The recruitment industry is booming.

Who have passion of talking? Who are good in public speaking? Not everyone, and if you have, recruitment industry is best option for starting own business. No need of any technical skills and decorative office, only you need creative talking and convincing skills. Your identity with clients, good reference, and passion always make you success. Question arises in your mind, what industry I should select for my recruitment business. At past, if you worked for finance sector, you can choose the field as already you are aware of this field including employee management. Previous experience in this recruitment field will add some fruitful yielding, so it is better to have some practical experience before starting the business. Start growing step by step adding domains and recruiting some recruiters and business manager for your business. 

How to start?

Without reference, you find difficult in getting clients. Start from the reference, selecting one of your clients who knows you very well. Your colleague or co-employee may help you in this regard who currently works for the company or most senior employee who knows you better. Ask for some requirement. Now increase clients one by one falling into same domain. Once you reached at earning stage, hire business manager who take care of it and hire recruiters and expand your business for other domain. Have better relationship with your clients for repeated business that makes you financially strong.

Database of profiles:

As already discussed, candidates are kings. Maintain database of these profiles working in the company and ask reference of HR for business movement. Make a strong note of senior employees their aim in life. They may have their own business in future just like you. Candidates can turn into clients in future. Don’t rush for more clients even if you’re financially fit. Start from one to two to three and so on.

Learn from the mistake: Where you have failed in the past and your own way of overcoming it. Past failures are future yield. Think of past, what clients want from you and how you deliver it. Now, after gaining some experience you know high performance and quality results.

Great Opportunity for Recruiters and Recruitment Industry. 

Recruitment shines when economy increases with more competitors creating employment. Students after graduation and employees of other cities and countries rush to the area of high employment and better infrastructure that credits even better economical place for business. Businesses look for recruitment agencies to find the way selecting candidates for their role. When there is competition among companies for talents, they hire head hunting agencies to fill rich source of candidates and demand for recruiters increases giving rise to new field of business i.e. Recruitment Process Outsourcing (RPO). Recruitment Process Outsourcing grows along with other verticals of multiple industries that build the gap between client and candidates when both i.e. client and candidate fail to approach each other or lack relationship. Most of the companies depend on RPO and the RPO purely depend on candidates.

More recruitment business ideas at www.dougleschan.com

Recruiting through external methods and its Advantages

As already discussed in previous article about recruitment methods of two types; internal recruitment and external recruitment. Here we are going to explain benefits of external recruitment and its affect on business. External means outside the gate, people of outsiders i.e. recruiting candidates of competitors with similar field of skills. Recruiters recruit people to fill the position. Does every company have recruiters who work for building business strategy? If yes, then recruiters need to hire external candidates for better business. But for internal recruitment, there is no need of recruiters as HR takes care of it, recruiting internal to much higher position (promotion)

Why External recruiting
Candidates from competitors can bring changes in work nature for business growth. Passive candidates of competitors are best among internal candidates and most preferred employee for recruiters for business strategy. Top post like VP, CEO, BH (business head) etc are filled by senior recruiters or head hunters. Recruiting external candidates is not so as easy as internal recruiting. Recruiters need great research skills including competitors, economy, people, places so that they choose right candidate for the role. Most of the time they have to spend their time externally searching quality profiles. Strong knowledge of market research, social media channels, and good relationship with the external candidates credits in sourcing quality profiles.

Top 5 reason why to recruit external candidates
• Their New ideas
• Better performance
• Quality work
• Change in work environment
• Business Strategy

Top 3 places to find external passive candidates
• Social media sites
• Outdoor events, seminars, exhibitions etc
• Reference from junior candidates working with them

Recruiters searching for profiles of external candidates should have thorough knowledge of competitors and their contributions in current company. These candidates are expert in their skills and ready to adapt the environment when convinced smoothly. Before calling them, make sure you have thoroughly viewed and understood their profile that matches your client JD so that when candidate ask question about the client you are ready to provide answer quickly without murmuring. If candidate is not comfortable having discussion on telephone, request them for face to face discussion in some other places of comfortable zone. That all depends on candidates comfortable place.

Top places to meet candidate before client interview
• Hotels
• Public Park
• Candidate house

Though it look like too casual, but head hunters are ready to open for discussion at any time and at any place. Candidate meeting at their own house is the traditional way of interview during 60’s and 70’s and nowadays, candidate prefer having discussion only on call and sometimes at comfortable place.

Communication with passive candidates (face to face)
First, start from you, your professional work; designation and role. Then start explaining about your client business and their strategy. Remember, you are having discussion with your candidate and don’t ask question; why, what, how like a school question, they may feel distracted. Don’t act too confident and avoid deep eye contact as you know everything, your candidate feel discomfort giving right answer. They have their own identity and reputation, and remember it is secondary option for them as they are currently working. If they reject, you are the loser.

More details on recruitment consultant singapore salary

How to grow with better business.

Recruitment business is profitable business. For every single big B Company, at least 10 recruitment agencies exist. Unlike other business, there is no need of technical skills. Any graduation and +2 candidates are eligible to work as recruiter. Only you need to have excellent communication and convincing skills in English and other language of your country and state. Recruitment process outsourcing is the cheapest and profitable business compared to other field. Recruitment business in metropolitan cities works better than other towns and undeveloped cities. To start business, you should have thorough plan and your identity before help you to grow step by step.

What are the skills needed to grow business.
Reference and network, these two powerful words make you to grow. Customers are king for banking domain. Candidates are king for recruitment domain. If you give importance to clients rather than candidates, you end up searching profiles without filling the position but if you have better relationship with candidates, employers will start searching for you. No technical skills or software skills only researching and convincing the candidates.

Coming to the point, already you have the business going well and want to proceed better, move step by step without investing heavy amount like infrastructure, costliest database software etc at once. As economy increases, candidates identity and their attitude changes but if you still adapt old methodology of recruitment, someone will place the seat instead of you.

Don’t stick to your seat sitting only with laptops. Research the public, their behavior, and what they are talking about. Learn from the candidates, their feedback that helps you out increasing your recruitment strategy. If candidates don’t perform well in interview and got rejected by client, guide them how they can improve for next interview. Most of the recruiters don’t call back the candidates once they are rejected and never call them back, you may be having profiles in hand but you start breaking the relationship one by one silently while other agencies of strong relationship start growing constantly.

Search for the clients of start-up and their new branch. Be excellent in market research. Senior candidates will help you in this regard. Reference from passive candidates of strong relationship with you can help business to grow by providing requirements. Remember, all candidates never remain candidates forever, at least 90% of senior passive candidates willing to start their own business after gaining experience. Following these candidates years together might help in business move. This is secondary option.

How to find new clients
Advance way of approaching
• Website
• Business emails
• Email Newsletters
• Web research and direct contact
• Social Media and blogging

Traditional way of approaching
• Direct Face-face client meet
• Reference from friends/past employees
• Industry events and seminar

For new client business, both work well. Agencies increase their revenue from repeated clients that help them to get new business as they can showcase their performance through testimonials of clients and candidates and even giving reference.

More 360 recruitment process here.

Top places to place job ads for better candidates

Job Posting on Blogs and Websites

Job advertisement on websites, blogs, and other personal websites credits more profiles and targeted candidates for your requirements. Instead of placing ads on newspapers and magazines, you can place it on websites and CMS blogs. The main reason is cheap and more traffic. There are several types of ads to attract candidates.
• Flash
• HTML images
• Text links
• Animated links

Where to place ads
• Own company website
• Job board website
• Search engines
• Blogs
• Others personal website

To place ads on other website or blogs, make a note that they have huge traffic to their website. More traffic to website credits more profiles for your position to be filled. Link the ad to career page of your website. Create Rectangle shape image on right side or middle of the page and use background color white with small description of 10 words. There are also numerous classifieds, forums, local business sites, free job posting websites to post job ads. If you’re using social sites like Facebook, Twitter, and LinkedIn, then post jobs on these sites.

Other places than internet
• College notice boards
• Job Mela
• Banners
• Email to internal employees

Benefits of Job Ads
• Back links
• Credits visibility
• More profiles in your database
• Candidates interest of matching JD apply for the jobs

For more details, please click here

Search Engine Recruiting

Search Engine Recruiting - Recruiting Candidates on Internet.

Search engine recruitment, the easiest and fastest way of searching candidates on internet using search engines. Candidate’s profiles are available on social networking sites including local business networking sites with their contact information. These sites are strong visible on search engines that makes easier for recruiters to search for the information they want to. Search engine recruiting is most targeted as you can view their profile online. There is no need to log or register to view the profile as their profiles already indexed on search engines. At the time of recruitment, if you find difficult in searching profiles on job boards and any other means, search engine credits here.

Skills needed for internet search: There is no need of any technical skills or typing skills required but you should be expert in searching information using accurate keywords and have knowledge on excel and word. Excel for storing candidate information and word for copying their profile. There are some tips for searching candidates profile including their phone number, email id and location.

List of keywords for search engines to get information.

Candidate information
• Technical skills
• Email Id
• Mobile Number
• Designation
• Location

Top social sites, websites, and blogs
• LinkedIn
• Slideshare
• Company websites
• Personal website
• Blogs and forum communities

List of General E-mail Ids
• Gmail.com
• Yahoo.com
• Msn.com
• Rediffmail.com
• Aol.com
• Live.com
• Hotmail.com
• Ymail.com
• Rocketail.com
Let’s start
Type these keywords on search engines.

1. Location, designation, gmail.com
Ex: texas, web developer, gmail.com

Replace gmail with other email ids.
2. location, designation, social site, gmail

Replace social site with other local sites including blogs and also the gmail
3. location, xyz, designation, social site, gmail
Here xyz is company. Replace XYZ with targeted companies.

We found list of profiles with email ids. Now let’s target profiles with phone numbers.

1. location, designation, social site, mobile number
In India, mobile number starts from +91.

2. location, designation, contact
The above list of keywords only for basic way of finding the candidate information. You can type keywords according to our need and start searching profiles. The more experience in this field, fast and accurate profiles you get. If the candidates are not interested ask for references. When you found out all the information, create database of these candidates including the references from them.

Benefits of search engine recruiting.
• More accurate
• List of potential candidates
• No need of job boards
• Profiles of geographical location
• Database of profiles
• References

Though it is accurate, it takes too long time to search the profiles but as your experience increases, you can find out more profiles quickly. The most disadvantage of search engine recruiting is that some information may be not updated and the advantage is that personal email id and mobile numbers are permanently used by candidates.

Ideas on recruitment consultant salary here.

How to create recruitment brochure

Recruitment brochure, a software or hardcore document of company information for clients or customers for lead generation. Every company have their own brochure (softcopy or hardcopy) created in standard software like Microsoft, Adobe etc. Brochure may be one or multiple pages with contents, images, and links. Softcopy brochures are sent to clients through email and also uploaded to various document sharing sites like Slideshare, Scribd etc.

To create attractive brochure, you need one writer, one designer, and one marketer. You should research and plan before creating brochure. Create well structured layout and content so that layman don’t find difficult in reading and understanding the company information. If you’re creating single page brochure, construct the layout as follows
• Top heading – Company name and logo
• Top Left Side – Industry verticals
• End Left Side – Clients
• Top Right Side – Services
• End Right Side - Recruitment procedure

At footer, include email id and contact address including phone number and employee email responsible for BD.

If you’re creating second page, add following details
• Client and candidate testimonial
• Management team – Educational background, experience, designation, any awards etc
What to avoid
• Too many images, and extra large images
• Using “we” in your content
• More than 1 email id and phone numbers
• Exceeding 500kb of document
• Copied from competitors
• Blur images and contents
• Pages only with images with little or no content.

Make sure your brochure is free from spelling mistake including broken links and any kind of false information. Unique content writing and high quality brochure are great attraction. Always create brochure in pdf format that takes small space with high resolution and use standard software/tools like Adobe Photoshop or MS Word. Be environment friendly, don’t use hardcopy brochure because you need to edit whenever necessary and you waste your time and money dumping old brochures.

Colors: Always use white background and black text. Bold the title but not the paragraph and avoid italic text. Your background color should look dominant followed by content title and paragraph. Background color white makes readers to attract the content and images. Equal the font size of 12 or 13 and prefer Calibri (Body) for text. Don’t decorate text with stylish font face that distracts some readers.

Content: Unique content is king for your business. Readers give more importance to content followed by images. Short paragraph around 150 words is enough to explain your company information and if you want readers to know more, provide the link to your website.

Industry Verticals: If you are working only for specific field, say for example, semiconductor, telecom, IT hardware etc provide the same. Don’t provide all the verticals of IT sectors when you don’t work on it.

Testimonials: It builds strong reputation and positive way of approaching. Include testimonials of candidates and clients.

Include other details like management team, their qualification, and experience including awards etc. List most senior persons first followed by juniors not more than four including their photos. Only head hunters and recruiters should be included in brochure not BD team or other management profiles.

At footer: Your contact details containing full address of HQ and branches including website link.

Head hunted Database and Methodology

What is head hunted database in recruitment?

Maintaining your own candidate database help you to search and place the candidates very quickly. Best head hunters always communicate with the clients and candidates for better relationship that credits more references from candidates and more business from clients. The more reference, more profiles in your database. If you work only on specific domain, then build the profile database of related domain and employees of Competitors Company, this helps you to place right candidates for the role. Explain your head hunted database and the methodology of reaching candidates. Employers always prefer these agencies of ready database of passive and potential candidates.

For successful hiring, having your own database of candidates is essential for successful placement. Recruiters depend only on job boards and waste their time calling unqualified candidates without own database of profiles. Recruitment agencies that work for multiple domains should maintain bank of profiles of similar category. Say for example, recruiter named john who work only for semiconductor companies should maintain profiles who work only for these field or related skills in his own database. The more profiles, more reference and easy placement for the clients. As already discussed, maintaining database without communication is useless, recruiters should spend most of the time talking to the candidates and get feedback from them about work nature, co-employees, job satisfaction etc. If recruiters treat candidates as friends, candidates think about real care about them and provide more references to you and more profiles of passive candidates in your database. If you proceed smoothly, then there is no need of paid job sites.

Database is collection, storing, and maintaining profiles of candidates on Excel, Access, or other software. Build the database consisting of
• Full Name
• Highest Qualification
• Experience
• Current company
• Location
• List of keywords - Technical Skills
• Uploaded Resume 

Advantages of candidate database
• Sending E-mail Newsletters
• Asking references
• Wide network
• Reputation
• Easy to search and place the candidates
• Market Research; top candidates, new skills, new companies
• Wide social media presence (huge fans)
• Candidates can turn to clients

Disadvantage of candidate database
• Not all candidates respond calls
• Not every candidate gives you the reference
• Candidates have quit the job permanently
• Difficult to maintain large volume of candidate database.

During communication, ask candidates if they are interested in job change and want to work for some other companies. If they are interested, update their data in your database and if not, keep it as pending. So that at the time of recruiting candidates, you find easy to search candidates who are interested to change the company. Target candidates of high experience and most relevant skills followed by other candidates. List high profiles from ascending to descending order who are looking for a change. Anyway, it depends how you maintain and update as per your convenience.

Skills needed to become best head hunters

Head hunters or senior recruiters are best profile hunters who can fill the position that exactly matches the job description. Head hunters work only for most senior person or rare profiles that are least found on job boards. They have their own head hunted database of all kind of profiles ranging from juniors to seniors. All head hunters are not expert in sourcing all the profiles of different sectors. They work only for specific category, say for example, ecommerce. 

They are well aware of current economy, competitors, and candidates. They know upcoming companies and their recruitment needs. These head hunters are capable of building strategy for companies by placing right candidates for the roles. They never struggle searching for candidates at the time of recruiting as they are ready with database of candidates. In case if candidate rejects, they start constructing wide network from one another and seek reference till they found the candidates. These make so unique of searching candidates through convincing without using any tools or online sites.

Now you understood the techniques how head hunters work and the way of approaching candidates. If these are the basic skills, then the core process is researching and convincing. How you find hidden profiles of talent candidates when not available on job boards? And how to convince them to change their mind?
1.Direct head hunting
2.Indirect head hunting

Direct head hunting - It involves calling candidates directly after research on websites, magazines, newspapers, reference from junior candidates working under him/her, seminars, industrial exhibitions, personal research through friends, and friends of friends. Direct head hunting, where head hunters know the person and their performance including background.

Indirect Head hunting: Company is rapidly developing and a key person is involved in it, but they are hiding their identity, internally and externally. Who are these candidates? What are their designation and job responsibilities? finding these candidates is the great challenge for headhunters. Top candidates never disclose their identities like mobile numbers, email ids etc except to their clients, friends, and family members. Some candidates mention numbers and email on websites while others keep it secret.It involves step by step procedure to reach these candidates.

Step 1: Research: competitor’s business & growth
Step 2: Key person
Step 3: Approach
Step 4: Convince
Step 5: If interested, keep in touch
Step 6: If not interested, follow them

Head hunters greatest challenge is finding out key person responsible for business strategy. After researching competitor’s business growth, headhunters start searching candidates, and catch hold junior employees working below these top candidates. These junior candidates may help out finding top candidates. Better relationship with junior candidates help out to get more reference of senior candidates. It seems to be more difficult task but it is the most targeted profile. Expert head hunters or professional head hunters having decades of experience in this field have strong knowledge approaching candidates. It requires lot of tricks of talking i.e. creative talking and it takes time to reach these candidates. As already mentioned, head hunters should maintain database of these profiles and when require comes they should be ready with profiles and start convincing the candidates.

Job Boards vs. Head hunted Database

Job boards, a database of large number of active candidates and job seekers. Recruiters working for clients or recruiters from corporate largely depend on these job boards to fill the positions. A large number of profiles on these sites are not updated. These profiles once were job seekers or active candidates and after getting jobs, some profiles are removed while others kept without updating. Now, some left jobs permanently and others have become passive candidates. Some recruiters just email directly without going through the profile and waste their time interviewing unqualified candidates while other smart recruiters or headhunters head hunt the candidate through researching, reference and network without depending on these sites.

If corporate want to hire fresher’s for huge openings, then job boards work better as they can find large database of fresh candidates. Active job seekers who already worked and have some experience and skills upload their resumes on job boards seeking employment.

Nowadays, these candidates are preferring jobs through references without depending on these job sites. The main reason is that they get unwanted calls from BPO sectors and sometimes it takes too long time to get the job relevant to their previous work profile. So candidates search the net and prefer companies after they find suitable and apply for the same. When they are not targeted by head hunters, they apply directly to corporate without depending on agencies.

What about passive candidates? These candidates hardly apply for the jobs. They are happy working and comfortable in current company. These hard to find candidates never approach agencies nor apply on job boards. Then how to build head hunted database of these candidates? The most important trick is following active candidates having some experience. These active candidates move to passive later. Constantly communication builds strong relationship and increase of profiles in head hunted database and Corporate recruiters/agencies working for specified domain, say for example web design, embedded software etc should build database of active candidates for future recruitment. Just keeping database without updating is not useful. Recruiters should have habit of communicating with these candidates and keep their profile updated. It also builds strong reputation and candidates react positively giving more references.

How job boards help you to build Head hunted database.

You won’t get rare profiles or passive candidates on these job boards. But one day or the other, fresher’s move from junior level to senior level. Maintaining talk with years together definitely your company will have strong branding including business strategy. Candidates are the ones who can build your business not only the clients. Most candidates can turn to clients only if you build relationship with them. Recruitment is not only about searching, sourcing, and placing the candidates. It also involves distance relationship with the candidates whether they are job seekers or active candidates, for future strategy. Job boards, resume banks for recruiters, also helps in providing work information of candidates including their contact ids.
Job seekers and active candidates on job boards, and after experience, they remain active on social sites. Researching their profiles and adding them on LinkedIn, Twitter, and Facebook is important when they remain inactive on job boards.

More details on headhunter Singapore here.

How to write effective mail to candidates

Email is the most important part of recruitment for communication after primary talk. Many companies just forward the email without having discussion with the candidates specially MNC’s, and they end up taking interview with unqualified candidates. Besides oral communication, strong written skills are essential to attract candidates. Both, oral and written communications are required for successful recruitment. Many recruiters lack basic written skills. The way you write, the way candidates respond. If you write too strictly, candidates think more of confidential and they won’t apply.

Then, how to write effective email for recruitment? Here is the tips.
Step 1. Introduce yourself – Name and Designation
Step 2. Mention how you found the profile
Step 3. Small description about your company profile not more than 100 words, and include web url at the end of the description.
Step 4. Start the job description after company introduction.
Step 5. At the end, provide social link of any 1 sites.
Step 6. Prefer providing personal official number rather than general landline number and not more than 1
Step 7. Request for updated profile
Step 8. Ask references

Avoid these sentences
• "We are looking from reputed institutes"
• "We are looking for only male/female candidates"
• "Please ignore the mail if not suitable"
• "Below 30 years of age"

Avoid technical issues
• Too many links.
• Too many images, and image at beginning, that will block your whole content and get listed in spam
• Html content
• Large font size and coloring
• Bold and italic text

While writing email, don’t do any spelling mistake. Check before submission. Create job description according to your company standard and seek help from concern manager. Don’t copy from internet. Send email at evening if you want to have telephonic discussion on the next day or if the requirement is urgent, you can send the mail at any time. Most candidates check mails late evening after duties. For headhunters, they are comfortable talking to candidates at any time before email communication. As already mentioned, only written communication without oral is waste of time. If you targeted candidates after researching their profile, it is better to have oral communication. These passive candidates always prefer talking. Being a recruiter, whether you are working for corporate or agencies, always prefer to talk before sending the mail.

If you are hiring only for female candidates make sure you mail only to female employees and do not mention in the mail that only female candidates are preferred. If you send it to male candidate unknowingly, they may send it to spam or they may think about discrimination. Don’t write about institutes and mention it in your email. If you want to do so, research the profile, candidates of same college or reputed institutes and approach them without mentioning “reputed institute” in your email. We better recommend avoiding “reputed institute”. You can’t judge the candidates performance who studied at reputed institutes or marks scored in the exams. Talent candidates are always hidden, and if you look only about his educational background and marks scored, they may think that you are giving importance only to his education rather than candidate’s passion, interest, and their performance. They may avoid you.

Why candidates reject?

Excellent growth opportunities along with good packages but candidates are not interested. Yeah! I am interested, I will be there, but no candidates attend for interview. Ok, I want to have telephonic interview with manager, but not picking the call. We have openings to be filled; can you send me your updated profile? Sure, but no response. Mass mailing, but not a single email received. Being a recruiter, everyone has faced all this problems. There are more chances of rejection when companies itself take care of requirements. So, they prefer consultants. It is believed that for every single company, at least 10 recruitment agencies exist.

 How about more than 25k companies? Are they really fill the positions and in given time? Answer is definitely “no” but sometimes “yes” and not always, confused!

If these are the most common experience faced by recruiters, and there are also situations where candidates attend interview, pass the interview but reject the offer. Every approach; talk, email, reference, requires smooth way of approaching candidates and follow up. Short methods like mass mailing without communication and repeatedly sending mail are dumped to spam by candidates. Qualified candidates always prefer talk before face to face discussion. 

Look for what candidates prefer and how to convince.

Candidates reject because of following reason
• Thinking negative – tough question and rejection
• Too much of rounds
• Low salary
• Poor infrastructure
• Uncomfortable work place
• Long Distance
• Bad Reputation
• Uncomfortable timing
• Discrimination - language, people, religion
• Strict Email, rough talk, conditions apply etc
• Past employees left the job within 1 year (candidates will check on LinkedIn)

Before calling candidates for interviews, make sure you have researched the profiles suitable for the position. If he is passive candidate, you require strong convincing skills to approach them, and it is time consuming. Talk to them as if you have selected right person, truly, so that he feels positive and comfortable talking to you. If you talk too speed and in very short duration, candidates may think you have selected wrong profile and they end the call giving false reason. Also, don’t force to them to reach on time. Just mention the interview time on email. If the candidate is not comfortable, ask them the convenient time so that the both parties are comfortable for discussion. Treat candidates as an employee not as a student. 

Strictly behaving with them will lose your identity, and the company will get blacklisted by external employees and job seekers. Be straight forward, if not qualified, tell them directly that we require such a skills, so and so. But be aware before face to face discussion, you research profiles followed by telephonic talk so that you won’t waste time calling for unqualified candidates and spoil your reputation. Candidates once attended interview and rejected will never come back for the same in the future. So, target candidates of required skills and their interest.

How to attract candidates

If you are a recruiter and want to hire successful candidates, then you need great customer service skills besides excellent convincing techniques to attract candidates. Recruitment is not just calling candidates and when rejected, leaving them behind. You should maintain strong relationship with the candidates for future recruitment even if they got disqualified in previous companies. If the city is matured and economy is highly developed that doesn’t mean that you find easy to search candidates. Even a small mistake turns their face red and you lose the position that has to be filled. Every candidate attitude differ from each other, the way you talk, the way they response. Be flexible while talking. Don’t behave overconfidently and apply the condition they may avoid giving answers to you. Once you lose hope from them, they won’t pick up a call and never respond you back.

So what the above content you understood? In order to attract candidates, you should be flexible while talking. The facial expression between two parties can be easily understood the way you talk on mobile. Coming to the point, convincing and talking to the candidates even after they fail in interview for future recruitment is the best way of attracting candidates besides huge number of reference from them. It depends how you maintain communication with them even if they are placed or rejected. Recruiters only going through the profile on job boards take too long time and end-up searching unqualified or disinterested candidates. Attracting candidates through constant relationship with the candidates builds strong identity with them. If you won’t care them they won’t care you.
Here is the list, how to attract candidates.

Primary Source (after secondary source)• Don’t be busy searching for new profile.
• Construct a database of your candidates (placed or rejected) and seek reference from them.
• Maintain constant communication with the candidates (placed or rejected)
• Oral communication works better than written communication
• Social media is also the best way of attracting candidates by responding queries through comments and replying back.

Secondary Source (head hunting)
Talent approach
• Step 1: Competitors and its growth – Person responsible irrespective to position.
• Step 2: Social media profile research
• Step 3: Networking
• Step 4: Direct head hunting

When candidates don’t respond your call that doesn’t mean that they are not interested, they may be busy or they may be not comfortable to talk with you even they are free at that moment. Recruiters should not think that they are not interested. When they won’t pick the call, leave some gap, call after sometime from other number and convince smoothly but not too much.

Talk to them and give them the chance to attend interview when comfortable. Don’t force to them to be at time and don’t unnecessary make calls while they are travelling. If you force to attend interview at exact time and day, chances are there they avoid attending. Never talk too speed and end calls within short period of time. You may find it very easiest method to use these tricks but candidates may reject offer, later.

How to communicate with the candidates

Recruitment is changing a lot. Every company has its own strategy in recruiting candidates. Communication is the most important part in maintaining recruiters reputation identity and company brand whether oral or written communication. Your first and foremost primary task is talking followed by email that automatically helps to identify positively among employees and job seekers. As a recruiter, your main job is convincing and placing the candidates. With lot of competitors, employers go for searching talent candidates who have crazy and passion towards job they work. Talking to these candidates is not as easy as you think. During interview, they don’t even care for seniors persons of HR department nor do they convince you for jobs. Even a small mistake or rude talk with them pulls your identity backwards and you get blacklisted from them including your company you work. Whether you are working for BIG B companies or start-up companies, good identity matters.

Then how to talk?
When having telephonic discussion, first introduce yourself; designation and responsibilities for 20 sec and move step by step. Here are the tips to avoid while talking

Avoid
• Don’t ask too much of question
• Don’t be too fast
• Don’t convince too much
• Don’t talk over-confident
• Don’t ask too much of question related only to technical part.
• Don’t ask short form of question(see example 2)
• Don’t include these words - why, what, how.

Example 1:
Wrong: What is your current salary?
Right: May I know your current salary?

Example 2:
Wrong: What is css? What is JavaScript? What is Social Media?
Right: You have mentioned css and you have worked on it. I want to know your responsibilities in current company.

Example 3:
Wrong: Tell me something about yourself or Brief me about your profile.
Right: (Start from current role and responsibilities to personal details). Where you have completed your graduation and in which college?

Wrong: What is your hobby?
Right: Your interest in other fields beside employment!

How to convince through talking?

Start:Can I speak to Johnson? I am a recruiter working for xyz company, after a researching list of profiles I found your profile that matches the JD and I want to talk to you regarding the job that we have. Can we talk for few minutes? I spent almost half an hour and I am really interested on your profile. You have mentioned that you are working on javascript, html5, css3 ………. …………………………………………………………………………………………………………………………………. …………………………………………………………………………………………………………………………………………… ……………………………………………………………………………………………………………………………………………… End: Thanks for talking with me. I am waiting for positive response from your side. Have a great day.

Note: If candidates are not comfortable, ask for flexible timings. Don’t end with this. You are a recruiter and you require strong patience. Remember, you should always follow candidates.

Twitter Recruiting Tips

Twitter Recruiting

Twitter is a social networking site where users can post text, upload images, share the link, retweet to others post and get latest updates. Unlike Facebook, twitter show only text with option of displaying images and videos. Latest news can be shared within no time that reaches vast users. Retweeting the post goes Virality reaching millions of users not only in twitter site but also on website and blogs if embedded. Special code is available in twitter to embedded on other sites and blogs to get latest updates. Most twitter users are employers and employees but you find less number of students as they are comfortable using Facebook.

Twitter is the best online site for communication in the form of text and links. It has more Virality compared to Facebook. It is easier to search and follow the users or apply for the jobs.

Twitter for recruitment
Most users are employees look for latest news on products and job openings, and employers post new jobs to attract employees. Employees research companies that fall into their domain and follow. Posting regularly and having communication with users by retweet, sending direct message and poll survey makes you brand visibility and attract users. Twitter code is embedded into other professional websites, social media and blogs to get more followers w into who fall to similar domain. It creates a friendly environment and bridge the gap between employees and employers.

Tips for recruiting
1. Post regularly general content including your company news and events.
2. Maintain conversation with your followers by retweet
3. Retweet others post
4. Get code “Twitter followers” and embed on your blogs and other website
5. Search what users are looking for
6. Twitter Link Code “follow us on twitter” on blogs and social media sites
7. Job links on your twitter post
8. Have a poll survey
9. Twitter profile along with attractive background image including web URL and short description help you to get more followers.
10. Follow senior people and passive employees.
11. Use hash tag so that it reaches people who search the content or location. 

Advantage of Twitter Recruiting
1. Free and simple to use
2. News information very quickly
3. Back links for your website
4. High rank on search engines
5. Builds wide and targeted network
6. Brand your identity within twitter
7. In turn build network on other social sites
8. Virality
9. Brand visibility. 

Disadvantage of Twitter Recruiting
1. Fake Profiles
2. Repeated content post appearing several times whole day
3. Hackers can hack the account easily by clicking fake links compared with other social sites
4. Boring when compared with other social sites

You can attract users by posting relevant and most attractive content. Just posting jobs will never help you. You should post other useful general information related to recent incidents and news and your opinion about it. Blog links, image links, Website links can be shared on twitter to increase visibility. You can get attracted by potential users only through unique and interesting 200 words content, and also communication just like chat make you gain more followers.

Facebook Recruiting Tips

Facebook Recruiting

Facebook is widely used social networking site for making friends, chatting, and sharing text,images, contents,and videos. You have 2 options for creating profile. One is personal profile and other is business page. Personal profile page is widely used by students, job seekers, and employees while business page is used by employers where they can brand their products, services, news, and including current vacancies. With millions of users depending on Facebook for sharing resources like funny images, contents etc, employers can make use of this site for posting jobs so that it can reach maximum potential users.

In order to reach potential users, employer should make users to follow their business page by branding their company information. There are several ways of getting “like” from potential users.
1. Social buttons on website, other social sites and blogs.
2. Facebook link on email signature, brochures, newsletters, newspapers, magazines etc
3. Paid Service

When users find useful information, they like the page and get post updates when posted by employers on Facebook. Employers can post jobs through contents, images, videos, and paid advertisement. Even users who are followers can share the information with their friends who aren’t following the business page that makes to reach thousands of users within short period of time. So it is necessary to have Facebook account for employers for wider visibility.

Advantage of Facebook recruiting
1. Friendly to use
2. No need of technical skills
3. Virality
4. Low cost and effective
5. ROI

Disadvantage of Facebook recruiting
1. Large number of fake accounts
2. No targeted users
3. Negative comments
4. Unmatched Profiles

Though it is considered the fastest way of approaching candidates, employers end up rejecting large number of unmatched profiles. In order to prevent this, you have to get followers of interest and should not depend on paid ad or force users to like the page. Say for example, if you are running web designing company, you should post the content in such a way that students or employees should like your Facebook page by attracting them. This can be done by,

1.Blogger and WordPress – Write general content so that it i useful to students and employees. Don’t focus only on your products and services, and don’t post huge quantity of articles. Increase your quality but not quantity. There are widgets available for these blogs for email subscription and follow up. You can add social button code to get Facebook like.

2.Email newsletter - Have an email subscription option on your website as well as blogs. Insert Facebook link on html newsletter.

3.Brochures, Pamphlets, and Business Card – Have a Facebook link at the end of last page of content if you create hardcopy or softcopy brochures or single page flyers.

4.Newspapers Ads and Business Magazines – At the end of content, provide your Facebook link near the email id or address.

5.Website – Include list of social button links such that it appears on every page especially on top right side of the page.

6.Social websites – Facebook links can be linked on other social site like Slideshare, LinkedIn, twitter, YouTube etc.

It is better to go for natural process rather than paid service. It takes lot of time to get like on your Facebook page. The more quality contents you post the huge followers you get. Users of interest or employees of specialized domain are one’ who like your page (targeted potential users).

Social Media Recruitment and way of hiring

Social Media Recruiting

Is the process of searching and sourcing candidates using various social media websites and blogs. Besides, employers advertise on these sites to receive resumes from the candidates. Social media is considered to be best online media for interaction and branding. Getting followers from your site gain more profiles through extensive networking. LinkedIn, Twitter, Facebook, and blogs like BlogSpot and WordPress are top social sites ranking in first result page on search engines. LinkedIn is one among the best social site for recruitment followed by twitter and Facebook. These top sites are used by millions of people globally. Search engines give more credits to these sites than professional websites. Many users spend time on search engines and social sites specially employees and job seekers to seek information related to their field. Advertising jobs on these sites using popular keywords credits high visibility for employees.

Employers can build wide network online attracting employees through contents, images, work culture and benefits. Sharing resources like contents, images, and videos posted on social sites will reach followers and their friends within short period of time resulting high visibility, internally (social sites) and externally (search engines). There is another option i.e. paid advertising, in order to reach maximum users, employers go for pay per click advertising where users click on it and get information and apply for the positions.
Most preferred social media sites for recruitment:
1) Social Media sites
a. LinkedIn
b. Twitter
c. Facebook

2)Blogs
a. BlogSpot
b. WordPress

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There are two types of social recruiting

1.Sourcing information online- Using proper keywords, recruiters can find profiles including email and phone numbers and extract them into their database. LinkedIn and many other local networking sites are the best place for both employers and employees where they can expose their contact details for users. As an account user you can find work history including their education background.

a)SEO recruiting or Search Engine Recruiting – contact information posted on social sites and other business profile websites are visible on search engines including profile image of the candidate.

2.Job Posting-jobs are posted online on job boards, social sites and blogs, local job ads, free job posting list, and business sites making visibility for all users. These jobs get indexed on search engines attracting candidates to apply for the positions.

a) Job boards – many paid sites are available for employers to post jobs and search candidates.
b) Local job ads – Free sites are available where jobs are posted online including company information.
c) Local business sites – free Local business networking sites where individual users are registered to post their company profile including jobs and contact information.

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Search engine marketing (PPC)

This paid one where employers spend money for advertising. It may be in the form of text links, image links, or flash. It gets displayed on various professional website and blogs related to matching keywords of the content. It is best suitable for BPO or huge openings. It is considered to be the best online advertising method because of low investment and high traffic but it has some limitations.

How to Approach Candidates

Passive Candidates and Recruiters

Researching employees through extensive market research helps better understanding of competitive company, its employees and the person responsible for the growth. Whether they are in high position or individual contributor it applies to all. As already mentioned even a small role can lead to great contribution. But these candidates are always hidden and they never approach companies seeking employment. It is the recruiters’ duty to research these candidates and convince them to join your client.

There are several modes of approaching candidates. Before that, recruiter should have vast knowledge on company profiles and its employees. Say for example, recruiter working only for e-commerce domain should have vast knowledge on technical skills and list of ecommerce companies and its employees. Startup companies may ask recruiters to recruit the candidates working for only top Big B companies of similar domain.

Then question arises, how it is possible to recruit candidates only working for these companies! As a recruiter, if you are working only for specific domain then your responsibilities involves collecting list of candidates that are available on many social sites including local business networking sites. Just maintaining database of these employees without communication is like collecting unsolicited resumes. You should develop continuous relationship with these employees even if you are not hiring them. Introduce yourself with these employees and maintain constant talk during free time. Talk about economy and technical skills in general and ask for the references from them. Candidates working for the domain have friends working for the same domain in current company or some other company. Go on developing wide network through convincing so that at the end, if requirement comes, you don’t struggle searching for the profiles.

Collect the information from them through creative talking. Check whether they are interested working in current company or not. If not, keep their database updated. When requirement comes, polish them to take up the opportunity. Sell your client profile, their benefits and growth opportunities. Don’t forget to provide social media links on your email signature. Nowadays, everyone has a profile on LinkedIn. Social media is one of the best media for alerting by posting new job openings and attracting candidates .

Where to find potential candidates.
1) Extensive research online and data mining
2) Social media networking
3) Job boards
4) References
5) Direct and indirect Head hunting

Even recruiters should maintain brand externally so that maximum candidates are in contact with them. Candidates always look for the companies especially recruitment agencies working for similar domain. Experienced candidates and job seekers apply for the same when recruiters post the openings on their websites and other social sites. It is better to maintain these profiles on your database for future references. The more you collect the profiles the better sourcing of candidates quickly. Whether you are working for company as a recruiter or from recruitment agencies, maintaining you are own database of candidates help for future recruitment without dependency on job boards or any other paid sites. This reduces cost to hire and helps to source targeted candidates within short time.

Tips to Find Good Head hunter

Head hunters always work for clients, not for job seekers or active candidates. They place candidate for client, not search jobs for candidates. They are busy in searching top talents who are hidden, it’s not all about senior position they look for; there are also head hunters who are ready to fill the rare position. If you sell your requirement to normal recruitment agencies, you end up rejecting unmatched profiles. If you are looking for senior position or some rare positions, then you have to go for Head hunting agencies.

There are few head hunters who work only for Non-IT field and you find large no. of head hunting agencies working for IT domain because they find huge number of senior people where requirements are abundant in IT environment. Always go for agencies who work for specialized area. For example, if you are running Non-IT manufacturing industries and want to recruit engineer for IT department, then you have to go for head hunters who work only for manufacturing domain but not for software. The reason is that they are well aware of competitors and top talents who work only for manufacturing industries. The best and more experience in the relative field are the perfect head hunters for your requirements.
But you have to target professional head hunters who have lot of experience in researching profiles and made a mark in helping their client to develop their business by recruiting right person for the role. Here is the list

Head hunting agencies background

a.Founded and registered
b.Headquarters and branches
c.Domain they work for
d.Head hunting strategy
e.Till now, how many candidates they have recruited so far
f.Client testimonial
g.Candidate testimonial
i.Relationship with the clients and candidates

Targeted Geo-location

Sometimes it is necessary to recruit candidate of same region who have thorough knowledge on current city or state economy and its strategy. Head hunters working in the same region are aware of people, business, company strategy, and employees. If you’re looking for business head position for particular area, it is good that you option local head hunter working for same region and same domain.

Freelance head hunters

Besides head hunting companies, you will also find professional freelance head hunters who work only for clients. They get paid upon placing their candidate for client. The main advantage of freelance head hunters, they are flexible enough compared to head hunting companies. Professionally, they hunt candidates through references. They spend most of the time meeting with the candidates and clients, face to face. They have passion for head hunting and much interest in the field. They have their own well maintained reputation externally as they work alone researching talents for their client. Compared to companies, their way of approaching and communication is more friendly and targeted.

Look for qualities of freelance head hunters

1. Total experience as head hunting
2. List of companies they worked for
3. Positions they recruited so far
4. Client testimonial
5. Candidate testimonial
6. Client reference
It is better to check their background before you proceed further so that you don’t follow on wrong track wasting money and your prestigious time.

Education and its Affect on Career Growth

Education and careers:

Education is vast and it has no end. Every person should develop their own skills and utilize it. If some are interested in arts, some for science. It depends upon their interest. Every subject has its own uniqueness and application, and it is linked to one another. Even after education, people tend to learn new things to get new ideas. The journey is endless forever. The main focus is the interest in the field of specialized area. People of disinterest field end up their education growth permanently or follow wrong track getting confused because most of them run behind money without planning.

Nowadays, we can see people always go for subject thinking that it has high demand in today’s economy. Rumors are spread by institutes to showcase the importance of the subject to attract students. If students run behind money selecting disinterested subject they fall into unemployment category after education or quit the job due to dissatisfaction and create economic imbalance. In such a situation, Employers find difficult recruiting right candidates for the role.

Some courses get paid high salary and some with low salary creating competition among subjects chosen by students. It is one of the ways to attract students into their domain. Every subject has its own career and growth but students fail to understand the application in the respective field. If there is no relation between colleges and industries, both may suffer approaching each other. As companies go on increasing, recruiters find difficult to place the vacant position due to competition among companies including quantity and quality profiles of candidates holding specialized subjects.

Building gap between students and employers is the best solution for recruitment problems. Industrial visit, seminars by employers, debate, project work, quizzes, current news on technology etc should be carried out by colleges and companies so that they have constant relationship among each others. Digital way of finding and learning new skills besides general education from schools and colleges helps to gain knowledge on current economy and latest technical skills that helps better understanding of job specification and approach. Students also should be aware of general skills and some extra vocational knowledge related to their subjects and how they can apply to their career growth. Even constructing business on their own related to their subjects helps better understanding and scope of the subjects creating awareness and employment.

Tags: education and careers, career tips, after graduation, careers

What are Head hunters and its Methodology

What are head hunters?

Head hunters are recruiters who work for clients filling the position as specified by the company. They work for recruitment agencies, and some company itself have head hunters besides recruiters who work independently. Head hunters mostly work for companies that want to fill senior or rare position from targeted companies. Unlike basic recruiters, they have their own strategy of approaching and convincing the candidates. Generally, headhunters have lot of experience in recruitment field that makes them easier to research and source quality candidates. They are well aware of economy, new technology, startup companies, business research and strategy etc. They are straight forward and with courage and confidence, they don’t hesitate to talk with most and powerful senior persons.

Most head hunters work for placing mid and senior level positions like MD, GM, CEO, VP, BH (Business head) etc. With more time spending on research and field work including client meeting, visiting seminars, industrial exhibitions, workshops etc they are capable of finding rich source of candidates with unique way of approaching candidates and continue to maintain strong relationship with them.

Every head hunters work for different domain focusing on particular area. They don’t look for job portals nor active resumes. They start finding candidates mainly through references from networking. Before approaching them, they thoroughly go through their job responsibilities and their performance. Most of the clients conditionally want to hire such candidates who already have good name and fame in the current industry. A well reputed employee will never disclose their identity externally including their work performance nor do they look for employment. It is the headhunter who hunts these candidates and fills the position for the client. Head hunters with their own head hunted database, find easy to search candidates and convince them to apply for the same.

Steps for Head hunting;

Step 1. Client Business
Step 2. Client Requirement
Step 3. Qualities of candidate as per the client
Step 4. Candidates from competitor companies, if any
Step 5. Market Research – Business, Technology, Strategy
Step 6. Profile search
Step 7. Candidates analysis (Profile, performance, history)
Step 8. Cold calling and approach
Step 9. Candidate screening
Step 10. Personal meet, if required
Step 11. Manage client Interview
Step 12. Regular follow up
Step 13. Manage candidate resignation.
Step 14. Confirmation of joining
Step 15. Follow up after joining.

Skills required for Head hunters

1. Smooth communication
2. Maintaining candidate’s database
3. Regular communication with the candidates
4. Field work – client meeting, industrial exhibitions, seminars etc
5. Personal meeting with the candidate
6. Wide networking and references
7. Own head hunted database.

Tips for Head hunters -Searching top candidates are most difficult task for employers. When they fail to find such candidates they seek professional headhunters.
If you are a professional head hunter working for the clients, describe your head hunting strategy to your clients including your previous work, sample portfolio, and client reference. Explain your profile database of candidates that helps to build your own identity. So it is better to have regular contact with the candidates and keep their updated information on your database.

Tags - head hunters, head hunting, head hunting methodology, recruitment headhunting

How to Start Recruitment Business

Recruitment business is a profitable business because of low cost and high profit. No standard qualification is needed to start this business. You must have excellent references from companies and some basic knowledge on current economy of your country, new companies, their recruitment needs besides researching quality profiles. Getting references from companies depends how you branded your identity previously. Most of the companies start their business and end up soon because of improper business strategy.

If you are starting your own business, you should have thorough knowledge on recruitment cycle and its strategies. Start from the minimum employees and steadily grow to large number. Don’t suddenly invest heavily on software and infrastructure; nobody will see your beautiful building. You are not selling any products or handling customer queries. As a recruiter, you are placing top talents for the clients. Companies want excellent quality profiles from your side.

You have many options to search for clients or clients approaching you.

Basic Level

1. Your Identity with clients you handled before
2. References from past employees
3. Colleagues or friends working in companies
4. Industrial visit
5. Visiting discussion forums, Industrial exhibitions etc
6. Participating in seminars.

Advance Level

1. Market Research
2. Data Mining
3. Cold calls
4. Email – Business proposal writing, PowerPoint Presentation, HTML Newsletters
5. Social Media and blogs
6. Website
7. Online Marketing – Search engine marketing, affiliate marketing, Placement Ads
8. Brochures, Business cards, and Ads on business magazines
9. Articles on newspapers and magazines

Team Management

Don’t put all your money in one basket. Never depend on only one person for business strategy. Expand your simple business to core business.

Say for example, business development team, it consist of
1. Business Development Manager – Team handling including delivery
2. Business Development Executives
3. Marketing Executives – Field work
4. Telesales – Cold calling
4. Market Research Analyst – Primary and Secondary Research
5. Digital Marketing Executives

If you find difficulty in recruiting the positions due to financial problem, go for freelancing options.
1. Freelancer Business Development – commission basis
2. Freelance recruiters – commission basis
3. Part time recruiters
4. Part time Business Development

With rise in technology, new startup companies go on increasing finding difficult in recruitment. They mainly hire recruitment agencies for their positions. So it is better to have an eye on those new born companies. Big B companies have their own recruitment department but sometimes they go for agencies when hiring huge number of positions especially in BPO division or for some rare positions. For rare positions, they find difficulty in recruiting the candidate as these profiles are not available on job boards and it requires great convincing skills to approach these candidates. They mainly hire head hunting agencies for this position.

What is not Recruitment?

1. Mass mailing
2. Only depending on job boards and social sites
3. Not asking for feedback
4. No follow up.
5. No friendly relationship with employees and job seekers.

What is Recruitment?

1. Always maintaining healthy relationship with employees i.e. constant talking, seeking references.
2. Regular follow up after placing
3. Face to face meeting
4. Own database through network and references
5. Great convincing skills
6. Feeling positive even when candidates reject the offer.
7. Confident and straight-forward

Have a habit of visiting industries once in a week and explain your recruitment strategy, convince them to give the opportunity. Make a PowerPoint presentation; have a hard copy brochure including business card and explain your future plan of your company. This feels them that you are really interested in the field and confident to take up the responsibilities of given task.