Recruiter's Essential Tips

Select Resumes - Select source of resume in the drop box on the ResumeGrabber toolbar and click on the "Grab" button. On click of the grab button, ResumeGrabber grabs the resumes matching title, keyword from the source and does the following: 1. Extracts candidate contact details 2. Extracts years of experience and keywords 3. Displays extracted details in grid Screen Resumes - ResumeGrabber includes functionality to enable rapid filtering of resumes to weed out the ones that don't qualify. To enable rapid filtering of resumes, the following functionalities have been included: 1. Quick Sorting - Enables sorting by location, experience or percentage skills match. Recruiters can now review more resumes rapidly. 2. Snippet View - This view enables you to see resume summaries containing snippets from resume in the context of specified keyword. Recruiters read less and screen more resumes faster! 3. Hot Resumes - Identifies resumes that match specific skill set with a chilli

If you don't get along with your team members, they may quit. You need to be a good boss to make your employees work for you. Because your success always depends on your team members. A good boss has to be action-oriented, approachable and disciplined.Talk to your team and that makes them think that you care for them.Clearly explain your project goals, deadlines. Don't rush them in the last hour. Be available to guide them. Be ready to help individuals who comes with problems and suggestions to improve the processes.

Why should your employees quit their jobs? Analyze the reasons. - Is it because of low wages? - Is it because of location? - Is it because of the brand value of the company? - Is it because of the change in the area of expertise? - Is it because of his/her boss? - Is it because of the stress level? I'm sure this list may extend. Employee leaves job for many reasons. I'm going to focus on the top most reasons as to why the employee quits in my future posts.

eGrabber's ResumeGrabber Pro - Recruiters can now pull the resumes off Outlook email, PC Hard disk, job boards, Google and put it into PC Recruiter Rollup list in 3 easy steps. ResumeGrabber scans the resumes in Job boards, Google web & desktop search, PC folders and outlook email folders and imports them into a spreadsheet like grid. Resume can be quickly sorted by location, experience or percentage skills match. Add resumes to your PC Recruiter Rollup list with just one click. Unlike other resume importing software , ResumeGrabber includes drivers for all popular job boards that includes monster, CareerBuilder etc.., single click sends personalized email to selected candidates, eliminates the data entry,single click attaches selected resumes and sends to client, advanced duplicate check prior to importing into PC Recruiter Rollup list. Download ResumeGrabber Pro today!!

Source: eGrabber Newsletters Information about the candidate’s qualifications, previous employers, skill sets, accreditations etc. are vital for recruiters. They help to screen the candidates based on the requirements of an existing open job position. Contact mangers such as ACT!, GoldMine and Outlook allow you to store such information with the help of user-defined fields. So, every time you create a new candidate record you can key in the relevant data in user-defined fields. Later, when you search for candidates, this information will come handy to quickly narrow down to the relevant ones.

Source: eGrabber Newsletters Successful recruiters make use of the membership directories of associations that support the type of people they recruit. You can find these directories using search engines. For instance, to search for membership directories in a very large electrical engineering society, the Institute of Electrical and Electronics Engineers (IEEE), try the following string. ieee (~directory | ~contact) (inurl:”membership directory” | intitle:”membership directory”) To get better results, you have to know the name, and/or the acronym of the association you are targeting. The above search in Google will result in links to the main membership directory and other subcommittees and groups.

eGrabber cordially invites you to a free webinar on Search Passive Candidates on Google using Automated Tools Today, finding passive candidates on Google requires recruiters to master and apply advanced search commands and techniques that require time, effort and expertise that many may not have. But being able to quickly zero in on relevant passive resumes on Google, without being a search expert, will be a tremendous competitive advantage for busy recruiters. This free webinar will introduce you to - automated tools to quickly find passive resumes on Google - automated tools to import, organize, screen and transfer resumes - recruiting best practices that will raise the value you provide to your clients Spending just 45 minutes on this webinar will open your eyes to simple solutions that will help you source and manage resumes in 1/5th of the time you normally spend. Webinar attendees will receive an exclusive discount on eGrabber's power tool for finding passive candidates on th

HRTrainingCenter.com provides training and education for HR professionals. It has a multitude of materials and resources that address HR needs and training requirements. Check out the HRTrainingCenter.com website for more information

Source: eGrabber Newsletters A summer internship is an important aspect of any student’s academic curricula. It gives them a chance to put their theories to test. Tie up with some colleges and shortlist some students as interns. You get to know their skills and whether they fit your company’s requirements and culture; they also get to know your company. It is win-win for both. If you think some will make good hires after graduation, give them a pre-placement offer or promise them a job after they graduate.

I read lot of email tips and articles on recruiting passive candidates. I google the web sites they visit. I identify forums, discussion groups and social networks. But I'm not able to find out the best of talent pool for my Clients.Is there a way I could Zero in on the passive candidates without having to spend much time googling and networking? eGrabber ResumeFinder allows any recruiter, regardless of training or ability, to quickly locate the resumes of passive Internet candidates using the Google search engine. By simply entering a keyword or two you can see ResumeFinder go after those hard to find passive candidates for your tough assignments. Download ResumeFinder and Get the FREE trial license key of eGrabber ResumeFinder and the link to download Mark E. Berger's book to your email address. Download and use this fully functional software for three days or for 25 finds; whichever occurs earlier.

Source: eGrabber Inc About COMPUTER CAREERS INTERNATIONAL, INC COMPUTER CAREERS INTERNATIONAL, INC., established in 1997, is Florida's premier IT Staffing and recruitment company. COMPUTER CAREERS INTERNATIONAL, INC. specializes in Information Technology and Technical Sales staffing. Business Challenge: For COMPUTER CAREERS INTERNATIONAL, INC. speed and expertise drive success. With an established reputation for expertly serving its customers with the right candidate for the available position, the company receives loads of resume every week. According to Karl McHale, President of COMPUTER CAREERS INTERNATIONAL, INC.', the recruiters at COMPUTER CAREERS INTERNATIONAL, INC. receives 1500+ resumes every week and they continually expand and maintain a proprietary databank of potential candidates. The resumes had to be manually entered into ACT!, the time involved in manual data entry and the lack of an effective resume management system handicapped the recruiting process and led t

How Recruiters Can Streamline Their Screening Process Using ResumeGrabber Pro If you are a recruiter seeking qualified skilled candidates, posting the job availability on the Internet today will yield more resumes from a wider array of candidates all over the world than the responses received from an advertisement posted in journals or publication a few years ago. With the advent of Internet, job seekers upload resumes in the corporate websites and via large job boards such as Monster, CareerBuilder and many more. These websites and job boards have increased the volume of online resume by many multiples over the past ten years. Therefore, recruiters are now faced with the task of screening many more resumes than in the past. Recruiters may receive qualified candidate resumes, but they also receive a large quantity of unqualified resumes as many applicants see landing a top position in one of the top firms as a number game. ResumeGrabber Pro seeks to normalize the pool of candidates t

Source: eGrabber Newsletters Interviews are very effective when you talk for only 25% of the time or less. If you find yourself talking too much, it could be because you probably did not plan the questions and assessment methods for the interview. Pre-interview planning will allow you to control your talking time and you can spend as much time listening and probing. Gather information about the candidate before the interview. Decide in advance the best time and place for interview. Finalize the questions to be asked and the assessment methods. Ask many open-ended questions. This will get the candidate to talk more. Make sure you ask only specific need-to-know questions. And finally, take notes. Be a great interviewer by talking only 25% of the interview time!

Source: eGrabber Newsletters Contact managers like ACT!, GoldMine and Outlook have special filters which enable you to send emails to selected candidates in your database. They also integrate with common faxing software through your word processor and send out faxes.

Source: eGrabber Newsletters Hiring a former employee is always a good option and has its advantages. You get back someone about whom you know a good deal and share a great rapport. You also get someone who can contribute to your company with the help of additional skills acquired from their stint in another company.

Source: eGrabber Newsletters Did you know that you could use contact managers to create email templates and automate your repetitive tasks? You may want to send a 'thank you' email to every new candidate added to your database, and all you need to do is to create an email template in your contact manager with an appropriate message. This email can be automatically sent to every new candidate added to your database. Contact managers such as ACT! and GoldMine have features that help automate repetitive tasks. You could set up a series of activities based on conditions. For instance, when a new candidate is added you could set to send an auto-response immediately, schedule a call after 5 days and send the candidate resume to clients based on skills. This feature helps recruiters save time and recruit more.

Source: eGrabber Newsletters Have you used the “anchor” tag in a search engine search string? It is an easy way to get lots of free resumes. This works well in Google, but may work in other search engines as well. Everyone knows that you can search for Internet resumes by looking for “resume words” in the titles and URLs of web pages. Another method is to search for words or phrases that are hyperlinked. Assuming that many resume sites use the term “view resumes” to access their resume database, try this: 1. Go to www.google.com. 2. Click the blue link to the Advanced Search page. 3. Type view resumes (without quotes) into the field that says “with the exact phrase”. 4. Scroll down to “Occurrences” and select “in links to the page”. 5. Click the “Google Search” button. This will result in thousands of hits with some interesting looking results on page one. Click on the first hit, corrosionjobs.com, a site that specializes in people in the corrosion industry. Select Engineering and hit

Source: eGrabber Newsletters When you interview, focus more on what you ask than what you say. This helps you to break the ice with candidates, especially the shy and reserved types. For instance, asking questions like "Why do you want to work with us?" or "Why do you want to change your job?" help you in determining whether they actually want to work with you or not. Similarly a question like "Why did you leave your previous job?" helps you understand their career prospects as well as the reasons for leaving that job.

Source: eGrabber Newsletters Since employees are likely to hop jobs, it is important to take adequate steps to prevent it. Considering counter offers is one way to handle this. Ensure always that your counter offer addresses and benefits the employee’s career development. Never make a counter offer solely for the company’s benefit. Selfish counter offers will only delay an employee’s decision to leave. If you cannot make a counter offer to match the other company’s offer, be creative in structuring the offer and include benefits that surprise the employee.

Source: eGrabber Newsletters You can attract the right candidates with minimal costs by developing a good recruitment plan. The first step is to identify your target candidates. This requires answers to questions such as “Who are our potential employees?” and “What makes us attractive to potential employees?”. Then, ask yourself “Where can we find them?”, “How will they benefit by working for us?” and finally “Who are our competitors for the kind of employees we need?". A company's success hinges on the consistent performance of all its employees, which makes hiring an ongoing process to locate and attract the best talent.

Source: eGrabber Newsletters If you are recruiting candidates for your client, there are certain things that you should not discuss with them about your client company. Things such as strategies used by your client, quality or identity of other candidates, your personal views about the company or its employees should not be shared with prospective candidates. It is fine if you describe your client company as “a good place to work in” and its employees as “wonderful”. However, make sure that you don’t exaggerate or misrepresent your client company.

SchoolSpring is a premier online employment source for educators. It offers a direct channel that connects the best educators with the right jobs. SchoolSpring offers job seekers a one-stop solution for managing the job search, including complete archiving of all necessary documents and certifications, and access to all the education jobs in their selected regions. You can get more information from SchoolSpring website.

Source: eGrabber Newsletters Ever felt the need to use international currency symbols in email messages or resumes, but did not have these symbols on your keyboard? Well, here is an easy way to enter those currency symbols using your keyboard. Place your cursor in the proper place in the document, hold down the ‘Alt’ key and then use the numeric keypad to enter: 0128 for Euros (€) 0163 for pounds (£) 0165 for yen (¥) Finally, release the ‘Alt’ key and your symbol appears.

Damian Lightley discusses what's in store for internet recruitment in the context of Web 2.0. read more | digg story

According to a 2005 survey of 102 executive recruiters, an executive job-search and networking organization, 75% of recruiters use search engines to uncover information about candidates, and 26% of recruiters have eliminated candidates because of information found on-line. Search engines aren't going away, so here are some tips to help you. read more | digg story

San Jose, CA, Sep 13, 2007 - eGrabber Inc., the leading Silicon Valley-based provider of sales lead and resume data capture and processing solutions, announced its participation at the Onrec EXPO2007 to be held on September 18 /19 at San Francisco. At the show, eGrabber will showcase the latest addition to its portfolio of Recruiting solutions – ResumeFinder. ResumeFinder is specifically designed to help HR professionals quickly search for resumes using Google. Recruiting professionals can use, edit, save and even share ResumeFinders’s patent-pending search string scripts to unleash the full power of Google when searching for passive candidates. To search for passive candidates, recruiters no longer need to be experts in Google’s advanced search commands. Instead they can now enter only the desired resume keywords, and ResumeFinder then programs Google with all the appropriate search strings to find only relevant resumes. “Today, finding passive candidates on Google requires recruiters

eGrabber, a leading provider of data-capture automation engines announced its partnership with TALENThire.com, a B2B placement exchange. Under the terms of this partnership agreement, eGrabber will be offering a 20% discount on ResumeFinder , ResumeGrabber and ListGrabber to the TALENThire.com members. Learn more about the offer. About eGrabber.com eGrabber is the leading provider of data-capture-automation engines. Over half a million businesses use eGrabber engines for processing leads, resumes and other customer data. eGrabber's data-capture engines enable fast, accurate and simple out of the box automation, thanks to patented domain-aware and workflow-aware technology. They help automate costly and inefficient business processes related to integrating and merging customer data across the web, email and multiple applications. About TALENThire.com TALENThire.com offers software products that supports strategic HR initiatives through a private B2B network which is a popular a

Source: eGrabber Newsletters Hrimmall.com contains HR articles, news, jobs, tools and a host of other information to make HR management and administration easy. Visit the Hrimmall.com website for more information.

I manually go through hundreds of resumes daily to screen the best ones for open job positions. This takes up a lot of my time and I sometimes miss out good resumes. Is there a way by which I can quickly screen resumes, so that I can spend more time interviewing and short-listing the best candidates? With the all-new ResumeGrabber Professional , you can screen resumes in no time. Just enter the resume keywords in a search box and click the ‘Grab’ button on ResumeGrabber toolbar. It will screen all resumes in your Outlook, system folders, Google and show up only those that matched your keywords. You no longer have to open each resume to find out whether it meets your requirement. You can now screen hundreds of resumes in minutes, which would have otherwise taken you hours to do. Download your 10-day trial version of ResumeGrabber at no cost and sprint your way to recruiting success.

Source: eGrabber Newsletters It is important for HR professionals to draw a game plan to replace employees when they leave. Identify key players in the organization, who have the maximum impact on the bottom line. These are the ones who will cause the most damage if they leave. Implement organized programs like mentoring, leadership development, or job rotation and encourage these key employees to actively participate in these programs. Maintain a list of alternate candidates that you can consider if any of your key employees leave. Proactively build relationships with these potential candidates. Developing these replacement strategies will help you manage risk.

San Jose, CA, September 08, 2007 - eGrabber, the leading Silicon Valley-based provider of sales lead and resume data capture and processing solutions, announced its participation at the MRINetwork's Global Conference 2007 to be held in Philadelphia from September 8-12, 2007 at booth 308. At the conference, eGrabber will showcase the latest addition to its portfolio of Recruiting solutions – ResumeFinder. ResumeFinder is specifically designed to help HR professionals quickly search for resumes using Google. Recruiting professionals can use, edit, save and even share ResumeFinders’s patent-pending search string scripts to unleash the full power of Google when searching for passive candidates. To search for passive candidates, recruiters no longer need to be experts in Google’s advanced search commands. Instead they can now enter only the desired resume keywords, and ResumeFinder then programs Google with all the appropriate search strings to find only relevant resumes. “Today, findi

Explain the company goals to your employees and explain how an employee's efforts fit in. The management has to solicit employees to come up with suggestions on how to improve the processes in the organization. As I was writing this post I remembered an article published in Inc.com titled "In A Former Life" written by Ilan Mochari. This was an interesting interview with Kenneth Kannapan CEO of Plantronics, a $400-million maker of telephone headsets based in Santa Cruz, California. Here is the article by Ilan Mochari from inc.com CEO S. Kenneth Kannappan discusses how he discovered the key to motivating employees while working at his first job. Present life: CEO of Plantronics, a $400-million maker of telephone headsets based in Santa Cruz, Calif. Former life: In the summer of 1978, after he graduated from high school, Kannappan worked for an electronics-repair shop in Northbrook, Ill. "It was $3.50 an hour. There was very poor ventilation. But at the time, jobs were

I recently read an article in About.com titled "Two Musts For Employee Motivation" written by Susan M.Heathfield. The article is based on an attention-getting Gallup Poll about disengaged employees which was highlighted in a recent Wall Street Journal. Here is the paragraph. Gallup found 19 percent of 1,000 people interviewed "actively disengaged" at work. These workers complain that they don't have the tools they need to do their jobs. They don't know what is expected of them. Their bosses don't listen to them. Based on these interviews and survey data from its consulting practice, Gallup says actively disengaged workers cost employers $292 billion to $355 billion a year. Furthermore, Gallup concluded that disengaged workers miss more days of work and are less loyal to employers. Gallup polls helps us realize the importance of employee motivation in organizations today. We will discuss more on motivation in the forthcoming posts.

I'm now back with a post on Employee Retention. In the previous posts I've written about " CEO Role in employee retention " & " Rewards Best Employees at the right time ." I recently came across a Reader Poll: "How Many Conferences Does The Boss Send You To?" in LeeOdden's blog . You may wonder as to Why am I ranting about the poll. However a close watch will help you to witness a relationship between conferences/workshops/training programs and employee retention. When you send your employees to attend such conferences and workshops they learn new methods, and they learn how to apply them on job. This creates a positive thinking that their employer is ready to invest for them and interested in their development. And the employees go back to perform much better than before.

Reward the best employees at the right time. If you are running a business you would create special offers to Customers to honor them. Everyone quest reward or appreciation towards a work or a project. The enthusiastic level of the rewarded employees is always very high. Don't fail to reward your employee at the right time.

CEO of the company has tremendous power to reinforce corporate values. He should be definitely someone employees admire and respect. He should be willing to communicate with all the employees. This will give the employees a secure feeling. CEO can easily pave the way for employee retention more than any department head or HR. I would be publishing more tips on employee retention for the next few days

Source: eGrabber Newsletter Hiring delays can cause huge losses. Instead of waiting till a person resigns, a new hire should be integrated into the workforce even before the vacancy is created. Some jobs are continually open and require hiring candidates on a continuous basis. For other positions, identify them and start hiring candidates well in advance. This will help you prevent any loss in revenue at a later stage. There are also some positions that experts predict would grow rapidly. Candidates who qualify for these positions should also be hired when available.

I recieved an e-mail invitation on saturday from ERE.net to join ERE Expo 2007 Fall . Here is the opening paragraph. As another summer comes to a close it reminds us that ERE Expo 2007 Fall is quickly approaching. The event is once again bringing together the country's leading recruiting leaders for three days of workshops, educational sessions and networking, and for the first time will be visiting Washington, DC. They have provided a link to view their entire agenda online. Reserve your spot today by registering online at http://expo.ere.net/fall07 or calling 212-671-1181

Many of us post job ad like a classified ad. We should definitely agree that classified ad does not influence passive candidates. Effective job ad should be able to convince passive candidates. Passive candidates are employed always so the job ad must avoid some generic content and list out the factors that matter most to them. Recruiters have to list out the competitive advantages in their ad. Passive candidates always look for career advancement. A job ad will turn out more effective if the top performer of the organization can give his/her thoughts. Recruiters can actually discuss with the top level performers in the organization before posting a job ad. I would be discussing more on "Effective Job Ad" in the future posts.

Career Fair helps you to promote your organization's recruiting efforts. Students being the big crowd, you can easily promote your employment oppurtunities and begin screening candidates from different academic majors and degree levels base don your recruiting needs.

Source: eGrabber Newsletters Peopleclick is a global workforce acquisition provider. They deliver a holistic solution to help companies attract, acquire, and deploy a productive and diverse workforce. Visit Peopleclick web site for more information.

Recently, CNN.com carried an interesting article about the impact of online resumes. The opening paragraph from the article is as follows: The art of the job search has undergone seismic changes in the digital economy. As broadband coverage pervades in even developing nations, job-hunt sites and online resume listings have multiplied around the globe. Employers are being snowed under in a digital storm of resumes as technology eases the speed of sending CV's and resumes. Source - CNN.com With millions of candidates posting resumes online, finding qualified candidate has remained a daunting job with, or without technology. "Too often" says Lou Adler, President of Adler Group, a training and consulting firm,"excellent candidates slip right under the radar while poor candidates wind up being interviewed and sometimes hired." As the deluge of online resumes grows, the ability to rapidly zero in on the relevant candidates is critical to recruiters and having the

As I was reading the post of Chris, I thought I should write more on hiring tips. Here is one tip where I tried to relate recruiting with marketing If you are trying to sell a product, How do you get customers to buy your product? You will create a website and explain the product benefits on your website and do search engine optimization to make sure visitors can find out about your product. Similarly if you want to hire good candidates you need to create a corporate website, list down the job description and it is important to create a space for the company to explain why good candidates should work for you and make sure candidates are able to reach you.

Think of someone that you trust. I mean really trust. Now, think of something that you really need to get done, or an important project that you need to do for work. Can you trust that person to get it done for you? The answer is probably yes. Isn't this what you really want in a future employee? You need to be able to trust him/her to be able to get tasks done, and projects completed in a time specified manner. You can hire someone with a Ph.D. and all of the skill in the world, but if they are a total flake, then they are not going to be a good employee. You need to be able to trust this person to be doing the things they should be doing, when they should be doing them. That's what makes up a good employee.

Source: eGrabber Newsletters Resources you can use – HR-Guide.com HR-Guide.com contains links for a host of important HR related issues including process and selection, compensation, benefits and safety. Check out the HR-Guide.com website to see how it can help you.

Source: eGrabber Newsletters The Notes tab in contact managers like ACT! and GoldMine is a great place to store transcripts of phone calls, emails, interviews or any kind of correspondence with candidates. Storing this kind of information and referring to it once in a while helps you understand the candidate better. This enables you to make the right hiring decisions.

Source: eGrabber Newsletters EmplawyerNet is the preeminent job opportunity and career development site for the legal community. It provides invaluable recruitment tools to lawyers, law students, paralegals, employers and law schools. You can get more information from EmplawyerNet website.

Source: eGrabber Newsletters There are many times, in this day and age of social networking, people tend to share just a bit too much about themselves. One quick way to check on a candidate is to run that person’s name through a search engine. The common phrase is "googling" but you don't have to use the Google search engine to do this. If you are using Google, you simply put the person's name in quote marks into the search text box. For instance, "mark e. berger" If you were going to use the Live search engine you would type in this - mark.e.berger - using dots in between the words instead of quote marks. If it is a common name you might want to use other keywords that fit the individual. There are many employers these days that are using this practice as one of their screening methods. You should take this step before they do. It only takes a minute and offers a bit more peace of mind about a referral.

Most recruiters waste too much of time screening the unqualified resumes. According to a recent edition of Human Resources Management Daily, in a survey of 5,000 corporate recruiters and hiring managers, 92 percent said they were inundated with irrelevant responses from an on-line job posting. 71 percent indicated that most of the resumes they received did not match the job description. With hundreds of emails cluttering the mail box everyday, recruiters are unable to screen the qualifying resumes from a huge volume of irrelevant responses. A good technology solution could help the recruiter in the screening process. ResumeGrabber Pro is one such solution that helps recruiters increase recruiting productivity, by automating resume screening. ResumeGrabber Pro was designed with an insight to automate the resume screening by highlighting the competency factors like skills, experience, knowledge preferences. This excellent tool has always helped the recruiters in comparing the candidates

Source: eGrabber Newsletters eGrabber recently announced the release of a new Passive Candidate Recruitment Tool – ResumeFinder 2008 , the newest entry to their line of recruitment products. ResumeFinder allows any recruiter, regardless of training or ability, to quickly locate the resumes of passive Internet candidates using the Google search engine. By simply entering a keyword or two you can see ResumeFinder go after those hard to find passive candidates for your tough assignments. Its integration with your browser makes installation easy without having to spend thousands of dollars per year the competition charges for similar features. You can use ResumeFinder to: Search the Internet for keyword-specific resumes Search the most popular Internet communities for resumes Search specific geographic areas for any skills