Recruiter's Essential Tips

Hiring the right candidate for the right job is still one of the major challenges faced by recruiters and hiring managers. But on the other hand, what will happen if you hire the wrong person. How much does a bad hire can cost you?  A bad hire can cost you so dearly. For example, let us assume that you hired a person and after three months, that person is fired. What happens? All the money that is spent on writing job specs, advertising, resume and phone interviews, technical tests, technical interviews, employee salary for 3 months, training costs, etc are lost. If you calculate the cost at an average hourly wage of $60, then you might lose up to $40K. What is more painful is you need to spend the same amount if you need to find a replacement. So a bad hire can cost you roughly around $80K.  In addition, a bad hire causes inconvenience, increases the stress, results in missed opportunities, can demoralize other employees and it can affect your reputation also.  So it is essen

Competitive analysis is a method to assess yourself in the market place. It helps you identify your competitors’ strengths and work on them. It is certainly a useful practice but on the long run, it will look like you always look at other’s strengths rather than working on your own. It is very vital to work on your strengths to stand out from the crowd. To work on your strengths, try the following: Do not take a huge project to address your weakness. Instead start doing everything better. Identify your strengths and start doing them a bit better each day. Start doing more of what you are naturally good at. Be consistent in what you do. Always try to beat your personal best.   These tips will help you focus on your best and over time, you will get noticed for what you are good at.

Recruiters put in all their time & effort to be successful but there isn’t one perfect formula for success. However, there are certain things that will help you to be a successful recruiter. Try the following: Get in touch with the hiring manager or the person in charge of hiring to get their preferences about the candidate. Obtain necessary information about the company and the job roles & responsibilities. Minimize time delays between short listing and client interviews to avoid losing your candidate. Plan your candidate interviews - Inform candidates well in advance, accommodate flexible interview timings, etc. F ollow up and keep the candidate informed on the progress. Source: eGrabber Newsletter

One of the best methods to improve your candidate pool is to involve your employees in your recruiting process. Studies reveal that companies that do not involve their employees to assess potential candidates are under-utilizing one of their most important assets. Also, people who involve themselves in the recruiting process are more committed and they help the new employee succeed. So, it is essential that you encourage your employees to: Recommend the best candidates to your organization. Help you in reviewing the resumes and short listing potential candidates. Assist you in interviewing people to assess their potential fit within your organization.

Social media has become an integral part of every business. Its massive growth has reached a level where it is no longer an option and recruiters are no exception to this.  The two major benefits of social media recruiting are, 1. Unlike other expensive recruitment methods, you can save a lot of money and 2. It creates brand awareness. However, there are a few basic steps that will help you to recruit top candidates using social media. Find the right place   – Social media is huge. So, you need to first find out where your targeted candidates are. Recruiters consider LinkedIn as the best social networking tool, but there are other places like Twitter, Facebook, user groups, etc. where candidates hang around. Be active   – The key to success in social media is, you need to be “active.” Post fresh content, share information, and connect with your friends, colleagues, industry peers and prospective candidates. Perform a thorough backg

Today most of the job ads fail to attract job candidates, especially passive candidates. Here are 5 tips that will help you to create killer job ads: Specify the location, skill and the prime reason why they should work for a company. State what they will get to do, learn, accomplish; with whom they will be working and the benefits & rewards. Explain why it is a great opportunity and provide the details. Avoid using large paragraphs. Use headlines & bullet points to facilitate easy readability. P rovide clear call-to-actions – apply or refer a friend/colleague or join your talent community. Source: eGrabber Newsletter

Finding talented registered nurses and BSN nurses is one of the major challenges faced by healthcare and nursing recruiters. Despite posting innumerable job ads, it still remains as one of the hard-to-find profiles. However, some of the effective methods that only experts use to find talented registered nurses and BSN nurses are:    Advanced X-ray search of profiles through search engines Job portals and resume portals that specialize in healthcare Utilize social media reach.   Advanced X-ray search of profiles through search engines Now, we will pick up one particular example and try exploring the possibilities of making the best use of Google or Bing. To get profiles of BSN nurses, which are specifically available in PDF format, use the formula below to search in Google: ~resume ( filetype:pdf ) "Bachelor of Science in Nursing" -jobs -apply -submit -required -wanted -write –sample The Boolean script has to b

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.