate sourcing. Try the following: Try and find out the sourcing strategy that works best for you. Do your homework – get more information about the job, candidate, company, industry, etc. Prioritize your sourcing tasks based on the requirements. If there is an urgent requirement, prioritize it. Do not stick to one source, use multiple resources such as internal database, job boards, social/professional networks, etc. Fulfill your commitments – If you commit something, make sure that you fulfill it.