Recruiter's Essential Tips

Studies reveal that companies with a strong talent brand reduces their cost-per-hire by up to 50% and employee turnover by up to 28%. LinkedIn is one of the best places to build your talent brand.      Try the following: Use images and banners that display your people and company culture. Give brief, clear and sufficient information about your company. Add videos & photos of company, team events. Ask your employees to share their experiences; from someone who joined as a trainee and moved up the corporate ladder in a few years. Tailor  your message for different audience. Source: eGrabber Newsletter

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

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/

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

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

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