Recruiter's Essential Tips

When you are looking for the best talent for your client or organization, it is important that you need to first attract the best talent. Here are 5 simple recruiting tips to attract the best talent: Know the candidate profile. Get the inputs from the client or employer about what the ideal candidate should have – knowledge, skill set, abilities and experience, etc. Know your employer brand or employment value proposition – the functional, economical and psychological benefits. It is very vital that you know this information because it plays a crucial role in attracting the best talent. Now match the candidate profile with the employer brand. It might not suit for all profiles. You need to carefully match the benefits with the profile. Use various search strategies to reach the best talent – internal/external database, social and professional networks, employee referrals, ads, recruiting agency, etc. Finally, ensure that you deliver what you promised to your candidates.

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