Recruiters World

Today scenario of every job role,the intense need of resource need either internal recruitment or agency recruitment,speed to fill resource is so desperate ,most recruiters wants to fill it ,miss out lot of potential candidates . Their were lot of times i used to get recruiter calls for SAP BI positions /Oracle Apps positions asking my interest ,which i look puzzled on whether recruiter had my profile on read/ don't read through the profile . They miss the whole profile due to this  search key Ctrl+F key It is so novice on recruiter part,we can't say that only junior recruiter do like this mistake,in my personal opnion even ,more experienced in recruitment do these blunders,claiming they are smart in recruitment.This is what we call tragic recruiter/doomsday recruiter who is wrongly placed in recruitment industry.  Let me share my experience on this , i don't know whether the person who called me said he worked as Senior role in Recruitment department in large organiz

Using social network is becoming a buzz work to all recruiters at any point of discussion either on having coffee or at the meeting desk,how many resources are we able to get through Linkedin,Twitter ,Facebook etc.           Their was a time when i was working on challenging role,it was skill which is not on portals,and it really took time ,i used to be approached  my colleagues,boss anytime of the day on this subject believing in me i do great stuff on this skill,even i believed the same ...i had a word saying "Still my search on " which was hard pressing for me to say that because i used to get profiles through linkedin  on most skills and this time was making me really hard on meand i have look myself why it is not working on me ,bit of luck needed to get these profiles, On my searched and research i found through Linkedin that i was able to understand about other global locations on these resources,earlier i was focusing on one location but the response from other loca

We have been as Recruiters using searches using strings,operators,names,location,companies for our sourcing practices. With wide spread of ATS software or third party software to reduce our load of searching resumes and going downtime in getting matching/to be matched resumes by this softwares. Is it Man Vs Machine kind of approach going on ...   Does it benefit or doom and secondly questions are they really 100% match correct-still the definition of 100% accuracy is not been defined yet ,but it happens it certain times not always.I have been able to find key points where AI goes high or certain times AI is not so good.. Let start here on basics A software doesn't think on it own .let say for example a easy skill "C++ Developer".A ATS will take this two words gives search results of 10,000. But if it like this a role of "Argus Clinical Trial Manager",it would give resumes of 5000 with like this 1) A person working on Argus tool 2) A Manager workin

It's been time i 'm away out of blog for sometime attending work activities.One day i was using Facebook,my recruiter thought starts using search ,hurray it works out and want to share the same on Facebook.Before i start here some titbits about Facebook Facebook is one thing not more searchable as like Linkedin,but really helps when your are out of search, facebook comes like small dagger when you want to continue fighting the search.It may look strange why i say this because here patience needs more in searching .Here you can use any of search ways 1) Co Worker Search 2) Profile Search 3) Yahoo’s Link domain Search As caution,never give your search practices saying facebook is not good.I would say it helped me when i put my mind and action in getting not a candidate and facebook has groups where you be member immediately not like Linkedin groups waiting for some moderator give yes or no as your life is on owner/moderator hands.This one i hate in Linkedin as if i leave my life

Twitter Search Twitter search is fairly straightforward. Because it's real time searching that we're doing here, don't expect to get number of results since that's fairly pointless in this situation. Just expect to get results from the last few seconds back, and you get the full tweet. Twitter search defaults to AND, and it recognises the OR option, but assumes that NOT is a search term, although the minus sign works in place of it. Unfortunately phrase searching isn't an option which is annoying, except that there is if you use the advanced search option. Search using hashtag (#) is a useful option, as long as you know what tags to use . A hashtag such as #uksnow is a neat and easy way to collate a series of tweets together on one subject, such as a conference for example. A search on said hashtag will then result in a series of tweets discussing that subject. This works in both basic and advanced search in the same way, with the same results. Language sear

I have been seeing everyday lot of recruiters posting job ads in job boards,group,social networks without any proper job description/jd.I wonder it would be possible for them to get right profiles... Yes,their is always people in recruitment who won't agree as most think to submit resumes (Doing courier delivery,post man job of sending resumes to the client mail box) and some say,yea i got resumes through one line job posting as one line.Is this a creative way of recruitment. Nope.It is not.. I feel most recruiters don't get into research in job/skill before posting.It shows how lazy recruiters they are,by this they can escape day but it will not cut ice,most profiles get rejected because of 1) job description is not clear,so you get junk resumes 2) candidates they say they have but doesn't have,recruiters are clueless to ask right questions to determine he/she is right fit 3)Recruiters don't understand job description or take time to research on it Here is, of

Definition : Mobile Computing is about finding and connecting with people who use mobile phone, not about recruiting from or through your mobile phone. Mobile allows an employer to connect with candidates like never before. A connection based on relevance, engagement and consumer opt-in. With more than 4 billion handsets in the world, mobile is rapidly becoming the media of choice for savvy recruiters across the globe As Online Talent Acquisition and Sourcing has become more mobile, so has the need to use the more direct means to attract qualified andidates. SMS Text Messaging is a non-intrusive way to send a targeted recruitment message without the need for the candidate to respond or put a resume together. Furthermore, as Mobile recruiting advances many predict the text resume will be a thing of the past. In fact, many experts believe that candidates will instead one day create "digital profiles" that would include a summary of work experience, education, project/wo