Recruiters World

Emotional Intelligence Emotional Intelligence is about how individuals manage both themselves and others. It is about understanding and gaining an accurate insight into an individual’s motivation to succeed. This includes how to make decisions, why people behave the way they do, and how to maximize one’s performance. This is the key to human capital management . What Exactly is EQ? In the same way that we know that IQ (or intelligence quotient) is a valid and reliable indicator of a person's mental strength and capability, Today we have the EQ (or emotional quotient) as a valid and reliable indicator of a person's emotional strength and capability. IQ tells a person how intellectually smart he/she is; EQ tells a person how emotionally smart he/she is. In the new workplace, you particularly want to know that. Your business and your future depend on EQ. In the new workplace, EQ beats IQ every time. We demonstrate IQ when we speak, write, solve mental challenges. IQ is fairly stab

Talent-Acquisition Strategy The life cycle of talent and develop connections with specific individuals at each stage in that cycle. In other words, an effective recruiting strategy is a continuous process that begins before a person is hired and continues even after they leave the organization. In fact, there are five different stages in the talent life cycle: TheProspect The Candidate The New Hire The Retainee (a Retained employee) The Alumnus/Alumnae. Let's take a brief look at each of them. The Prospect Often called a "passive job seeker," this individual is not a job seeker at all. They don't come to employers; employers have to go after them. Equally as important, employers have to convince them to go from the devil they know -- their current organization, boss, and commute -- to the devil they don't know -- a different organization, boss, and commute. Making that case requires a lot of persuasion, and that persuasion, in turn, takes time. The

An Applicant Tracking System (ATS) is a software application that enables the electronic handling of corporate recruitment needs. Most include a corporate career site, allowing companies to post jobs onto their own website, as a way to attract candidates. Candidates may apply for specific jobs or generally to the company. Effective solutions store this candidate data inside a database to allow effective searching, filtering, and routing of applications The largest organizational benefit of an applicant tracking system is improved productivity of the recruiting team. Electronic handling of requisition and candidate data allows significant opportunities to reduce inefficiencies through automated processes. Further, the improved organization of candidate information allows quicker decision-making. All of this leads to reduced cost and time per hire. Applicant tracking systems designed with recruiting and staffing firms in mind differ somewhat from those with a corporate HR orientatio

In a cited research from late 2002, which claimed that only 6% of Americans found their jobs online that year. Dismal numbers considering the fact that by 2002, there were more than 3,000 job boards and literally hundreds of thousands of corporate career and job pages online First, according to the Society for Human Resources Professionals (SHRM) more than 90% of HR people are now using the Internet to recruit. Our webinar had about 130 participants, mainly HR people. When polled, virtually every last one said that they and their organizations use the Internet to recruit. CareerXRoads claims that Internet postings now result in 10 times as many hires as newspaper ads. This makes sense when one looks at the Newspaper Association of America statistics since 1975. From 1975 through 2000, recruitment classified advertising in newspapers grew from $348 million to over $8.7 billion. Since 2000, it has declined to under $4 billion. Meanwhile, Internet job posting revenue has grown 242% in the

Being a recruiter finding people is a major challenge. It may be either right guy or wrong guy but our prima focus of getting people is a big task first when we get requirements from our dear clients …. but they are people who are not in recruitment or not trained in recruitment always have people on hand- Who and How ?? The people like small shopkeepers ,traders, travel agents always get people whether customers or employees .I never felt any of my next door vegetable vendor went to any recruitment agency for getting his people …. “All his life he got his men through word of mouth or bring people from his native etc .” To give me more reality I tell my experience which I had last week when i visited travel agency to get flight tickets, While collecting my tickets I found one ticket booking guy desk is flooded with resumes I waited till he has sorted the resumes I went and chat casually with him initially he was little reluctant and gradually he become comfortable with me ,he mentione

Who is Recruiter ? A recruiter is someone engaging in recruitment , which is the solicitation of individuals to fill jobs or positions within any group, such as a corporation or sports team. Recruiters can be divided into 2 groups: those working internally for one organization, and those working for multiple clients in a 3rd-party broker relationship, sometimes called headhunters. Best Practices in Recruitment Planning : Normal practice we have is as the requirement/req comes we jump on sourcing resumes. Any time we have either studied what is the job description or try to find job description is all about .Most of our time we spent on hitting on the wrong candidate or just a sake satisfaction of submitting resumes . This is a total disaster for the client and the consultancy firms. Client is not a person who looks all the dirt.PLS DONT TAKE CLIENT FOR GRANTED BECAUSE HE IS COOL..... "NOTHING HE IS JUST WATCHING U CLOSELY..... " To solve this here is the list of process 1) S