Recruiters World

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How are we utilizing Reference as part of Recruitment

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 .That is huge s

How are we helping Senior Professionals at their crisis time

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 you well c) When you

How Managers should appreciate his Recruiting Team

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

Machine Learning for Recruiting and Hiring -Few Applications for Awareness

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 Recruitment, Talent Sou

Profile Analyzing

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

Way of handling Senior Level hiring !!!

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 they will imme