New To RECRUITING need advice :-)

Thank you friends for your comments.....


I am very deeply hurt and depressed now,, as mentioned before one candidate referred by me was shortlisted and called for interview, now I am consultant and I send resumes to my coordinator who in turn sends to company HR.

The candidate was interested and applied for the post of RM, but the company HR suggested he would fit the investment counsellor role and told my coordinator to ask him regarding this, so my coordinator told me that client wants A to apply for Investment Counsellor IC position, so I talked with A, he told that ok im fine with IC position.

Now all was set and interview was set, but in a banking company for a senior level position, the first interview was taken by the HR and she just asked some general questions and the interview is over now ..

When I asked my candidate A he told that the HR just asked some questions in general the routine one, and then over.

today i got feedback from my coordinator that the client has not found profile suitable for IC because candidate A is
Extremely self-centered.Currently does a role which involves 100% ppl mgmt.He wont be able to do an individual role.


The candidate is currently working as RM, and the client only suggested that he is suitable for the post of IC, and now after interview they tell the above reason...


all this happened because the HR person taking interview was NOT SATISFIED

Now you tell me, if the HR is not SATISFIED, then what shall we do to SATISFY HER

I spoke this with my coordinator , she told even she cant further do anything..


The HR is of a reputed BANK, and I know her name,,

What shall I do now..

what can I do if everytime we need to do something or other to SATISFY THE HR

isnt this funny .

because he was not asked anything related to job, and within the interview the HR came to know that he is

Extremely self-centered.Currently does a role which involves 100% ppl mgmt.He wont be able to do an individual role.


so this means he is even unsuitable for a job in his current company... and the candidate needs to be terminated from his current job too , if what the HR terms is true


You only tell, you only decide,

it is all in your hands,.

and I am now & &

__________________

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

with lots of LOVE,,

K.Ravi

I thought that would be my first closure, but

__________________

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 evrybody,
I am working as HR consultant, from last three months i have just closed couple of positions. All my seniors, please give me handful tips to be a good recruiter.

regards

Vidya H

Hi,

Couple of points which I want to add:

• Always be sure of the JDs sent by the client, when you receive the details from your coordinator, go through the JDs in detail and prepare a list of questions/doubts. Request your coordinator to have a concall with the client & clear all your doubts.
• Best time to call a candidate is on weekdays between 10 am- 4 pm, preferably call them during lunch.
• If they are not taking your call, they might be busy call again later
• If he has told you to contact at a schedule then make sure you call the candidate at the stipulated time.
• A candidate talking rudely is quite common, they might be having a bad day or might be busy or you might have interrupted them or maybe they might be expecting an important call & received your call instead, reasons can be endless. What you need to do is HANDLE THEM WITH CARE
• When you make a call always start by a brief self introduction, followed by taking a permission to take some time of the candidate followed by the reason for your call.

In the end I want to say Patience is the key to success, if you want to make "BIG BUCKS" you will do that by following the right method but you would have to wait till your profiles match the clients. If money is the only reason you have joined recruitments for you should re-consider your decision. Cause you have to be interested in recruitments to make it Big. Also no one can guarantee and give you a sure shot formula of success in recruitments, you have to follow the right process & wait for your efforts to flower.



Hope I made some sense.



Falak

Hi Ravi,

I have been a recruiter for a consultancy. You should basically concentrate more on closing the position rather than seeing the extra incentives which follows in (of course u should but it’s a bit early coz u started newly in this field). You can call up the candidate anytime, be calm and compost because you are telling him/her about the job opening. Pick up good potential candidate from the portal, screen them so that u’r hit ratio is good and more.

Know duplicates or conflicts can be found by the companies whom you are supplying them with candidates resume, coz they might be in there database, you can take care of this situation by asking the candidates whether they had anytime attended the interview with that company you are targeting.

You can email (send them the JD's and url of the company for whom you are recruiting) or SMS them but the probability of you converting a candidate into an asset becomes less. So best of luck, hope this advice helped you.

Regards
phoenix129in

Hi all ,

As all the companies are used to work with many consultants and they share their requirements with all the consultants at a time. I think to get big pie of requirements we need to work very specific & have to target the competitors of companies if they hire from there.
Shortlisting problem comes when the candidates Resume are not up to the mark & this is the major factor of rejection at the initial stage.

I will be glad if somebody share his/her head hunting methods...

Hi Ravi!

Even i used to hesitate earlier to call people for interview.You just be positive and confident.Call them and give them proper details of JOB Opening.

And after practice and daily work you will be used to call people.

__________________
Regards,
Trupti Khare

Hi Ravi,

I really empathize with you for the passion you have for the new job, but for the so called HR's fault.

As far as my opinion is concerned, a job is equally important for both the organization as well as the candidate.

So when you are sourcing the profiles, you will have to first identify the channel for sourcing.

-Once you find the profile, see if that person's profile is active
-Go through the resume and check for all the factors mentioned in the job description
-Then call up the candidate and ask questions as per the job description to see if what he says in consistent with the details in his resume and also the job description
-Then the next set of questions should be at the soft skills required in the JD.

Once you are satisfied with all these things, it to your coordinator.

When you are sourcing the profile, you really cant assess, whether the candidate is technically sound if you dont have the knowledge of that domain.

Even if you dont know the technical part of it, you might reject a few resumes based on certain criteria after talking to the candidate and send only 1 out of the four resumes to the client. In that case that candidate might also feel the same way that you (recruiter being a part of HR) did ask very simple questions and rejected it.

You have to know both the sides of the story. If you are taking a decision that HR did not do a good job, based on the candidate's feedback, then i might beg to differ with you that due to HR's feedback the candidate did not get the job, as there are a lot of things that go on in the interview.

At the same time i am not saying that the candidate might not be telling the truth.

For example, if for the common question that what were your roles and responsibilities, being an RM, if he only says i did this frequently without giving credit to his team, it definitely means that he is self centric. So he might not have given you the answer.

I am saying this because i feel that a Manager is only as good as his team.

IF nothing happened like this, then i can agree that the HR is at fault and it is a very unfortunate incident.

Thanks and regards

Hi,

With my experience, i would suggest you few points.

Junior/Middle Positions - You can opt for SMS, but this lacks the personal touch so prepare a nice mail draft with the JD and send it across to them through any of the mass mailing software. For middle level, this is certainly a better way.

Senior Positions -SMS is a BIG NO. Don't use SMS at all. Rather do a soft call or Cold Call and keep in mind that you are not a recruiter at that point of time but try to be a counsellor. This will help you in creating a rapport.

I hope you will find these useful.

Regards,
Rohit

hi thanks very much for ur replies.

ravi

__________________

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