What is your referral to hire ratio?

This is a very important question before any company hires a Recruiter. Some Recruiters are trapped in this question because they have trouble tracking numbers and activity? Objective of hiring a Recruiter is Target deliverables and by asking this question employer will know of what a Recruiter has done in the past and what he/she is going to do for their clients.

I remember when I started it took me several weeks before I ring the bell. But now I am confident to say, Referral to hire ratio depends on your niche, how many Send-out you should get and of which how many are interviewed. So while calculating your Referral to hire Ratio consider following three:

Send-out, Interview, Hire

I believe a good ratio is: “Send-out : Interview : Hire” ratio of 3:2:1 which demonstrates the quality of a Recruiter work.

“Careful screening is the hallmark to quality staffing”. Our Goal is to deliver to our clients the most professional and personalised service in the industry.

Please share your thoughts.

Are you prepared to answer some of these tough questions-Social Media Recruiter

I am just wondering if tomorrow I get an interview for this position then what would be the toughest questions for a Social Media Recruiter,after some brain storming some of them would be:-

• How familiar are you with social networks, blogs, and online communities. Which ones are you currently a part of, and have you ever used them to recruit?
• What is the purpose of social media in recruitment?
• Tell us about some of the challenges you have faced when introducing social media in your job, and how you overcame them?
• Which sites are you most comfortable with and why?
• How do you measure your success in social media? How would you justify it?
• Is it important that a company should engage its recruitment team in social media to be successful.
• Assume that I know very little about social media, convince me that I personally should use social media as a recruitment tool in 2 minutes or less.

All the best to we recruiters! Please share some of your views.

Managing most important Asset - Employee

After looking at this video, I remember when I placed one senior project controls engineer to one of the world leading engineering companies but he had to change his job after 6 months and very much reason was lack of motivation and communication. A key technique for improving employee engagement is to explain to new employees why they were hired. Companies that fail to train their managers in how to hire people or if they are making no effort to make them feel as a part of the company once they join are more likely to lose out when we talk about employee engagement, motivation and productivity.

There is a famous quote “Employee engagement works best when results are woven with relationships and understanding of the uniqueness of each individual and each culture within each workplace - seek first to understand and demonstrate that understanding before seeking to be understood”

VIDEO RESUME – Works When?

I received today a candidate Video Resume who is interested for international opportunities and his skill sets was a perfect match for one of my requirements and his video resume gave me an additional bonus to make him stand out from other candidates.

The legal aspect always comes up immediately when it comes to Video Resume in North America. Employers cannot discriminate against an applicant on the basis of race, color, religion, sex, national origin, age, and disability. The Video Resume Compliance Committee (VRCC) is still forming, and there is a hope that committee will soon create standards for Video resume services.

However, still many Job seekers are going forward for video resume and trend is likely to pick up steam. Video Resume should not be viewed as a replacement to the e-resume or a paper resume rather as an early job interview. Your e-resume presents your skill sets and explains why you are the right person for the position.

Works best for International Jobs: If you are applying for any international position directly or through a Recruiter then video resume certainly is a good option. However, Candidate must check with the hiring manager of the company about their policy before submitting a video resume. This Trend has become a hit in Asia, Europe and soon picking up in other countries.

Works best if you can carry yourself & speak well: When you are facing the camera and if you cannot show the right body language, right facial movements, verbal ticks then Video resume is not meant for you.

Works best if you are applying to Employer through a Recruiter: If you are submitting your resume on employer website directly then I would not suggest you to apply a video resume unless asked. Employers are screening applications through Applicant Tracking system to sort and rank the candidate. They don’t have time to look at every video of the candidate to shortlist them. However if you are applying your resume to a Recruiter who is authorized to submit video resume for that employer then definitely you have a chance to standout.

Some of the most popular sites for Video Resume are:- http://www.gocvone.com/ , http://www.monster.com/, http://www.hiremenow.com/ , http://www.youtube.com/, http://www.careertv.com/, http://www.careerbuilder.com/, http://www.vault.com/

Please share your views.

An effective tool for networking & managing candidates and clients- Xobni

Bill Gates called Xobni “the next generation of social networking".

I downloaded this software in the morning and believe me it’s a great tool to work for networking with candidates and clients. It’s a great tool when you are struggling to get important information from in your Outlook inbox or if you want to cross check candidate through different links like LinkedIn and Face book then Xobni works the best for you. That's frightening. Isn’t it?

It seems to be that this application offers a mash up or umbrella view over data which includes social networking and is going to continue to grow and evolve.

Pls refer :http://www.youtube.com/watch?v=9YhpdKa-NgY

Social Networking, is it important to way up your career ladder? I guess today its not "Who You Know", but most imp is "Who Know You"...

Meeting the right people at the right time can help the candidate to find their dreamed position.

Take for example websites like LinkedIn, Facebook, Myspace, Viadeo, Ecademy, etc, places where you meet with professional from all over the world. I lost in touch with my old friends of MBA and school I would have never discovered them till the time I searched them on social networking sites. Its definitely a powerful tool in today's market to network in the right manner.

Its beneficial to both business where we find talent and to applicant to increase their visibility to recruiters and find different job opportunities. I am very heavy user of social networking sites and they help me to dig deeper into an area of expertise that’s very specialized, and the more it is specialized, the more helpful that type of social networking is.

People who are on these networking sites with good connections have a significant advantage when you are thinking of career progression as they have choice of people who can in turn be their employers with good job opportunities.

Please share your thoughts.

We Recruiters on earth day…

In my last company, one of my coworker was a environmental recruiter and has always inspired me by her thoughts that being green is good for business. All of us have made a caption in our email signature “Please consider the environment before printing this e-mail” to be a part of this green revolution.
At one end environmentalist, technologist are making an effort to make earth go green, pollution free and stressing on to save trees and not papers.

How we recruiters can play a vital role in this process:-

Managing recruitment online rather on papers.

If interviewing candidate is not a local candidate than try using Video interviews, online tests to reduce travel and cost of operations.

Make career section of your website to go green thus emphasizing environmental values of your company.

Organize virtual Job fairs, webinars.

On company website make a section where candidates can make online portfolios rather than bringing it on papers.

I m presenting today half of my blog in green color to make a mark on this EARTH DAY.

Please suggest your thoughts.