Recruiters World

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...