New To RECRUITING need advice :-)

Ravi,
Don't try to take to recruiting to earn fast bucks, there are no free lunches or dinner in this world...........

A few tips to help you call with confidence:

1. Always introduce yourself & your company name clearly & confidently.

2. Humans have a tendency to say NO rather than YES, so ask the candidate " IS IT A BAD TIME TO SPEAK?" rather than " SIR IS IT A GOOD TIME TO SPEAK TO YOU?"....

3. Always try to listen & talk lesser, so that you can analyse the mind of the candidate in a better fashion.

4. It is good to inculcate a habit of saying NO to sticky or non-committal candidates. You will have enough callers who just want a cooling period of 1-2 months in a low pressure job, which your client maybe able to offer(as that much time takes in training & induction), to search a better job than you are offering them.

5. If you are feeling nervous talking to someone or the other person is rude, try standing up from your chair & you will feel a new spark of confidence rush into your voice. Hence you will be better poised to handle HOT-SHOTS.....

6. If a candidate maybe unwilling to listen to the JD, ask him to please listen as he maybe having any co-worker or friend who might just fit the bill....

7. NEVER NEVER try to sound like a guy who knows nothing about the profile. There are times when non-BE , B.Tech or non-IT background recruiters call IT pros with 5+ years of exp. If held in such a tight spot ask him what his opinion is of the profile or ask him if your sr. manager can call him for further clarifications.

Hope this helps......

n plz don't come to recruiting for money.....n remember

RECRUITMENT IS AN ART AS WELL AS A SCIENCE........MASTER IT WITH DEDICATION & DELICACY.

Regards
Abhishek Bhatara
R&A Services
Pune

Hello ravi... well m an HR Executive at a shipbuilding company in gujarat. M into end to end recruitment for different managerial positions. since i deal wid severl consultants and also wid 100's of candidates.. it is better that you make note of all the communicaitons. this might sound a bit treditional but then its not very easy to remember all of them wid their specialities and stuff. and another opinion from my side is that make the communication fast along with the follow up. coz many times delay in follow up or giving late results leads to loosing the employee's and emploers trust.

Cheers
sahdev Bhatt.

@Ravi

You shouldnt restrict your calls on a particular time slot and i dont think there can be any particular time when all will be recptive to you and will discuss with you in length..for example.."First Half of the Day" or "Late Evening"..some are relaxed and some maybe worked up..same for the time slot thruout the day..so no fixed times..go ahead and make that call right away!!

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THank you very much friends for the advice, and I always act, as If I know everything about the profile and just put the JD in my words , and explain it to candidate..

today was the first interview of my firstly shortlisted candidate a Banking Pro, but when I called him evening and asked about how it went he told that the HR only asked about general, like the regular TAPERECORDER of HR , tell me about yourself etc etc....

now I am waiting for tomorrow and will ask my coordinator that wat is status..

One interview of just HR is not at all needed and that too at the begining of the show is not at all needed, directly the candidate should have been accessed for his technical knowledge of the field, but as the HR knows 0 about the technical details of field. I am worried, because until and unless the HR who took interview is satisfied in some way or other the process of candidate will not move further.

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Dear Friends Kindly note the following, dont unnecessarily post thanks in any post, section thus increasing the posts, load on server. No one expects thanks from you. All members motive should be to share knowledge .
Reply only when u feel it is necessary to express your views, and not just to say thanks, sorry, good one, cheers, etc etc.

Hope you all fellows on citehr got my point and understood little of what I said.

with lots of LOVE,,

K.Ravi

Hi Ravi,

First you need to understand the requirement & specification of the client like skill set , experience, Roles & Responsibilities. Then half of your work will come down.

Preparation is also very important. Be prepare yourself what you want to speak ..

You should be very confident & clear while talking to the candidate. Start with introducing yourself, about organisation and also check whether it is the right time to speak to him / her. Then start explaining about the job opening.

Many of them given their opinion useful suggestion.

Be confident & Positive !!!

Thanks & regards,
Meena

Dear all jus take 5 min click it and solve the same.....would be great help t from you....

http://www.esurveyspro.com/Survey.aspx?id=e4066655-c8ab-45b4-9c38-d4cc4ba86151


THANKS
POOJA GUPTA
poojagupta1484@gmail.com

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POOJA GUPTA


" TO EACH HIS OWN "

Dear Ravi,

you need to be aggressive in ur approach. don't call like a normal consultant askin "is it a good time to apeak to u??"
rather start ur call by saying.."Hi....., this call is in regards to a very good good opportunity with ..... client and i was going through ur resume n ur profile quite matches with the requirement so tell me if we can discuss for a couple of minutes.
ask them abt their interest and confirm whether they would be really interested for that position. if yes..y? if no ..y?
also check if they have already applied for that position.
keep track on them, if profile gets shortlisted.

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Thanks,
Sandhya

Dear Priyanka:I am also into recruitment. I am 2 yrs old in this placement scenario. I am looking for a suitable opening in kolkata. If you have please let me know.RegardsSuman

Dear Ravi,

Best time to call depends upon your domain...
if ur claling for IT then evening time is the best..
Bt if ur calling...for NON IT can call anytime..

Wish u luck

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Regards

Deep

Hi Ravi,

Even i faced the same problems when i started my career as a recruiter two years back. FIrstly, I shall ask you to have a thorough understanding of the client and their presence, their core competence etc... then moving on to the requirement, study the requirement thoroughly, even if it consumes more time. once you are clear about the requirement, start analysing few companies from where you could find candidates who can fit to the job role with your client. kindly consider various factors like CTC, role, designation.

Once these things are finished, Start speaking to the prospective candidates and clearly explain them about the profile. Also, check with them whether they have appeared for a interview with your client or processed their profile recently. If no, then proceed with the profile.

Try sourcing profiles from various other sources apart from Job portals, like reference generation, networking, and headhunting. Though these methods are time consuming, it would be more effective, since most of the profiles you send from portals would be a duplicate.

I could also see that you say why HR round is needed first?? the reason is if the candidate is less sound in technical aspects, he could be trained on the required skills. But if the attitude of the candidate is not good, it would be a great problem for the company. That is why in most of the companies, they would check whether the candidate can fit into their company culture.


Hope this would give you a clear picture.

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With Regards,

K.Jayavel.
Senior Executive - Recruitment