Recruiter's Essential Tips

In an age of constant change and evolution, the recruiting strategies that worked years ago may not work in the current scenario. So you got to continuously hone your skills, both in the technology front as well as in the art of recruiting. Try the following:  Go digital – you got to make the most of technology. Be an expert in online candidate sourcing. Try various online sources to find candidates. Build a brand for yourself on social media – LinkedIn, Twitter, etc. Network with people – connect, engage and build relationship with candidates & clients. A ttract candidates. The best way to do this is to be consistent, sincere and provide an excellent candidate experience. Source: eGrabber Newsletter

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A job description is an important tool that attracts candidates and makes them apply for a job opening. Unfortunately job descriptions are boring and seldom attract the candidates. Try the following: Your job description should clearly mention the criteria that the candidate should meet to qualify for an interview. State the roles & responsibilities, skill sets, etc. but keep it short. Avoid meaningless phrases. B riefly describe about the corporate culture and why it is so special. Also mention the key benefits of working for the company. Source: eGrabber Newsletter

Successful companies realize that it is important to have a strong sales team. But hiring the best sales folks is not as easy as it is said. Try the following: Find out the candidates' previous selling culture. Get to know the sales methodology they have used. Include role plays in your interviews. It will enable them to demonstrate their skills. Check out whether the candidate can work individually and also lead a bunch of people as well. Get in touch with unspecified references (people who have worked with the candidate but not mentioned as a reference by the candidate) to know more about the candidate. Source: eGrabber Newsletter

Top LinkedIn experts and searchologists say that one of the most effective ways to search LinkedIn is to X-ray search through Google or Bing. Here are 7 reasons why you should do: Helps you get the full names of 3rd degree and out-of-your-network connections. Gets you 1000 results as opposed to 100 results with LinkedIn internal search. You can use * (asterisk) to search profiles which cannot be done in LinkedIn. Search across multiple countries and regions in one search script whereas with LinkedIn advanced search you got to search individually that involves a lot of effort. Search profiles using date fields. Prioritizes the most relevant profiles first based on search algorithms & rankings. Search people based on the languages they speak.    Source: eGrabber Newsletter

Industry experts say that if you can predict client objections early and address them proactively, you can win more interviews for your candidates and improve your results. Generally, you always focus on why the candidat2e is a good match for the job whereas clients look at the resume and try to find a reason for why the candidate is not a good match for the job. Once the clients say “No” to your candidate, it is very difficult to change their minds. So to avoid this, you need to figure out: What your client might object to (Eg. candidate doesn’t have a degree)   The resulting competency/quality (Eg. doesn’t grasp/learn things quickly) which the client feels is missing because of that. Once you figure out these things, it is easy for you to address the objections. While conversing with your client, Draw his/her attention to the objection and state that you too had a concern initially Explain the steps you took to eliminate your conce

Placing a candidate is similar to closing a sale. Sometimes you feel very low when you have to wait for the employer’s feedback when you already have a job order and a suitable candidate for placement. In such cases, you can try this: Call the employer and schedule for an EIO (employer-in-office). Inform the employer that the position can be filled right away as you have a set of pre-screened qualified candidates. Schedule an interview for the candidates with the employer at your office on a specified date and time, and mention the duration of the interview as well. This process enables the employer to quickly select the right candidates and subsequently schedule the second/final interviews at the employer’s place.  This process enables you to: Control the candidate flow and have an edge over your competitors Set a performance deadline for yourself Avoid the resume submission delay and focus on the results Place