IT RECRUITERS ( US IT STAFFING )

Posts

Recruitment:

Recruitment refers to the process of finding possible candidates for a job or function, undertaken by recruiters. It may be undertaken by an employment agency or a member of staff at the business or organization looking for recruits. Either way it may involve advertising, commonly in the recruitment section of a newspaper or in a newspaper dedicated to job adverts. Employment agencies will often advertise jobs in their windows. Posts can also be advertised at a job centre if they are targeting the unemployed. Suitability for a job is typically assessed by looking for skills, e.g. communication skills, typing skills, computer skills. Evidence for skills required for a job may be provided in the form of qualifications (educational or professional), experience in a job requiring the relevant skills or the testimony of references. Employment agencies may also give computerized tests to assess an individuals' off hand knowledge of software packages or their typing skills. At a more

Make a phone call

TIPS Say who you are and what you want. Start saying… 1. Hi. My name is XXXXX. I'm an executive/technical recruiter calling from XXXX Company. Is this a good time to talk? Describe the client's requirement. Review your questions to make sure that the questions are job-related. Come up with your questions to verify the tech. caliber of the consultant with the requirement you have on your hand and make sure you clarify all the points always good to have a list of things to be done before making a call. On a paper. Listen to the voice. Lack of confidence in the tone of the voice may be a sign of lack of self-confidence. Don't mistake quantity for quality. Just because a candidate has 5 years of experience doesn't mean that they're necessarily qualified for the job you're trying to fill. Explore the depth and breadth of that experience. Don't accept everything that a candidate says at face value. For example, if the candidate says they would use progres

Reference Checking & Presenting to the Client

Reference Checking: It a process of checking the Employment History of an individual against the reference He/She has furnished. The type of checking will be as per the requirement from the Hiring manager/ HR Manager. 1. Explore methods of communicating with referees to encourage open and frank discussion. 2. Utilise Competency Based / Behavioural Description questioning to gain deeper insight into competencies and avoid personal bias. 3. Turning the reference check into a marketing opportunity. 4. Consider a structured, systematic short-listing method. Presenting to the Client: 1. Develop the ability to confidently present the short-list to the client, including coaching the client on interview etiquette, where necessary. 2. Investigate how to prepare the candidate for success in the client interview, including constructive counselling on areas for improvement. 3. Follow a guide for post-interview debriefs with candidate and client to uncover and address issues, and manage t

Writing Effective Job Advertisements on Job Boards:

1. Identify options for sourcing/locating candidates - search etc. 2. Expand existing thinking about options for 'where' to advertise. 3. Learn the techniques of writing job advertisements to attract the 'right' applicants, and inspire them to apply. 4. Consider what motivates candidates, and present your message in terms of benefits to excite the reader. 5. Understand the power of particular words, bringing the ad to life.

Screening Resumes

When screening and evaluating resumes, recruiter must consider the following information: · Previous job responsibilities and past related work experience that may suggest future performance. · Special skills and qualifications. · Dates of employment. Staff will look for unaccounted gaps of time or conflicting dates, which may suggest instability or unsuccessful work experiences · Salary information. · Verifiable facts. Positions held, responsibilities, dates of employment, salary, etc. After the close date of the recruitment, the Job Expert for the hiring department and Human Resources will screen the application forms or resumes for minimum education and qualification requirements. A recruitment date may be extended if there are no qualified candidates. Recruitments can also be open until the position is filled; in this situation, applicants are reviewed and interviewed on a regular basis until an eligible candidate can be selected and appointed to the available position.

DO and DON'T on a call

Don't Ask-- Only with the individual's consent: --School, college records Yes: --Social Security number --Performance at prior workplace --Credit report (but with notice to the applicant in California, Minnesota, Rhode Island, Vermont). (Under federal regulations, credit inquiries that tend to have a disparate impact on minority applicants, disabled persons or women may be closely scrutinized.) Generally Yes: --Smoke at home (The question could lead to a lawsuit; 31 states ban policies prohibiting off-duty smoking.) --Political affiliation (Some states ban discrimination on this basis and political affiliation may not be used for discriminatory purposes in federal-government employment.) Yes: --Ability to perform certain functions **The Americans with Disabilities Act governs these inquiries. Only after a job offer and only if all are treated the same: --Medical examination --Medical conditions --Urine test for drug use (13 states have further restrict