Recruitment Consultants, Resume Writers,
Sandhya Garg
Executive Admin & Hr
Aam Ka Hr, Nimbu Ka Hr
Hr Professional
Parul Kanchan
Corporate Hr
Hr Executive
Sr Executive Hr
Asst. Consultant
Hr Professional
Teena Jere
Hr Professional
Executive Hr
Hr Officer
+1 Other

Cite.Co is a repository of information and resources created by industry seniors and experts sharing their real world insights. Join Network
Hello party people,
I am new in recruiting field and need some advice.
The profiles which I send to my Coordinator for sending to client always are sent for reasons like duplicate profile, not matching etc.
Some profiles only are sent.
I am eager to close some positions and earn some FAST BUCKS :-P:-P:-P
Please advise me when to call candidates
bcoz some reply rudely too :icon7::icon7:
so best thing i do is SMS them regarding the opening and tell them that ive mailed all details on their email ID, and if de are interested de can get back to me.
As told I am very eager to close some position and earn some FAST BUCKS
please advise me :-)
my good friends .

From India, Pune
As far as my opinion goes,,,sms maybe convenient for candidate but not good for recruiter coz by the time you'll get in touch with him to discuss the profile or to ask whether you should send his CV for processing or not?, there is a high probability that some other consultant would have called him and again ur coordinator will not give you a clear pass....

So dont bother, the candidate being rude..you are the one giving him an opportunity not him..so, just talk in a little arrogant yet subtle voice and try to build rapport with him..it just takes hardly 1-2 minutes to check with him whther he's looking for a job or not and if he'll be interested for xyz profile with xyz company..doesnt take much time..give a confident and convincing pitch..and soon you'll get the hang of the trade....coming back to what i was saying, its important to build rapport with candidate because these days its noticed that on interview locations..other consultants are there..who unethically ask them to chuck ur consultancy's name and add theirs as a sourcing agent,,,thats why i said..its important to get pally with candidates...well well..thats all i can say....what else do u want to know??

From India, Delhi
Hey Hii Ravi
How you doing dear.....Even i m working with a consultancy and faced the same sort of problem in the past....but there is one solution which helped me alot....be very aggresive in your approach and start early on monday as new resumes are there on monday and also handle the candidates with a dynamic approach...make them realise its them who needs the job change so they should comply....
things will improve for sure....
take care

From India, Delhi
Thats a ton lot of advice vineeta,,,
thanks a lot,,
just tell me one more thing when to call the candidate bcoz i even called on sunday , but on sunday in morning sum ppl recd the fone, but in evening , all told to call later :-x:-x

From India, Pune
hi 18shilp
how are u, thank u very much , im fine ,, just tell me when will I be able to close my first position,.,
as i think it will take a long time,
as first discuss with candidate then send to client, then client will shortlist, then call for interview, then if all goes ok he is selected and he will join, and then after he joins after 1 month i will get mah BUCKS ,
so thats a long time indeed. :-x:-x
so tell me how u closed ur first position or in short how u keep track of whole records.
THANKS PALS FOR UR COOPERATION looking for more replies.

From India, Pune
Hi Ravi,
Good Morning!!!
It is very important that you follow a systematic and clear approach to gain momentum at your new job viz: recruitment.
1. Firstly be very sure of the skillsets the client is looking at.
2. Jot down the specific competencies and screen only those resumes which meet the specifications.....here half the battle is won because the chances of rejection at the co-ordiantor level reduces. You may create your own comprehensive database of the candidates you have screened.
3. Also it is very important to understand that your performance depends upon the number of right candidates you get for your client; so keep your cool and be persuasive even with the rude ones.
4. If possible catch up with some good communication tips essential for your line of job as this will enhance your skill as a recruiter.
5. Last but not the least direct your energy towards those candidates who will sure shot get you the goodwill and the value you desire.

Hi All
I am only 1year old in the HR field and at my office I look after the recruitment part. I have faced some problem in convincing the candidates as our Company is based in Kolkata and qualified people from other cities are not interested here. I donno why. May b they dont want to shift from their native place.
Seniors plz tell me how can I convince them for a good job here in our office. Plz.

From India, Calcutta

Hi Ravi,
Donít do SMS to candidates.
i can understand you, some people will behave rudely b'cos per day they will be getting N number of calls from consultancies, they may busy in there work also so, When ever u start the call, just ask candidate whether it is a appropriate time to speak to you or not. if candidate says ok (it means he is free now-so no candidate will behave rudely with you) u can talk to them.

Regarding Duplicate: ask twice whether the candidate attended the interview previously for XYZ Company or not (ur client)
2) ask whether he has forwarded his profile to any other consultancy-for your s client and same position.
if u ask the above question u may not get duplicates. chances are little bit less to get the duplicates.

From India, Hyderabad
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


Abhishek Bhatara
R&A Services

From India, 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.
sahdev Bhatt.

From India, Mumbai

This discussion thread is closed. If you want to continue this discussion or have a follow up question, please post it on the network.
Add the url of this thread if you want to cite this discussion.

About Us Advertise Contact Us
Privacy Policy Disclaimer Terms Of Service

All rights reserved @ 2020 Cite.Coô