Recruiters World

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...