Recruiter's Essential Tips

Every recruiter or recruiting firm aspires to reduce the cost & time to hire. To accomplish this, you got to use the proactive candidate sourcing strategy. Try the following: Figure out how many hires you want to make in a year, in what domains and locations. Ascertain how difficult it is to fill those positions and what would be the possible obstacles. Once you know these, you will get a clear idea of how to go about your sourcing strategy. The hard-to-fill job positions would require you to proactively search for candidates and build a pipeline. Set measurable goals & objectives and obtain the results. This will help you to refine your sourcing strategy.   Track the source of applications in your ATS to know the value of talent you have sourced.    Source: eGrabber Newsletter

The advanced people search in LinkedIn helps you to find additional job candidates. Once you find them, you can send them an InMail or request for introduction to connect with them. Try the following: Click the Advanced search link next to the search box at the top of your homepage. Ensure that you select the People option on the left. Within the Advanced People Search window, enter criteria for your ideal candidate. Click the filter names to expand the options. Additional filter options are available for Premium account members. Click Search to get a list of members that meet your criteria. Use the drop-down menu next to each person's search result summary to see your contact options. Source: eGrabber Newsletter

Candidate experience is a vital element in building relationships with your talent pool or developing your brand as a recruiter. It is eventually linked to your recruiting success as well. Try the following: Post job ads that attract and engage candidates. In addition to just acknowledging your candidates’ applications, thank them for applying.   Ensure that the recruitment process is not lengthy.  Keep your candidates informed about the status of their application. Do this as quick as you can so that candidates don’t need to wait in case they are not selected.   T ry sending a candidate experience survey form to get feedback from applicants. Source: eGrabber Newsletter

InMail is one of the best ways to reach candidates who you are not connected to on LinkedIn. But it is a premium feature that comes with a hefty price tag. It might make or break you. So to make the most out of LinkedIn InMails, try the following:  Keep your message short, at the most 3 sentences.  Get to know more about the candidates apart from what is available on their LinkedIn profile. Create curiosity that they can’t resist. P ersuade them to make a decision – yes or no. If yes, you can proceed further. If no, you can move on. Source: eGrabber Newsletters

Job descriptions seldom grab the attention of the candidates. More than 90% of them are long and boring. If you want to stand out from the crowd, you got to learn the art of writing compelling job descriptions. Try the following: Keep it short. Don’t write long paragraphs about your company. Let them visit the careers page on your website or your LinkedIn page to know about your company. Avoid jargons & buzzwords; write simple sentences. Use bulleted lists. Include a personal touch. Replace “the ideal candidate should have..,” with “You should have..”. M ention clearly about the roles and responsibilities. Source: eGrabber Newsletters

LinkedIn, the best professional networking site, has almost evolved into a recruiting tool that recruiters can’t avoid anymore. To make the most out of LinkedIn, try the following: Accept all invites – Generally people would argue that quality is important than quantity but as a recruiter the more the size of your network the better it is. Invite everyone to connect – family, friends, colleagues, clients, hiring managers, candidates, etc. Expanding your network involves your time and commitment. Ensure that you add 10 people on a daily basis. Always personalize your invitation. Don’t use the default one liner. Join relevant geographical groups if you are working on an out of town role. Start connecting with contacts that live in that target city. Add your LinkedIn profile URL to your email signature line and in social media sites. Source:   http://internsover40.blogspot.in/

If you want to hire the top talent, place more candidates and be a successful recruiter, you got to have the following skills. Candidate sourcing skill combined with great researching capabilities . You got to be lightning fast in finding the right candidates, their contact information and reach them as the earliest. Getting candidates’ background information can also be handy. Cold calling skills . Develop the knack of engaging candidates in seconds, building rapport & trust by asking direct and professional questions. Selling skills . Recruiting is sales and you got to know the art of selling. Don’t push your candidate to accept an offer. It may not last long and you might lose the trust of your client and candidate as well.  Source: eGrabber Newsletter