Recruiters World

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 d

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 Post

This POST planning mainly to create roadmap for sourcers to do better sourcing The P.O.S.T. method consists of four progressive steps that can be formed into questions to ask yourself as you move forward:  1. People. Who is your target audience? What group(s) of people are you trying to reach? If you do not know whom you are trying to communicate with, then nothing else really matters. 2. Objectives. These are your goals. Why are you trying to reach your target audience? Are you pipelining, or do you have specific reqs for which you are sourcing? How you answer this may affect whom you desire to connect with in the first place. Do you have specific things in mind when thinking about the objectives you are looking to achieve? Being specific in this part of P.O.S.T. is important, because it will help you define the components of the next step, which is… 3. Strategy. These are the steps you will take to reach your objectives, which will put you in touch with your target a

We all post jobs but we always find difficult in getting matching candidates to the role because we miss one thing the difference on Job Description and job Ad We don't realize this ,differnece between Job Ad and Job Description : Job Ad - , Marketing collateral used to attract applicants to a job opportunity. Job Description : It is a business document created for internal use (i.e., candidate assessment, legal compliance, performance reviews, etc). The problem is that everybody is posting job descriptions and nobody is posting job ads. That’s why cyberspace abounds with dull job requirements and is devoid of compelling job          opportunities. Is it any wonder the response rate from “quality” candidates is so dismal?                    It’s like a business trying to attract customers with its market analysis instead of with a demographically targeted and creative advertising campaign. How effective would that be? Here are the three kinds of challenges we have her