Friday, June 8, 2018

How Managers should appreciate his Recruiting Team

Recruiting Team success is based on two factors, one is Motivated or tools are given for Motivation and secondly, Managers motivate his /her team

Recruiting is not an easy job and as recruiters, we spend more hours to bring candidate more of labouring task, Recruiters is also like doctor bring the baby successful to the world like to ensure in  identifying till he/she joins the organization without any complications and in one way fails they get devastated

As Managers responsibility to hold his team and help them to be morale sound and if fails not to brutalize him/her in front of whole office space, and it has discussed within closed doors.

As it says, if you appreciate "Make it public", "if to scold do it in closed space "and it should be one to one and end of it give a solution not to hurt him saying words like "Terminate" or "Hold your salary" 

This makes it more complicated for a recruiter to work unless Manager didn't find the talent in recruiter he is losing star recruiter in his team and will be a valuable contributor in another organization . 

As Managers they have pressure, don't show it , we are not in old times, technology is so developed and all networked .. We dont whom we meet in our life . More harassing by managers recruiters go to Social Media to mention about their Managers 

Managers has to be charismatic and if he doesnt know accept the fact  rather talk back or shout back , what needs to be is friendly and cooperative and take ownership managers is a need for a day then delegating ,  i never delegated to my team rather participative approach helps and collaborative work always helps 

Be Collaborative, Friendly, Make Time for your team , Listen and Ask suggestions they will come out very creative - Trust me it worked for me well  and hope it works ... 

Be Honest and Straight Forward to your team and be Professional .

Recognize them each and every time by Appreciating them on emails include all the team members that is what they look for more then incentives and if possible include your bosses in your email  , please do make this as a habit  . This all helps to effective mangers

Let me know your thoughts
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Tuesday, June 5, 2018

Machine Learning for Recruiting and Hiring -Few Applications for Awareness

Questions to ask how it impacts future of Recruitment 


  • Before we go forward would like to know the type of AI Applications  are in use for Recruitment and Hiring
  • How has the market responded to these AI applications?
  • Are there any common trends among these innovation efforts – and how could these trends possibly affect the future of recruitment and hiring?

Recruitment and Hiring AI Applications Overview

Talent Recruitment: 
Companies are training machine learning algorithms to help employers automate repetitive aspects of the recruitment process such as resume and application review

Talent Sourcing: 
Companies are using machine learning to help identify top candidates from large candidate pools.

Candidate Screening and Engagement: 
Companies are developing AI assistants to pre-screen candidates and to respond to inquiries regarding positions using natural language processing.

Below find Companies that developed for Talent Recruitment, Talent Sourcing, and Candidate Sourcing 

Sharing Company names for the knowledge and understanding

Talent Recruitment AI Companies 
Ideal
Avrio AI inc.

Talent Sourcing AI Companies
Entelo
Engage Talent

Candidate Screening and Engagement AI Companies
Paradox Olivia
Mya Systems

Let us prepare for future, as a thought to all recruiters please don't fear that any AI Recruitment software going to  be another Terminator T3, :) 

They are friendly and you need to be Captain to use this software ..  

All the Best for Innovation to Recruitment World ...

Change is a Journey, not a Destination

Sunday, May 27, 2018

Profile Analyzing

Being myself recruiter I get calls from other recruiters for technical jobs... I cannot blame them as they do a random search on the resumes and call candidates.

The best option is to " read through the lines " do a thorough understanding of this the benefits are

a) Recruiters talk in the language of techies.
b) Able to ask better questions
c) Able to fill the Fit and No Fit analysis
d) Able to know the job role better
e) Candidate feel confident that he is not wasting time
f) He might be interested to talk to you more about the job and equally excited
g) Most important he won't think of other offers or do No Show for an interview because he feels recruiter know the business well

Just a run through of thoughts came in, anything missed, please add.

Love to hear from you all

Have good Sunday :)


Note :

Sorry Folks, it is been a long time away from this blog. Will not go out, you can keep seeing a lot of my blogs coming and interesting information going to be here.

Saturday, July 5, 2014

Way of handling Senior Level hiring !!!

I was scanning on some of the job boards on Senior level hiring looking at some of the job postings looks very similar ..

For (eg )
  - Need to be team leader
  -  Promote business
  -Manage Finance ,P&L
  - From B-School

 like this the list goes on...

I wonder if this is the job description given why most organization take lot of time fill in and what is the area and scope of recruiters to fill these top notch positions ...

May be their is "I" factor involved looking like how if i apply for the position what are the areas /prerequisites which i look for ...

Understanding the industry /is their any way recruiter had a casual chat with senior level executives and able to ask open- ended questions
.
"Open end questions is my favorite whenever i meet a senior person ." It helps me to widening my understanding + ability to check he is my guy for this job ...

Most important never have fear when you talk to Senior Executives they will immediately fit you closed ..  So
keep head strong and be bold in asking questions and always keep an smile and show inquiste to learn as most these folks really appreciate it.....

Please do remember they seen from bottom to top and never show attitude towards them which they avoids u immediately

Happy Sunday and thanks for reading this blog which i coined after long time...  :)

         

Saturday, August 3, 2013

Is Recruiter work be measured Qualitative or Quantitative ...

This question that pops me when i ask my colleagues on their recruitment work  ,mostly i get response on quantitative they would say i did 8,10,16,24 ....50 , it is wonderful to hear big numbers every month that makes a person super hero recruiter  ...

But if we look deeper in the numbers the quality of work is done might be less because i see various factors like pressure to get the position full filled, peer pressure to beat competition ,make more money ,be a top notch recruiter etc.. the list goes on..

For me Recruiter to be defined as artist with abundant creativity to trace people but even for me the artistic guy hides some where when it comes to numbers and focus myself to achieve numbers that is what we do always on our day 2 day basis and our bread and butter depends on it ...

Any one might ask this recruiter with creativity is fade . No it is not but one thing we miss is the blending of creativity while doing our work in achieving numbers

Let me say an example we always see in our every day pattern...

Client gives a requirement to full fill 10 positions we are on it word go in achieving 10 but if we use blend process we need to have 20 people to be approx hired ie including of back up resource when any resource from the 10 miss the boat we need to add the extra 10 on hand to fullfill it ,but our right brain plays the trick always to keep 10 and this is where we miss rest of  10 as well as client ...

Blending has to be their so as we do sourcing we need to 20 guys 10  as backup this is called Qualitative approach

Even if one of ten goes down we are again in the wheel of sourcing from first by this blending we can avoid it

This is a thought occured and want to share with you my IST time on saturday 12 :50 am

Have a great Sunday and please keep this thought to do recruitment always in Qualitative way ...

Happy Hunting Hunters !!!! 

Monday, February 11, 2013

Inhouse Recruiters taking support from Vendor(Agency) : Healthy or Timebound ?

I would like to thank you for all the support you have given to make this blog running for 6 years now and it has given me more responsbility to make this blog
more useful and simple ,thanks to you again for your reviews,thoughts and appreciations .

My best wishes for this Glorious year 2013 .



For a long while i didn't update on recruiter blog  as i went on sabbatical for some time also to know other aspects of Human resources will share those interesting experiences over the time.

One thing that keeps hitting me as internal recruiter  is taking vendor support ,yes i did and everyone else has well taken support from agencies to close positions when you are in internal hiring where their is lot room for more activities apart from sourcing, (viz) preparing reports,meetings, talking to new hires ensuring they are in safe habitat and also day-to-day HR issues where in almost your 9 hr /12 hr day job is occupied and less time spent if you want to do sourcing...

That is where we take help of Agency to do recruiting for us, yes it is wise to take help so the position is fulfilled on time..

What if a situation where every position is given to agency to complete then why we call ourselves recruiter/sourcer and this has hit me so hard , it is more like
addicted to buying all vegetables online rather going to grocery store ultimately we forget the way of Grocery store..

Did some survey on this , the result came like 70-80% folks said they need vendor help due to deadlines from the project team,management etc so they have to seek
vendor help.

Yes, they all agreed that most have forget their individual sourcing style and some even forgetten how to source through portals,social media etc  which gave me
much pain and so heartening to hear this that lost how to source that is alarming to any recruiter...

Good part here is some admitted that they do individual sourcing when it comes to  challenging skills/positions
 to fulfill rather dump it to Vendors(Agencies). I felt very happy and glad hearing , and thanked God for hearing this nice words..


Let this start of making more interactive , Please do share your exciting experiences taking help from vendors,successful stories,challenging moments etc...

Saturday, September 15, 2012

Talking Right position to Candidates..........?

I want to share common experience which you would have faced at all times,getting calls from recruiters where they start telling the job opening whether your in
right place to listen,most times we get to hear job positions while at restrooms
Why it is so...?

I don't say it is a budding recruiter even senior recruitment professional do this at all times,even i heard from my friends that they given interview at restrooms which is very pathetic to hear,.

One thing is most recruiters don't have ears to listen and all they want to fill positions which is not right way to do...

Three things to follow

1) Ask
2) Listen
3) Valuable


1) Ask - Ask right questions to the candidate ,ensure and check with him whether he is in a position to talk , if he says yes proceed , if not check with him
best time to call back /you can share your mobile number  to call him back ,
Thumb rule : every candidate is valuable as gold , don't loose at any cost ...

2)Listen- When given a question to the candidate listen with both ears open ,wait till the candidate finishes his talk and then try to run through your mind if he fits  for present or future

3) Valuable -Most recruiters miss off because they focus on present and loose this resource  while his competitor will  grab him in open arms so treat  every candidate who calls is a gold and more you get then you are having gold mine : )

              /// Please follow this steps and ensure your are recruiter friendly ...



Saturday, March 10, 2012

How to find Passive Professionals ??

I was working through couple of my internal positions stating it is niche skill /passive or hiding and are not visible in any job board as most of the professionals  are happy in their current role except few who look for better pastures.

Now every recruiter has this question ...

How do you find these Passive  Professionals who are hiding ..

Long time back  when i was new to recruitment, one of the organization where i worked they don't have job portals ,what they taught me is look beyond sourcing resumes away from these sites, be creative,use internet ,try to do networking with professionals,meet people in tech seminars and most important dont sit in office and source resumes , this will not happen,which is true.

What they practiced and taught me is of passive recruitment and that helped me to do till now not working thru portals,meeting people at seminars,keep myself about latest niche ones,sourcing thru social media etc.

I understand it is hard fact to go and meet people because of the timing in submission of profiles at faster turn around time but if you working for product development company, a recruiter has to stretch is horizon far and wide in attracting talent rather dumping himself on portals.

Tips which i wish to share if you are hiring Passive professionals.

a) Not easily accessible,if say recruiter they will vanish immediately
b) Dont talk about job openings to them at the time of introduction
c) Talk Technical,do try to be naive and get details about the    technologies before talking to him as mostly love that subject
d) Most technies love  video games, so talk about the games
e) Prepare yourself about latest technologies before talking to them
f) Talk about mobile gadgets
g) If chance ,ask about his personal life some might open up based on the   level of confidence he has on you
h) Prompt him if he has any job search in future.never ask present
i) If possible ask him to add you in his social network by that you are   accessible rather asking him   contact nos

I hope this thought process will help you in interacting with passive professionals

Happy Sourcing :)

Sunday, February 5, 2012

Scheduling an Interview - Are we understanding time zones

Many times i used to get responses from potential candidates when they are looking for opportunities abroad,hiring managers/recruiters calling them at odd hours and some started interviewing them without asking them whether the candidate can discuss or not ,based on this most potential resources are rejected in the interview ...

This is because most recruiters/hiring managers don't look at time zones ,it do happens either wise calling from India to other locations, usual response i see we are running under pressure to get resources but we don't think when calling the resource at this odd timings without prior notice we are giving a candidate a bad feeling about your organization.

Agreed that we are all under pressure to recruit,first thing please ensure the candidates knows that you are calling,this is not being done most times

a) First send a mail/phone communique to shortlisted candidates to check on availability and here don't push him/her    ,do negotiate timings as this candidate has got task to do in his work and he /she might have some times bad days as well .so please give some respect to the candidate and get his confirmation from him so he is assured that you will call at that mentioned timings

b) Ensure he picks the call , if does'n't don't keep pinging him continuously which might give wrong impression about      your organization as  he/she might be given some urgent tasks/will be in meeting so value his time ,give a 10 -  15  mins break then call him and as well send an email as well that some one tried to reach calling the candidate   as   most candidates would have access to emails , if possible ask the alternate timings/mention that you will   calling him again in that it gives some space for the candidates as well

c) Most important,check for time zones if you are calling from India , for eg if you are calling at 5 pm Indian  time India , it will be early morning time to US and Europe please dont call at 10 am India time which will be   early   morning time 

       Many times i used to get responses from potential candidates when they are looking for opportunities abroad,hiring managers/recruiters calling them at odd hours and some started interviewing them without asking them whether the candidate can discuss or not ,due to not enquiring , potential resources are rejected in the interview ...

This is because most recruiters/hiring managers don't look at time zones ,it do happens either wise calling from India to other locations, usual response i see we are running under pressure to get resources but we don't think when calling the resource at this odd timings without prior notice we are giving a candidate a bad feeling about your organization.

Agreed that we are all under pressure to recruit,first thing please ensure the candidates knows that you are calling,this is not being done most times

a) First send a mail/phone communique to shortlisted candidates to check on availability and here dont push him/her  ,do negotiate timings as this candidate has got task to do in his work and he /she might have some times bad days as well .so please give some respect to the candidate on this

b) Ensure he picks the call , if doesnt dont keep pinging him continously which might give wrong impression about    your organization as  he/she might be given some urgent tasks/will be in meeting so value his time ,give a 10 -  15  mins break then call him and as well send an email as well that some one tried to reach calling the candidate   as   most candidates would have access to emails , if possible ask the alternate timings/mention that you will   calling him again in that it gives some space for the candidates as well


c) Most important,check for time zones if you are calling from India , for eg if you are calling at 5 pm Indian    time India , it will be early morning time to US and Europe please dont call at 10 am India time which will be early   morning time 

       You can visit www.greenwichtime.com  if you want to know exact time and difference and plan
  your interview  

   So Value time and value others time when scheduling interview .....

Saturday, August 20, 2011

How to identify Good job boards?

Today when i was doing google search on word"Job Board" i was able to search results of different job boards on general and specific boards meeting the needs of industry,while this i was thinking backwards 10 yrs ago the job boards are few and costly and we always want to utilize the job posting effectively because every posting cost a dime and my boss looks red face when he doesn't see any output on the job posting,so we carefully coin words in job posting ,research on job description,giving attractive subject line so to attract potential talent,i remember myself spent lot of time in researching for job description as it is one tool which attracts passive talent,triggers non looker for job to admire for job ...It was fun and exciting those times ..

Now seeing lot of job boards catering to every single soul on the planet for jobs /looking for jobs ,but the question comes to me how much board are we to subscribe ,it is million boards and being recruiter needs to do thorough analyze on job boards befor buying it. It all looks attrative but once starts using it whether it is boon  or bane need to checked

I figured some points on identitying job board where i ran through my thoughts ,let me share your points as well for the benefit of recruiting life

1) Look and Feel :
  A board which has clean design without too many pop ups and easy navigation of the web

2) Is if recruiter friendly :
  I seen some job board where it takes million pages to do a job posting asking hundred questions rather it is friendly to give contact details of recruiter and make it KISS process(Keep it Short and Simple)

3)Search Capabilities:
  Is the job board able to understand search strings and share results most matching rather than throwing   garbage

4) Connected to Social Media :
   Today most boards give details of passive candidates connected with linkedin and other social media
network,do need to validate the board is it connected any of social media networks

5) Job Posting is simple :
 Also need to check the job posting process is simple where boards have complicated process of posting which takes almost half hour to complete which is not healthy job board ,best to drop the job boards

6) Job Board Life :
   Check how long the job board ,more the oldness of board it is better to invest as it understand recruitment   business well



 

Sunday, June 26, 2011

Job Posting -Lazy Guy Approach /Sourcing -Smart guy approach - Which one you prefer ??

Posting - Lazy Guy Way


Posting jobs online is a sit-back-and-wait talent attraction strategy wherein there is no action taken other than that of publishing the job to various sites.

If identifying, attracting and hiring top talent is critical to any company’s ability to create and maintain a competitive advantage, does it make sense to rely heavily on a method of talent attraction that involves little-to-no effort?


Posting jobs online anywhere – whether it be on a corporate site, LinkedIn, Facebook, or a niche job board – is essentially the lowest level of effort anyone can take towards the goal of hiring your next game-changing employee.

                              Even i do some times being lazy way ... :)
Why it is done Job Posting ? :

1.Posting jobs a passive strategy

2.Posting jobs offers no control over candidate qualifications

3.Job advertisements only attract candidates who are actively looking

4.Posting jobs isn’t social!

Statistics out of Job Posting are

•32% passively looking

•34% not looking

•20% casually looking

•14% actively looking



The real issue at hand is that with job posting, you are essentially missing the other 86% of the workforce.

Sourcing Way/Smart Guy Way :

I always want to be to be this way ,some times you have no option to take lazy boy approach of Job Posting This is excellent approach and active way of bringing and identifying candidates ,when you start to source ,your right brain works in magic,lot of innovative ways of sourcing will flow ,in search strings,targent companies,education,location etc

When you create and execute searches to source for potential candidates, you are actively “hunting” for talent – targeting people with specific qualifications and experience, who live in specific areas – regardless of their job search status

If someone responds to a job posting you posted recently and they enter their information into your ATS/recruiting CRM – they are most likely actively seeking a new job, although there is a chance you could also be collecting a casual job seeker.

Statistically, many people who respond to job postings are not actually qualified for the position they applied for. If they are not a match for any current openings, it is likely they will find a position with another company with a position they are actually qualified for.

But you still have their resume in your ATS.
Alternatively, their resume may still be posted in an online resume database somewhere (many people either don’t or forget to take them down after they take a new job). In fact, my own research has shown that approximately 75% of all resumes on the job boards are over 30 days old. So if you think that all of the resumes stored in online resume databases are of active job seekers, you are quite wrong.

Statistically, the majority of resumes in online resume databases are of people who are likely to be not looking or passively looking.

In about 3 months to 2 years’ time, those active job seekers turn into people who are likely to either to be not looking at all for a new position, or who may be satisfied with the new position they took, but open to better opportunities (passively looking).

Unlike job posting, when you are searching for resumes, you can actually specifically target people who are not likely to be actively looking.

ATS Searching

ATS with poor/limited candidate search capability is like having a well-stocked wine cellar that you can’t access because you don’t have the key to the door. Or even if you had the key – you had no way of finding the exact bottle you were looking.

Finally :

Will there ever be a time when jobs aren’t posted online?
I’m not sure if we will ever get to that point, because it could be argued that posting jobs online is a logical thing to do and is certainly a part of a balanced “diet” of recruiting methods, and it can produce results.
However, if you or your organization relies heavily on posting jobs to find the right candidates at the right time, let alone the best candidates available, I believe you are at a serious competitive disadvantage.

Job posting is essentially like trapping: set the snare and do nothing but wait (and hope!) for the right person to stumble by – an inherently passive, hope-based strategy that affords you absolutely no control over what wanders in. To make matters worse, the only people who will search for or even “see” ads for jobs are those who are actively or casually looking, which is the smallest slice of the talent pie.

That’s right – you simply can’t snag those highly sought after “passive” candidates via posting jobs online.
On the other hand, as a truly active strategy, sourcing candidates affords everything that job posting fails to: control over candidate qualifications and the ability to specifically target and engage passive and even non-job seekers socially. Instead of waiting for the right people to come to you, you simply go out and find them, without a care for whether they woke up that morning thinking about finding a new job or if it was the furthest thing from their mind.
I am aware of many companies that spend quite a bit of time, effort and money on their job posting efforts, including “interactive recruiting solutions.” It makes me wonder if as much time, energy, and money is being spent on enabling their proactive sourcing capability, which would afford them with significantly more control over candidate qualifications and quality, as well as more truly social engagement with the highly coveted “passive” talent pool.

When assessing job posting solutions and efforts, I believe the less obvious but true value of job posting lies primarily in the collection of active candidates and the ability to cultivate them over time through regular engagement (electronic and over the phone) into more experienced/qualified candidates who will inevitably become passive/inactive job seekers.

How Managers should appreciate his Recruiting Team

Recruiting Team success is based on two factors, one is Motivated or tools are given for Motivation and secondly, Managers motivate h...