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3 steps to post jobs on LinkedIn

One of the great benefits of posting jobs on LinkedIn is that it automatically filters unqualified candidates and helps you to target your candidate pool. Try the following: From your LinkedIn profile, click   Jobs   on the menu bar and click   Post a Job   option. Fill your job posting form - Enter the job title, select the experience, choose the job function, employment type, enter the job description and desired skills & expertise, and also select how you want the candidates to apply. Select the job location, pricing plan and click   Continue   to enter the billing information and post your job. You can also preview the job posting and save it as a draft to post later. Note: You can also sponsor job postings that feature the job ads to targeted audiences on sidebars and via email. Source: eGrabber Newsletter

Resources you can use – CATS

CATS is an applicant tracking system that enables you to post jobs to multiple job boards and social networking sites in a click. It also enables candidates to apply for jobs from CATs-hosted career portal. The software enables you to quickly search candidate profiles & resumes. You can also add candidates directly from LinkedIn, Monster, etc. using a Firefox add-on. It also helps you to send bulk emails to your candidates. For more details, visit http://www.catsone.com/

5 skills every recruiter should have

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

Resources you can use – TheAPPLICANTS

Source: eGrabber Newsletter TheApplicants is a cloud-based solution that collects, organizes and manages online submissions including resumes, business plans, manuscripts, event forms, and even contests easily and effectively. It is an easy-to-use software that enables recruiters to track applicants effortlessly. It also offers features such as cloud-based document storage, seamless team collaboration, ranking and filing systems, bulk email replies, calendar syncs, email alerts, etc. For more details, visit: http://www.theapplicants.com/index.php

3 tips to attract the right candidates

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

5 tips to hire top sales people

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

7 reasons why you should X-ray search LinkedIn

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

How to overcome objections and win more interviews for your candidates?

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

3 tips to place candidates quickly

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

5 Simple Recruiting Tips to Attract the Best Talent

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.

How much does a bad hire can cost you?

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

Work on your strengths to stand out from the crowd

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.

5 tips for recruiting success

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