Recruiters World

We are all in the midst of Covid 19 cris and due to this many lost jobs and their are some thoughts for Recruitment Manager /Talent Acquistion Manager who lost their jobs can prepare their resumes in this way to have more success on their job hunt Below find some of my thoughts/Pointers which help to get yourself capable for job search  a) Be Prepared to go back to be individual contributor and    some would have not done for quite a while, rework on your     profile on instances you have closed position being Manager  b) Highlight your technologies that you have good   understanding and try to learn and understand new  technologies like ML ,AI,Big Data.IOT etc c) Research and network through Linkedin to identify on the    new technologies, it is help you to understand better on    technologies  d) Also prepare blueprint /roadmap of companies using these    technologies  e) Write to them that you h...

We all take /use references at every point of our recruitment cycle, not mandatory some times reference works most times reference may not be suitable on the requirements we handle.. But we always keep it aside , one option is try to connect them on LinkedIn  and keep them share your opportunities to them or message them on LinkedIn when possible .. i always use it for niche skills hiring /Leadership hiring.... Please dont expect immediate results but once you get profile you dont need to worry that he/she will join and not to worry about caliber of the  profile as he /she will recommend the person he is trust worthy  and on the disclaimer sense some people wont join due to valid or genuine reasons that you could always write too.. When doing Background checks, that is huge pool of data we miss , is better to take details of their reporting managers and maintain separate pool , it is not wrong but wise way of working through challenging positions it sure to help ....

Today we have lot of senior professionals are out of job due to various reasons and they keep posting themselves on social sites  and also send their personal mails to the recruiters ,mostly due to work pressure we dont unable to reply or please don't say this word " We get back to you" as we all know that we dont get back to them... This word is boomerang and it will come back to you when you are look out of opportunities, and i hope everyone would have experienced :)  Pointers i'm mentioning that you can help them a) Listen to them understand what expectations they have, take notes and don't criticize them or hurt    them just because they have fallen and always remember they raise again b) Ask them to send their resume, you can review the profile and if you get time, try the job portals    and since we are expert in understanding job and role, you can always post their resume on his/her     behalf with copy to them, they will thank ...

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 s hould 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 wor k unless Manager didn't ...

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...

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...

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 ...

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 ...

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 ...

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 g...

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...

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 th...

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 qu...

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 targ...

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 demog...

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 lo...

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 ...