Recruiters World

It happens most times that i couldn't reply to candidates messages or i miss it.It really makes me think that i missed that candidate so easily when the role that passed by and i didn't care to reply earlier . We know that candidate won't respond properly next time when you talk about exciting opportunity .... Let see what are the effects of missing candidates on not replying... The 15% Factor This number is thrown around a lot but I've heard it's pretty accurate - that only 15% of jobs are available through recruiters. Whether that is 15% of all jobs or 15% of manager/above jobs, I'm not sure. It makes sense when you remember that recruiters (rightly) are paid either a healthy percentage of your first year salary. They usually earn it - and then some. So it makes sense that recruiters do not make up a larger % of the effort. It's expensive. So what are the implications of this? .Your job search strategy should include an effort with recruiters that is

WHAT IS CROWDSOURCING? The word “ Crowdsource” was apparently firstcoined by Jeff Howe in a June 2006 in an article for Wired magazine, it is very much associated with “Web 2.0” ways of doing business where the internet moved from being a very large notice board to users generating much of the content. In essence “Crowdsourcing” means applying the thought of a large number of people to solve a problem or inform an issue. A good starting point for anybody wanting to see what is out there in terms of crowdsourcing". CROWDSOURCING IN RELATION TO RECRUITMENT? Actually we would argue that in relation to recruitment crowdsourcing isn’t new! For many years executive search firms have at the start of each new assignment set their researchers the task of speaking to lots of industry insiders to get their views and steers on who they might subsequently approach as candidates – i.e. consulting “the crowd”. But of course that wasn’t really crowdsourcing as we view it in 2009 because

I had lot of discussions and debates with recruiters . One thing you know really made me down/sad is without portals ,most recruiters feel very insecure .I feel recruiters have been addicted to that portal searching.... So i felt that let me go back to basics of sourcing to make them feel secure and work effectively .. To start with let me quote the phrase of Abraham Lincoln which reply implies the Rule 1 which i have mentioned "Give me 6 hours to chop down a tree and I will spend the first 4 hours sharpening the axe.” In my start of recruiting career,every requirement that lands on me immediately jump on portal to put keywords and search instead of giving myself to think .. Over the period i found that this is bad practice of recruiting !!!! . So i framed 10 Rule Strategy for Sourcing Rule 1 Think Before You Search Too many sourcers and recruiters are unknowingly picking up dull axes and begin taking swings. I’m not sure if you’ve ever tried chopping down a tree with a dull

In my earlier blog I was discussing about Linkedin Sourcing Techniques Here now it is about Advanced Search operators and the search strings formats Ok ..Let’s proceed to Advanced Operators........ Here is the page of Linkedin Advanced Search Advanced Search: If you want to run an advanced search, click on the “Advanced” link next to the People Search box on the top right hand corner. Find the right person by entering options in the following fields: •Keyword: Enter any keywords that you are looking for in the member’s profile. •First Name: Search for a member by first name. •Last Name: Search for a member by last name. •Location: Limit your search to members either in a particular area, or willing to travel there. ZIP code search results show members in the surrounding metro area, not just that ZIP code. •Title: Search for members with a particular title. If you check “current titles only”, only members who currently hold that title will be returned. If you check “past only”, only m

Twitter Definition : Its Micro- Blogging.It is a form of blogging that allows users to write brief text updates (usually 140 characters) and publish them, either to be viewed by anyone or by a restricted group which can be chosen by the user. One of the biggest values of Twitter is the relationship building/ networking, and connecting. Its a very powerful marketing & community building tool . The messages on twitter can be sent via text or instant messaging, e-mail, MP3 or the web. Twitter can be used to quickly get out the latest news and really useful information. A new position in the co.; referral programs, employee news etc. How to use Twitter for Recruiting? Here I found some tips which you can try and get yourself experience this tool 1) search.twitter.com (Formerly Summize)- It searches tweets from any twitter users. So lets search who's talking about "ASP.NET" with in 50 miles of 07645 (my work area) zip code in the last two months and I always see job

LinkedIn is one of the most searchable social networks, and with many users filing out their profiles with as much detail as a resume, LinkedIn offers the deepest occupational and professional data of any of the social media sites. As such, it is extremely important that sourcers and recruiters learn how to master all of the various ways you can search LinkedIn to find potential candidates. LinkedIn’s Search Interface LinkedIn’s search interface is quite robust, supporting full Boolean logic (AND, OR, NOT) for both keyword and structured field search (current/past title, current/past company, and school), allowing you to create complex and precise search strings. Interestingly, I haven’t hit the limit of LinkedIn’s search capability yet in terms of the maximum number of characters/words it can accept - it appears bottomless. Also of note is that even with a free LinkedIn account, you are able to save up to 3 searches. X-Ray Searching LinkedIn The vast majority of LinkedIn prof

Retained Search Recruitment and Contingency Search Recr uitment : Retained Search : A retained search is an employee screening process used by recruitment companies. It is designed to enable highly skilled professionals to find opportunities in the work environment. Recruitment companies that use the retained search process are able to offer employers highly skilled candidates with proven track records. Retained search is preferable in cases where a company has a pressing executive level need that requires a candidate who will hold key leadership responsibilities and whose services are integral to overall organizational success. Given the strategic importance of these positions, there is often a degree of urgency, and often confidentiality, that accompanies this type of search. The retained search process includes • Set criteria in order to obtain the best candidates for any given role. • To begin with, the recruitment company obtains a thorough understanding of the company the

This Boolean search strategies is being offered for free to enable technical recruiters to more effectively mine the Monster resume databases. CAUTION: The concepts below also apply to other databases, but NOT all Boolean search engines were created equally. Some require that AND/OR be in all caps (Monster do not). Some don’t even use ‘and/or’, but use ‘+/-’ instead. I need to really stress this point, I. THE ROLE OF PARENTHESES IN BOOLEAN SEARCHES It makes a difference how you group the numbers below by putting in parentheses: 1+2x2=$5 million? $6 million? 1+(2x2)=5 Here we did the “multiply” first, and then the “add”…..Multiply is similar to “and” (1+2)x2=6 Here we did the “add” first, and then the multiply. ”Addition” is similar to “or” Parentheses will help us group search terms for effective searches II. EXAMPLES OF WRITING A BOOLEAN EQUATION JavaScript or C++ and SQL ?????, without parentheses or a ‘rule’ that says do “and” first & then “or”, or vice versa JavaScri

Guerilla recruiting is a style of recruiting that makes use of the tactics and strategies used for centuries in guerilla warfare. It is a highly focused form of recruiting that is fully integrated and driven by the fundamental motives of the organization. It is typically deployed by an organization that is inferior both in numbers and tools against a larger, more mechanized competitor, but that is not always the case. Unlike traditional recruiting, which merely supports the business; guerilla recruiting takes responsibility for contributing to and driving the organization's performance. It is a no-holds-barred style of recruiting where every weakness in the competitor is identified and exploited using minimal yet highly focused efforts. The battle that guerilla recruiters are fighting is not for talent, but rather for market share, revenues and survival. . In guerilla recruiting you attack competitors where they are vulnerable, even if you have no direct need for that talent — beca

POWER Hiring we spend much of our time ferreting about in other people’s hiring processes to see what works best and what works least best. We then collectively develop plans to make both the best and least best a bit better. One thing we’ve discovered is that too much time, money, and effort are spent chasing active candidates Let’s take an example to represent the active candidate pool. This is 15% of the total. The body represents the 85% passive candidate pool. Another five to six percent of the active pool are represented by temporarily active candidates. On the figure, it’s where the head and body overlap. These are the people who get frustrated at work one day and look for a new position the next. If they don’t find anything compelling, they take themselves off the market. This simple model is a good way to think about your sourcing programs. Of course, cost per hire increases as you move into the passive candidate pool. It takes more effort to find and hire these candidates Bu

Hi Friends , Wishing you a Happy New Year 2009.Hope this year gives you success and joy . When i started this recruiter blog,i never felt it would have reach to the maximum extent to all recruiters and HR professionals around the globe... GREAT THANKS TO YOU ALL !!! HATS OFF ..... I salute to you people,it is your your suggestions and valuable points made this blog to improve further .It is a wonderful opportunity in writing a recruiting a blog and a one place where recruiters interact and share your experiences... Your advice and support to get on this blog for another year and a milestone ahead ... Thanks to you all .No words to say .It is your guidance and thoughts that made me to do more and wish to enhance further in this blog. Need all your support and guidance for this year ahead Thanks again, With Best Regards Balaji (Bob) Author, Recruiters World Blog