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Hi Friends..
In my Blog, I mostly write about sourcing and recruitment tips and tricks, emerging trends in recruitment and recruitment industry related new information.
Please visit my blog and share you good feedback in comment box. If you want to bash me better mail me at . :)
I thank CiteHR for giving me a platform to promote my blog.A lot of my traffic comes from here.:)
I will use this thread to update readers about my new posts. So Please keep checking here.
Some evergreen links:
  • My Latest Post

My Blog
From India, Bangalore
Recruitment process explained(from a third party consultant point of view):
1. Requirement gathering
2. Receive the JD
3. Sourcing and sending the resume
4. HR screening
5. Technical screening
6. 1st and 2nd level interview
7. HR round
8. Offer
9. Joining
to read full article click here
From India, Bangalore
Hi!
At the outset we would like to thank you for making a very informative blog "Fundoo Recruiters".We are Mega Source Consultants.We have recently started our consultancy . Would request your help in providing the company's agreement format.
Also would request you to kindly advice as to how to tie up with the companies.
Looking forward for your valuable support !
Best Regards,
Azra Khan
9911845186 / 9911285103
From India, Delhi

By volume requirements I mean when the client has large number of openings for similar skill set.
Here generally the skills are generic, no of positions more , client wants to close it ASAP and in process they pass the requirement to many consultants thus creating more competition. Most of the times clients organize weekend drives to close such positions, where large number of shortlisted candidates come in a specific day and attended all rounds of interviews there.
E.g.: Required- Software engineer for a service-based company
Exp: 3-5
Skills: Java, J2ee
Number of position: 10

For more click here

My Blog
From India, Bangalore
Hi,
I really appreciate your work.I haven't completed reading all topics in your blog cz of busy work schedule, though i wanted to .But contents seems to be very nice & useful.
Thanks for sharing it.
From India, Hyderabad
Hi guys, I am recently joined as a HR Executive in new Company. Its like a new born baby in Infrastructure. Can anyone give guidence in Interview format. Thanks & Regards Kasi
From India, Bangalore
Hi..
I am a consultant and was unable to recruit Insurance professionals for a company in a stipulated time. Let me know how to write a mail to the client for the delay as well as assuring him that it shall not be repeated. Pls help.
From India, New Delhi

Contd from here...
Sourcing approach for volume requirements:
- Understand the JD- This is the 1st step in any requirement. Only here you donít have much time. By the time you do a research about the technologies mentioned, strings of resumes would have started flowing into the clientís inbox. So understand the JD really fast. If you havenít worked on such requirement earlier ask and get clarification from some colleague who has worked on it.
full article here..
My Blog
From India, Bangalore
We have recently started our consultancy . Would request your help in providing the company's agreement format.
Also would request you to kindly advice as to how to tie up with the companies.
Looking forward for your valuable support !
Best Regards,
JAVED AFZAL HR CONSULTANT

From India, Patiala
Hi Javed.
Nice to hear that you have started your own consultancy.
But you have not mentioned about your background ie: experience and education.
It is always good to have some people in the seeding team who have considerable experience in the field. In initial phase previous contacts will help you a lot in getting business, then you can approach other clients based on your performance. Your previous performance will become your sales pitch.
Thanks
Fundoo recruiter
From India, Bangalore
Boolean search explained for recruiters

Boolean search is a very important tool in sourcing from job boards or search engine. Using Boolean search you can filter out irrelevant resume from the resume database and retrieve resumes with required skill sets. It eases our sourcing effort to a great extent.
Boolean search works based on logic.
Here I will try to explain how to use Boolean operators effectively to extract most suitable profiles from resume database.
For more click here..
My Blog
From India, Bangalore
HighTea from Timesjobs

Recently I came across one article in Timejobs blog where they have summed up 10 new features they introduced in 2009. Many of the features are enhancements or modifications of what was already there but some are new and good. One feature that I particularly liked is HIGH TEA.They introduced this feature in March 2009.
for more click here
From India, Bangalore
Till now many of the recruitment consulting companies in India use spreadsheets to track applicants. But looking at the amount of information(email id, contact details, schedules, status) to be maintained and updated, using a applicant tracker system is a much better choice.Now a days there are many such applications are available in the market which helps in managing the recruitment process.But many of them are either costly or not convenient.
Recently Zoho lunched an online applicant tracking system called Zoho Recruit. Earlier it was a part of Zoho People, but now they have introduced it separately.For people who don't know, Zoho is and Indian start up with a range of products in online office application systems.

for more click..

From India, Bangalore
Simply Hired goes social with Linked In, Facebook and twitter integration

Simply Hired, the largest job search engine network, recently announced some new social job search features through integration with Linked IN, Twitter and Facebook.
Lets have a look at them.
They have introduced two main features:
1)Linked in Mash-up
2) Share with Facebook, twitter and Linked-in contacts.
For more click...
From India, Bangalore
Different Types of Recruitment Models


Different companies have different hiring needs. So depending on level of engagement, exclusivity, long term prospects and other factors many different recruitment models are followed in the market.Here I will try to explain them.
Different recruitment models:
* Contigency Hiring
* Retained Search
* Exclusice Requirements:
* Recruitment Process Outsourcing(RPO)
* Outplacement
For more click here...
My Blog
From India, Bangalore



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