Recruiters World

Guerilla recruiting is a style of recruiting that makes use of the tactics and strategies used for centuries in guerilla warfare. It is a highly focused form of recruiting that is fully integrated and driven by the fundamental motives of the organization. It is typically deployed by an organization that is inferior both in numbers and tools against a larger, more mechanized competitor, but that is not always the case. Unlike traditional recruiting, which merely supports the business; guerilla recruiting takes responsibility for contributing to and driving the organization's performance. It is a no-holds-barred style of recruiting where every weakness in the competitor is identified and exploited using minimal yet highly focused efforts. The battle that guerilla recruiters are fighting is not for talent, but rather for market share, revenues and survival. . In guerilla recruiting you attack competitors where they are vulnerable, even if you have no direct need for that talent — beca...

POWER Hiring we spend much of our time ferreting about in other people’s hiring processes to see what works best and what works least best. We then collectively develop plans to make both the best and least best a bit better. One thing we’ve discovered is that too much time, money, and effort are spent chasing active candidates Let’s take an example to represent the active candidate pool. This is 15% of the total. The body represents the 85% passive candidate pool. Another five to six percent of the active pool are represented by temporarily active candidates. On the figure, it’s where the head and body overlap. These are the people who get frustrated at work one day and look for a new position the next. If they don’t find anything compelling, they take themselves off the market. This simple model is a good way to think about your sourcing programs. Of course, cost per hire increases as you move into the passive candidate pool. It takes more effort to find and hire these candidates Bu...

Hi Friends , Wishing you a Happy New Year 2009.Hope this year gives you success and joy . When i started this recruiter blog,i never felt it would have reach to the maximum extent to all recruiters and HR professionals around the globe... GREAT THANKS TO YOU ALL !!! HATS OFF ..... I salute to you people,it is your your suggestions and valuable points made this blog to improve further .It is a wonderful opportunity in writing a recruiting a blog and a one place where recruiters interact and share your experiences... Your advice and support to get on this blog for another year and a milestone ahead ... Thanks to you all .No words to say .It is your guidance and thoughts that made me to do more and wish to enhance further in this blog. Need all your support and guidance for this year ahead Thanks again, With Best Regards Balaji (Bob) Author, Recruiters World Blog

1 Overanalyzing resumes Resumes are by nature imperfect and are poor representations of a person’s experience and capabilities, so apply what I call the “10 second rule:” Don’t read resumes - scan them. If you can’t absolutely disqualify/rule out a candidate based on reviewing their resume in 10 seconds, pick up the phone and call them. You’ll be pleasantly surprised. 2 Running overly generic/basic searches You’ll get correspondingly generic and basic results, typically what I’ve overheard people refer to as “too many.” People making this mistake unknowingly increase the size of the Hidden Talent Pool of candidates they don’t find. 3 Making assumptions about candidates from their resumes Ever hear the phrase “don’t judge a book by its cover?” 4 Not spending at least 10 minutes thinking about and researching your search strategy before you start running searches and making calls You should always take time to analyze your search criteria to assess the possibility that your search terms ...

1. SHIFTS IN TRADITIONAL "JOB BOARDS" A SHIFT TO SEARCHING FOR PASSIVES , NOT ACTIVES. Most people placing resumes on the current job boards are "actively" seeking employment. However the most desirable candidates are currently employed top performers who are much less likely to post their resume on a large job board. Job boards and e-services will have to be able to demonstrate the percentage of "passives" and top performers in their databases. Also as a result, information only "learning sites" will be become popular tools in drawing employed top performers "close to" the jobs site. FOCUS ON QUALITY, NOT VOLUME . Currently little effort is made to show the quality of the applicants on a job board. As recruiters become more sophisticated, they will demand a smaller volume of resumes and a higher quality of candidate. Because online recruiting automatically generates easily usable recruiting data, recruiting will shift from being "...

When Internet Recruiting 1.0 was >>> - Resume Databases - Job Postings - Corporate Websites - ATS Technology Internet Recruiting Web 2.0 is now o Data Portability o Social Media o Wireless o The Long Tail o Meta Search and Deep Web o Open Source o Social Networks o RSS o Word of Mouth Internet Recruiting Trends Optimization The Social Web Talent Communities Recruiting Conversations Information Management is based on Pulling , Pushing, Digging, Hacking Which involves v Workforce Planning v Candidate Profiling v Employer Branding v Sourcing Strategy v Screening/Assessment v Candidate Assessment v On boarding/Engagement v Performance Management v Retention Programs Data is Ø Ownership Ø Privacy Ø Security Ø Compliance Ø Integrity Cyber Sleuthing is based on v Research v Competitive Intelligence v Candidate Sourcing v Screening Tools and Technology holistically used to - Resume Extraction - Job Distribution - Widgets & Gadgets - Sticks & Stones Is the future bright for Web...

It was a humid June morning on David Perry's fourth day of masquerading as a snack-food vendor inside an industrial park. He had one day left on the canteen truck he'd rented for $500. The executive recruiter, wearing a hairnet and an apron, finally got a customer to tell him what he needed to know: the identity of a technology guru a client had hired Mr. Perry to poach from a competitor. Mr. Perry's client didn't know this person's name. So for days, the recruiter had been asking every coffee, cigarette and sandwich buyer who the "genius" was behind the large, publicly traded company's top-selling piece of software. Finally, an unsuspecting patron spilled the beans, and Mr. Perry got his man. " It was real hard detective work, but it was fun ," he says. Executive recruiters typically rely on networking and corporate contacts to court prospects. But for those like the 48-year-old Mr. Perry -- a small subset of the multimillion-dollar industr...