Hello, party people,
I am new in the recruiting field and need some advice. The profiles that I send to my coordinator for forwarding to clients are often rejected for reasons like duplicate profiles or not being a match. Only a few profiles get sent.
I am eager to fill some positions quickly and earn some fast bucks! Please advise me on when to call candidates because some reply rudely. The best approach I've found is to SMS them about the opening and inform them that I have emailed all the details to their email ID. If they are interested, they can get back to me.
As mentioned, I am very keen to fill positions swiftly and make some quick money. Please advise me, my good friends.
Cheers,
RAVI.
From India, Pune
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57I am new in the recruiting field and need some advice. The profiles that I send to my coordinator for forwarding to clients are often rejected for reasons like duplicate profiles or not being a match. Only a few profiles get sent.
I am eager to fill some positions quickly and earn some fast bucks! Please advise me on when to call candidates because some reply rudely. The best approach I've found is to SMS them about the opening and inform them that I have emailed all the details to their email ID. If they are interested, they can get back to me.
As mentioned, I am very keen to fill positions swiftly and make some quick money. Please advise me, my good friends.
Cheers,
RAVI.
From India, Pune
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As far as my opinion goes, SMS may be convenient for candidates but not good for recruiters because by the time you 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, your coordinator will not give you a clear pass.
So don't bother if the candidate is being rude. You are the one giving him an opportunity, not him. 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 whether he's looking for a job or not and if he'll be interested in the XYZ profile with XYZ company. It doesn't 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, it's important to build rapport with candidates because these days it's noticed that on interview locations, other consultants are there who unethically ask them to chuck your consultancy's name and add theirs as a sourcing agent. That's why I said it's important to get pally with candidates. Well well, that's all I can say. What else do you want to know?
From India, Delhi
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So don't bother if the candidate is being rude. You are the one giving him an opportunity, not him. 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 whether he's looking for a job or not and if he'll be interested in the XYZ profile with XYZ company. It doesn't 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, it's important to build rapport with candidates because these days it's noticed that on interview locations, other consultants are there who unethically ask them to chuck your consultancy's name and add theirs as a sourcing agent. That's why I said it's important to get pally with candidates. Well well, that's all I can say. What else do you want to know?
From India, Delhi
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Hi Ravi,
How are you doing, dear? I am also working with a consultancy and have faced similar problems in the past. However, there is a solution that helped me a lot. Be very aggressive in your approach and start early on Monday when new resumes are available. Also, handle the candidates with a dynamic approach; make them realize that they are the ones who need the job change, so they should cooperate. Things will improve for sure. Take care.
From India, Delhi
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How are you doing, dear? I am also working with a consultancy and have faced similar problems in the past. However, there is a solution that helped me a lot. Be very aggressive in your approach and start early on Monday when new resumes are available. Also, handle the candidates with a dynamic approach; make them realize that they are the ones who need the job change, so they should cooperate. Things will improve for sure. Take care.
From India, Delhi
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As far as my opinion goes, SMS may be convenient for candidates but not good for recruiters because 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 your coordinator will not give you a clear pass. So don't bother if the candidate is being rude. You are the one giving him an opportunity, not him. 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 whether he's looking for a job or not and if he'll be interested in the XYZ profile with XYZ company. It doesn't 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, it's important to build rapport with candidates because these days it's noticed that on interview locations, other consultants are there who unethically ask them to chuck your consultancy's name and add theirs as a sourcing agent. That's why I said it's important to get pally with candidates. Well, well, that's all I can say. What else do you want to know?
That's a ton of advice, Vineeta. Thanks a lot. Just tell me one more thing - when to call the candidate because I even called on Sunday. But on Sunday morning, some people received the phone, but in the evening, all told to call later.
From India, Pune
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Coming back to what I was saying, it's important to build rapport with candidates because these days it's noticed that on interview locations, other consultants are there who unethically ask them to chuck your consultancy's name and add theirs as a sourcing agent. That's why I said it's important to get pally with candidates. Well, well, that's all I can say. What else do you want to know?
That's a ton of advice, Vineeta. Thanks a lot. Just tell me one more thing - when to call the candidate because I even called on Sunday. But on Sunday morning, some people received the phone, but in the evening, all told to call later.
From India, Pune
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Hi, 18shilp
How are you? Thank you very much, I'm fine. Just tell me, when will I be able to close my first position? I think it will take a long time. First, discuss with the candidate, then send to the client. The client will shortlist, then call for an interview. If all goes well, the candidate is selected, joins, and then after a month, I will get my commission. That's indeed a long process. So, tell me, how did you close your first position or, in short, how do you keep track of all the records?
Thanks, pals, for your cooperation. Looking forward to more replies.
Cheers 😄😄
From India, Pune
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How are you? Thank you very much, I'm fine. Just tell me, when will I be able to close my first position? I think it will take a long time. First, discuss with the candidate, then send to the client. The client will shortlist, then call for an interview. If all goes well, the candidate is selected, joins, and then after a month, I will get my commission. That's indeed a long process. So, tell me, how did you close your first position or, in short, how do you keep track of all the records?
Thanks, pals, for your cooperation. Looking forward to more replies.
Cheers 😄😄
From India, Pune
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Hi Ravi,
Good morning!
It is very important that you follow a systematic and clear approach to gain momentum at your new job, specifically in recruitment.
1. Firstly, be very sure of the skillsets the client is looking for.
2. Jot down the specific competencies and screen only those resumes that meet the specifications. Here, half the battle is won because the chances of rejection at the coordinator level are reduced. 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 on 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 on some good communication tips essential for your line of work as this will enhance your skills as a recruiter.
5. Lastly, direct your energy towards those candidates who will surely get you the goodwill and the value you desire.
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Good morning!
It is very important that you follow a systematic and clear approach to gain momentum at your new job, specifically in recruitment.
1. Firstly, be very sure of the skillsets the client is looking for.
2. Jot down the specific competencies and screen only those resumes that meet the specifications. Here, half the battle is won because the chances of rejection at the coordinator level are reduced. 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 on 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 on some good communication tips essential for your line of work as this will enhance your skills as a recruiter.
5. Lastly, direct your energy towards those candidates who will surely get you the goodwill and the value you desire.
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Hi all,
I am only 1 year old in the HR field, and at my office, I look after the recruitment part. I have faced some problems in convincing the candidates as our company is based in Kolkata, and qualified people from other cities are not interested here. I don't know why. Maybe they don't want to shift from their native place.
Seniors, please tell me how I can convince them for a good job here in our office. Please.
Thanks, Priyanka
From India, Calcutta
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I am only 1 year old in the HR field, and at my office, I look after the recruitment part. I have faced some problems in convincing the candidates as our company is based in Kolkata, and qualified people from other cities are not interested here. I don't know why. Maybe they don't want to shift from their native place.
Seniors, please tell me how I can convince them for a good job here in our office. Please.
Thanks, Priyanka
From India, Calcutta
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Don’t 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.
Shilpa
From India, Hyderabad
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Dear Ravi,
Don't try to take to recruiting to earn fast bucks; there are no free lunches or dinners in this world.
A few tips to help you call with confidence:
1. Always introduce yourself and your company name clearly and 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 more and talk less so that you can analyze the candidate's mindset better.
4. It is good to cultivate a habit of saying NO to sticky or non-committal candidates. You will encounter enough callers who just want a cooling period of 1-2 months in a low-pressure job, which your client may be able to offer (as that much time is required for training and induction) to search for a better job than what you are offering.
5. If you are feeling nervous talking to someone or the other person is rude, try standing up from your chair, and you will feel a new spark of confidence rush into your voice. Thus, you will be better poised to handle HOT-SHOTS.
6. If a candidate is unwilling to listen to the job description, ask them to please listen, as they may have a co-worker or friend who might be a good fit.
7. NEVER try to sound like someone who knows nothing about the profile. There are times when non-BE, B.Tech, or non-IT background recruiters call IT professionals with 5+ years of experience. If you find yourself in such a tight spot, ask for the candidate's opinion on the profile or inquire if your senior manager can call them for further clarifications.
Hope this helps.
And please don't come to recruiting solely for money.
Remember:
RECRUITMENT IS AN ART AS WELL AS A SCIENCE. MASTER IT WITH DEDICATION AND DELICACY.
Regards,
Abhishek Bhatara
R&A Services
Pune
From India, Pune
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Don't try to take to recruiting to earn fast bucks; there are no free lunches or dinners in this world.
A few tips to help you call with confidence:
1. Always introduce yourself and your company name clearly and 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 more and talk less so that you can analyze the candidate's mindset better.
4. It is good to cultivate a habit of saying NO to sticky or non-committal candidates. You will encounter enough callers who just want a cooling period of 1-2 months in a low-pressure job, which your client may be able to offer (as that much time is required for training and induction) to search for a better job than what you are offering.
5. If you are feeling nervous talking to someone or the other person is rude, try standing up from your chair, and you will feel a new spark of confidence rush into your voice. Thus, you will be better poised to handle HOT-SHOTS.
6. If a candidate is unwilling to listen to the job description, ask them to please listen, as they may have a co-worker or friend who might be a good fit.
7. NEVER try to sound like someone who knows nothing about the profile. There are times when non-BE, B.Tech, or non-IT background recruiters call IT professionals with 5+ years of experience. If you find yourself in such a tight spot, ask for the candidate's opinion on the profile or inquire if your senior manager can call them for further clarifications.
Hope this helps.
And please don't come to recruiting solely for money.
Remember:
RECRUITMENT IS AN ART AS WELL AS A SCIENCE. MASTER IT WITH DEDICATION AND DELICACY.
Regards,
Abhishek Bhatara
R&A Services
Pune
From India, Pune
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Hello Ravi,
I am an HR Executive at a shipbuilding company in Gujarat. I handle end-to-end recruitment for different managerial positions. Since I deal with several consultants and hundreds of candidates, it is better if you make note of all the communications. This might sound a bit traditional, but it's not easy to remember all of them with their specialties and details. Another point I'd like to emphasize is to make communication fast, along with prompt follow-up. Many times, delays in follow-up or providing results late can result in losing the trust of both employees and employers.
Cheers,
Sahdev Bhatt
From India, Mumbai
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I am an HR Executive at a shipbuilding company in Gujarat. I handle end-to-end recruitment for different managerial positions. Since I deal with several consultants and hundreds of candidates, it is better if you make note of all the communications. This might sound a bit traditional, but it's not easy to remember all of them with their specialties and details. Another point I'd like to emphasize is to make communication fast, along with prompt follow-up. Many times, delays in follow-up or providing results late can result in losing the trust of both employees and employers.
Cheers,
Sahdev Bhatt
From India, Mumbai
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Hi Ravi,
You shouldn't restrict your calls to a particular time slot, and I don't think there can be any specific time when everyone will be receptive to you and willing to discuss at length. For example, "First Half of the Day" or "Late Evening" - some may be relaxed while others may be worked up. This applies to different times throughout the day, so there are no fixed times. Go ahead and make that call right away! :)
Thank you.
From India, Delhi
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You shouldn't restrict your calls to a particular time slot, and I don't think there can be any specific time when everyone will be receptive to you and willing to discuss at length. For example, "First Half of the Day" or "Late Evening" - some may be relaxed while others may be worked up. This applies to different times throughout the day, so there are no fixed times. Go ahead and make that call right away! :)
Thank you.
From India, Delhi
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Thank you very much, friends, for the advice. I always act as if I know everything about the profile and just put the job description in my own words and explain it to the candidate.
Today was the first interview of my firstly shortlisted candidate, a Banking Pro. However, when I called him in the evening and asked how it went, he told me that the HR only asked general questions, like the regular tape recorder of HR, such as "Tell me about yourself," etc.
Now, I am waiting for tomorrow and will ask my coordinator about the status. One interview with just HR is not needed, especially at the beginning. The candidate should have been directly assessed for their technical knowledge of the field. However, since the HR lacks technical details about the field, I am worried. Unless the HR who conducted the interview is satisfied in some way, the candidate's process will not move forward.
From India, Pune
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Today was the first interview of my firstly shortlisted candidate, a Banking Pro. However, when I called him in the evening and asked how it went, he told me that the HR only asked general questions, like the regular tape recorder of HR, such as "Tell me about yourself," etc.
Now, I am waiting for tomorrow and will ask my coordinator about the status. One interview with just HR is not needed, especially at the beginning. The candidate should have been directly assessed for their technical knowledge of the field. However, since the HR lacks technical details about the field, I am worried. Unless the HR who conducted the interview is satisfied in some way, the candidate's process will not move forward.
From India, Pune
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Hi Ravi,
First, you need to understand the requirements and specifications of the client, such as skill set, experience, roles, and responsibilities. Then, half of your work will be accomplished.
Preparation is also very important. Be prepared yourself for what you want to speak about. You should be very confident and clear while talking to the candidate. Start by introducing yourself, talking about the organization, and also checking whether it is the right time to speak to him/her. Then, start explaining about the job opening.
Many of them have given their opinions and useful suggestions.
Be confident and positive!
Thanks and regards,
Meena
From India, New Delhi
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First, you need to understand the requirements and specifications of the client, such as skill set, experience, roles, and responsibilities. Then, half of your work will be accomplished.
Preparation is also very important. Be prepared yourself for what you want to speak about. You should be very confident and clear while talking to the candidate. Start by introducing yourself, talking about the organization, and also checking whether it is the right time to speak to him/her. Then, start explaining about the job opening.
Many of them have given their opinions and useful suggestions.
Be confident and positive!
Thanks and regards,
Meena
From India, New Delhi
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From India
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http://www.esurveyspro.com/Survey.aspx?id=e4066655-c8ab-45b4-9c38-d4cc4ba86151
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From India
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Dear Ravi, you need to be aggressive in your approach. Don't call like a normal consultant asking, "Is it a good time to speak to you?" Instead, start your call by saying, "Hi..., this call is in regards to a very good opportunity with [client's name], and I was going through your resume and your profile quite matches the requirement. So, tell me if we can discuss for a couple of minutes."
Ask them about their interest and confirm whether they would be really interested in that position. If yes, why? If no, why? Also, check if they have already applied for that position. Keep track of them if the profile gets shortlisted.
From India, Delhi
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Ask them about their interest and confirm whether they would be really interested in that position. If yes, why? If no, why? Also, check if they have already applied for that position. Keep track of them if the profile gets shortlisted.
From India, Delhi
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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
From India, Calcutta
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From India, Calcutta
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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
From India, Pune
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From India, Pune
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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 analyzing a few companies from where you could find candidates who can fit 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 the profile to them. Also, check with them whether they have appeared for an interview with your client or processed their profile recently. If not, 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, they would be more effective since most of the profiles you send from portals would be duplicates.
I could also see that you ask why the HR round is needed first? The reason is if the candidate is less sound in technical aspects, he could be trained in 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 companies, they would check whether the candidate can fit into their company culture.
Hope this gives you a clear picture.
From India, Madras
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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 analyzing a few companies from where you could find candidates who can fit 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 the profile to them. Also, check with them whether they have appeared for an interview with your client or processed their profile recently. If not, 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, they would be more effective since most of the profiles you send from portals would be duplicates.
I could also see that you ask why the HR round is needed first? The reason is if the candidate is less sound in technical aspects, he could be trained in 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 companies, they would check whether the candidate can fit into their company culture.
Hope this gives you a clear picture.
From India, Madras
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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 an interview. I am a consultant, and I send resumes to my coordinator, who in turn sends them to the company HR.
The candidate was interested in the post of RM, but the company HR suggested that he would fit the investment counsellor role and asked my coordinator to discuss this with him. My coordinator informed me that the client wants A to apply for the Investment Counsellor (IC) position. So, I spoke with A, and he said he was fine with the IC position.
Everything seemed to be in place, and the interview was scheduled. However, during the first interview at the banking company for a senior-level position, the HR only asked some general questions, and the interview ended.
When I asked candidate A about the interview, he mentioned that the HR asked only routine questions and then concluded.
Today, I received feedback from my coordinator that the client did not find A suitable for the IC position because he is extremely self-centered. A currently manages people entirely in his role and may not be suitable for an individual role.
The candidate currently works as an RM, and it is surprising that after suggesting the IC position, the client now states the above reasons post-interview, attributing it to the HR's dissatisfaction.
I discussed this with my coordinator, who mentioned she couldn't do anything further. The HR is from a reputed bank, and I have her name. What should I do now? Every time, we need to do something to satisfy the HR. Isn't this situation ironic?
The HR's dissatisfaction during the interview led to the realization that A may not be suitable for an individual role. This raises questions about his current job suitability as well. If what the HR observed is accurate, it implies that the candidate should also be terminated from his current position.
Now, it's up to you to decide what steps to take. The situation is in your hands, and I am feeling frustrated and disappointed.
From India, Pune
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I am very deeply hurt and depressed now. As mentioned before, one candidate referred by me was shortlisted and called for an interview. I am a consultant, and I send resumes to my coordinator, who in turn sends them to the company HR.
The candidate was interested in the post of RM, but the company HR suggested that he would fit the investment counsellor role and asked my coordinator to discuss this with him. My coordinator informed me that the client wants A to apply for the Investment Counsellor (IC) position. So, I spoke with A, and he said he was fine with the IC position.
Everything seemed to be in place, and the interview was scheduled. However, during the first interview at the banking company for a senior-level position, the HR only asked some general questions, and the interview ended.
When I asked candidate A about the interview, he mentioned that the HR asked only routine questions and then concluded.
Today, I received feedback from my coordinator that the client did not find A suitable for the IC position because he is extremely self-centered. A currently manages people entirely in his role and may not be suitable for an individual role.
The candidate currently works as an RM, and it is surprising that after suggesting the IC position, the client now states the above reasons post-interview, attributing it to the HR's dissatisfaction.
I discussed this with my coordinator, who mentioned she couldn't do anything further. The HR is from a reputed bank, and I have her name. What should I do now? Every time, we need to do something to satisfy the HR. Isn't this situation ironic?
The HR's dissatisfaction during the interview led to the realization that A may not be suitable for an individual role. This raises questions about his current job suitability as well. If what the HR observed is accurate, it implies that the candidate should also be terminated from his current position.
Now, it's up to you to decide what steps to take. The situation is in your hands, and I am feeling frustrated and disappointed.
From India, Pune
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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
From India, Mumbai
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From India, Mumbai
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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 or doubts. Request your coordinator to have a conference call with the client to clear all your doubts.
- The best time to call a candidate is on weekdays between 10 am and 4 pm. Preferably, call them during lunch.
- If they are not taking your call, they might be busy. Call again later.
- If the candidate has instructed you to contact them at a specific time, make sure you call them at the stipulated time.
- It is common for a candidate to talk rudely. They might be having a bad day, be busy, feel interrupted, or be expecting an important call and received your call instead. The reasons can be endless. What you need to do is handle them with care.
- When you make a call, always start with a brief self-introduction, ask for permission to take some of the candidate's time, and then state 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 so by following the right method, but you may have to wait until your profiles match the clients. If money is the only reason you have joined recruitment, you should reconsider your decision. You have to be interested in recruitment to make it big. Also, no one can guarantee or give you a sure-shot formula for success in recruitment. You have to follow the right process and wait for your efforts to flourish.
Hope I made some sense.
Falak
From India, Delhi
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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 or doubts. Request your coordinator to have a conference call with the client to clear all your doubts.
- The best time to call a candidate is on weekdays between 10 am and 4 pm. Preferably, call them during lunch.
- If they are not taking your call, they might be busy. Call again later.
- If the candidate has instructed you to contact them at a specific time, make sure you call them at the stipulated time.
- It is common for a candidate to talk rudely. They might be having a bad day, be busy, feel interrupted, or be expecting an important call and received your call instead. The reasons can be endless. What you need to do is handle them with care.
- When you make a call, always start with a brief self-introduction, ask for permission to take some of the candidate's time, and then state 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 so by following the right method, but you may have to wait until your profiles match the clients. If money is the only reason you have joined recruitment, you should reconsider your decision. You have to be interested in recruitment to make it big. Also, no one can guarantee or give you a sure-shot formula for success in recruitment. You have to follow the right process and wait for your efforts to flourish.
Hope I made some sense.
Falak
From India, Delhi
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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
From India, Mumbai
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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
From India, Mumbai
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Hi all,
As all companies are accustomed to working with many consultants and sharing their requirements with all consultants at once, I believe to secure a significant portion of requirements, we need to be very specific and target the competitors of these companies if they hire from them.
One of the challenges arises during shortlisting when candidates' resumes do not meet the required standards, which is a major factor leading to rejection at the initial stage.
I would appreciate it if somebody could share their headhunting methods... 🌟
From India, Bhopal
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As all companies are accustomed to working with many consultants and sharing their requirements with all consultants at once, I believe to secure a significant portion of requirements, we need to be very specific and target the competitors of these companies if they hire from them.
One of the challenges arises during shortlisting when candidates' resumes do not meet the required standards, which is a major factor leading to rejection at the initial stage.
I would appreciate it if somebody could share their headhunting methods... 🌟
From India, Bhopal
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Hi Ravi!
Even I used to hesitate earlier to call people for interviews. Just be positive and confident. Call them and provide proper details of the job opening. After practicing and working daily, you will become accustomed to calling people.
From India, Pune
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Even I used to hesitate earlier to call people for interviews. Just be positive and confident. Call them and provide proper details of the job opening. After practicing and working daily, you will become accustomed to calling people.
From India, Pune
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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 is consistent with the details in his resume and also the job description
-Then the next set of questions should be about the soft skills required in the JD.
Once you are satisfied with all these things, forward it to your coordinator.
When you are sourcing the profile, you really can't assess whether the candidate is technically sound if you don't have the knowledge of that domain.
Even if you don't 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 reject it.
You have to know both 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 of 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
From India, Mumbai
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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 is consistent with the details in his resume and also the job description
-Then the next set of questions should be about the soft skills required in the JD.
Once you are satisfied with all these things, forward it to your coordinator.
When you are sourcing the profile, you really can't assess whether the candidate is technically sound if you don't have the knowledge of that domain.
Even if you don't 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 reject it.
You have to know both 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 of 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
From India, Mumbai
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Hi,
With my experience, I would suggest a few points.
Junior/Middle Positions - You can opt for SMS, but this lacks the personal touch. So, prepare a nice email draft with the job description and send it across to them using any mass mailing software. For middle-level positions, this is certainly a better approach.
Senior Positions - SMS is a BIG NO. Do not use SMS at all. Instead, make a soft call or a cold call. Keep in mind that at this point, you are not just a recruiter but try to act as a counselor. This approach will help you in building rapport.
I hope you find these tips useful.
Regards,
Rohit
From India, Bangalore
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With my experience, I would suggest a few points.
Junior/Middle Positions - You can opt for SMS, but this lacks the personal touch. So, prepare a nice email draft with the job description and send it across to them using any mass mailing software. For middle-level positions, this is certainly a better approach.
Senior Positions - SMS is a BIG NO. Do not use SMS at all. Instead, make a soft call or a cold call. Keep in mind that at this point, you are not just a recruiter but try to act as a counselor. This approach will help you in building rapport.
I hope you find these tips useful.
Regards,
Rohit
From India, Bangalore
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Hi People,
Recently, I have joined a recruitment firm that specializes in Insurance recruitment. I have encountered challenges when reaching out to individuals for insurance positions as many either disconnect the call abruptly or express disinterest in insurance roles. I would appreciate any advice you could offer on successfully closing positions in the insurance sector.
Thanks,
Arun Singh
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Recently, I have joined a recruitment firm that specializes in Insurance recruitment. I have encountered challenges when reaching out to individuals for insurance positions as many either disconnect the call abruptly or express disinterest in insurance roles. I would appreciate any advice you could offer on successfully closing positions in the insurance sector.
Thanks,
Arun Singh
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Hey, nice thread.
I've been handling a consultancy for some time. I'd start by addressing why we do not end up with closures so often.
Most recruiters lack focus due to the nature of the job. While the job may appear easy, it is actually extremely demanding. I agree, the job can be monotonous and frustrating. Very often, a couple of bad days can reduce a recruiter's level of optimism.
If planned properly, it is possible for every recruiter to meet their targets. Here is how we can do it:
1. List the open positions you have.
2. Coordinate closely with your coordinator; establishing a good rapport with the client HR is crucial.
3. Rate the open positions based on rapport and difficulty level. For example, Graphic Designer - A, Software Engineer - A, Sales Executive - C, Sales Manager - B, etc., where A represents easier positions with earlier expected closures.
I recommend that the recruiter actively hunts and coordinates rather than having a separate coordinator. This ensures the recruiter's involvement and more control during candidate discussions.
4. Allocate time slots for the various positions you have. Avoid spending too much time on a single position in a day; move on to the next if you are stuck.
5. Commit to a specific number of suitable profiles you need to source each day. Ensure you maintain quality by adhering to the job description.
6. As a recruiter, you may encounter situations where either the client or the candidate steps back. My suggestion is not to get discouraged. Take a break, regroup, and dive back in. Blaming or complaining will only hinder your performance.
7. In essence, maintaining a positive attitude and focusing your efforts in the right direction are crucial. This, of course, includes the points raised by other members, such as sticking to the job description.
---
I have corrected the spelling, grammar, and formatting errors in the text while preserving the original meaning and tone. Let me know if you need further assistance.
From India, Mumbai
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I've been handling a consultancy for some time. I'd start by addressing why we do not end up with closures so often.
Most recruiters lack focus due to the nature of the job. While the job may appear easy, it is actually extremely demanding. I agree, the job can be monotonous and frustrating. Very often, a couple of bad days can reduce a recruiter's level of optimism.
If planned properly, it is possible for every recruiter to meet their targets. Here is how we can do it:
1. List the open positions you have.
2. Coordinate closely with your coordinator; establishing a good rapport with the client HR is crucial.
3. Rate the open positions based on rapport and difficulty level. For example, Graphic Designer - A, Software Engineer - A, Sales Executive - C, Sales Manager - B, etc., where A represents easier positions with earlier expected closures.
I recommend that the recruiter actively hunts and coordinates rather than having a separate coordinator. This ensures the recruiter's involvement and more control during candidate discussions.
4. Allocate time slots for the various positions you have. Avoid spending too much time on a single position in a day; move on to the next if you are stuck.
5. Commit to a specific number of suitable profiles you need to source each day. Ensure you maintain quality by adhering to the job description.
6. As a recruiter, you may encounter situations where either the client or the candidate steps back. My suggestion is not to get discouraged. Take a break, regroup, and dive back in. Blaming or complaining will only hinder your performance.
7. In essence, maintaining a positive attitude and focusing your efforts in the right direction are crucial. This, of course, includes the points raised by other members, such as sticking to the job description.
---
I have corrected the spelling, grammar, and formatting errors in the text while preserving the original meaning and tone. Let me know if you need further assistance.
From India, Mumbai
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Hope you are starting the call with good rapport building. Ask if the person has some time and assure them that you are not disturbing them. If they are busy, inquire about a suitable time and schedule a call at their convenience. Wishing you all the best in your endeavors.
From India, Delhi
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From India, Delhi
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Hi Ravi,
So many replies you have received. Now, I think you understand that attitude and approach are important before making a call. I should mention that calling around 7-8 in the evening also helps, as most people are out of the office and not fully engaged in their personal lives yet. This way, they are more likely to listen to your call and respond. During office hours, they are busy, and even in the late evening, they don't want to be disturbed during their personal time, so I think that's the time you should target. This approach has worked for me.
Wishing you all the best.
Regards,
Shilpi
From India, New Delhi
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So many replies you have received. Now, I think you understand that attitude and approach are important before making a call. I should mention that calling around 7-8 in the evening also helps, as most people are out of the office and not fully engaged in their personal lives yet. This way, they are more likely to listen to your call and respond. During office hours, they are busy, and even in the late evening, they don't want to be disturbed during their personal time, so I think that's the time you should target. This approach has worked for me.
Wishing you all the best.
Regards,
Shilpi
From India, New Delhi
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Thank you very much, friends!
THANKS A LOT :-)
I think the SMS thing will not work because till now not a single SMS has been successful. Let me try different innovative methods and get back to you.
REGARDS,
RAVI
From India, Pune
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THANKS A LOT :-)
I think the SMS thing will not work because till now not a single SMS has been successful. Let me try different innovative methods and get back to you.
REGARDS,
RAVI
From India, Pune
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Hi dear,
It may seem to you that I am preaching, but in reality, you should take it easy and focus on work. These points may help you:
1. Understand the job description properly. It includes the profile, designation, experience required, salary range that can be offered, industry match, and location of the job.
2. Conduct a proper search. Use more general search terms. Do not simply accept ready-made profiles from search results.
3. Evaluate CVs properly. This will eliminate "not matching" kind of comments.
4. Finally, recruitment at a consultancy is a repetitive job and may become monotonous, but try to keep yourself up and chill. Lastly, be patient; sooner or later, you will earn your money.
---
I have corrected the spelling, grammar, and punctuation errors in the text and adjusted the formatting to ensure proper paragraph structure. The original meaning and tone of the message have been preserved.
From India, Mumbai
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It may seem to you that I am preaching, but in reality, you should take it easy and focus on work. These points may help you:
1. Understand the job description properly. It includes the profile, designation, experience required, salary range that can be offered, industry match, and location of the job.
2. Conduct a proper search. Use more general search terms. Do not simply accept ready-made profiles from search results.
3. Evaluate CVs properly. This will eliminate "not matching" kind of comments.
4. Finally, recruitment at a consultancy is a repetitive job and may become monotonous, but try to keep yourself up and chill. Lastly, be patient; sooner or later, you will earn your money.
---
I have corrected the spelling, grammar, and punctuation errors in the text and adjusted the formatting to ensure proper paragraph structure. The original meaning and tone of the message have been preserved.
From India, Mumbai
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Hello Ravi, Just cool down. One thing which is very important in recruitments is PATIENCE. We understand that we all want to make money as fast as possible, but that doesn't mean we will apply shortcuts like SMS'ing candidates. I say this because there are so many consultants. Why would they respond to your SMS or take it seriously? You need to consider this. Just make sure you are the first one to call them and judge or analyze them in 3 minutes of your conversation to see if they are seriously interested in the position or your organization. Take them into your confidence. I hope you are getting my point, Ravi. Recruitment is real fun if you complete your tasks on time. Time management is very crucial in recruitments. I suggest you don't waste a single minute when you get the requirement. I am sure things will improve. Just be calm. ALL THE VERY BEST. Cheers :-P Isha (Monaisha)...
From India, Delhi
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From India, Delhi
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Hi Buddy,
Please remember, once you talk with the candidate, then only you get the feel whether the candidate is truly in LFC (looking for change) mode or not. If it's Sunday or a non-working day, please don't call.
Regards
From United States, Long Beach
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Please remember, once you talk with the candidate, then only you get the feel whether the candidate is truly in LFC (looking for change) mode or not. If it's Sunday or a non-working day, please don't call.
Regards
From United States, Long Beach
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Hi Ravi,
1. Understand the requirements given by the client and what exact skill sets they are expecting.
2. Determine the client's position among competitors, e.g., ISO, CMMi, etc. Then screen the profiles and inquire if they are interested.
E.g., A CMM5 level candidate may not be suitable for an ISO9001 client.
3. When communicating with candidates, clearly explain the requirements and gather details on their total experience, current salary (CTC), notice period, reason for job change, current job offers, and references.
4. Inquire whether they have sent their resumes to other clients.
5. Follow up with the candidates.
6. Submit at least five excellent profiles to the client.
Sure! By following these steps, you will achieve more closures and incentives. Wishing you success in all your endeavors!
From India, Madras
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1. Understand the requirements given by the client and what exact skill sets they are expecting.
2. Determine the client's position among competitors, e.g., ISO, CMMi, etc. Then screen the profiles and inquire if they are interested.
E.g., A CMM5 level candidate may not be suitable for an ISO9001 client.
3. When communicating with candidates, clearly explain the requirements and gather details on their total experience, current salary (CTC), notice period, reason for job change, current job offers, and references.
4. Inquire whether they have sent their resumes to other clients.
5. Follow up with the candidates.
6. Submit at least five excellent profiles to the client.
Sure! By following these steps, you will achieve more closures and incentives. Wishing you success in all your endeavors!
From India, Madras
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Hi Ravi,
Though I am no longer in the business of recruitment now, but whatever time I spent in recruitment, I learned a few things:
1. To close positions, it is important to have good networking. So, whomever you call, if he says he is not interested, then don't lose hope. Ask him for any further references and make rapport with the candidate.
2. If you know the preferences/priority of the candidate, then there will be no problem of him joining and leaving after a month. At least, I have never had.
3. If closing a position is important for you, getting a good job is all the more important for the candidate. Get this point clear, and then sell the job to the candidate. You will be more confident if you remember this point. It has to be a win-win situation.
4. When you recruit for a client, you sell a job, and you are the spokesperson for the client. So, know both the job profile and the client well.
Meanwhile, Happy Recruiting.
Cheers,
Parul
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Though I am no longer in the business of recruitment now, but whatever time I spent in recruitment, I learned a few things:
1. To close positions, it is important to have good networking. So, whomever you call, if he says he is not interested, then don't lose hope. Ask him for any further references and make rapport with the candidate.
2. If you know the preferences/priority of the candidate, then there will be no problem of him joining and leaving after a month. At least, I have never had.
3. If closing a position is important for you, getting a good job is all the more important for the candidate. Get this point clear, and then sell the job to the candidate. You will be more confident if you remember this point. It has to be a win-win situation.
4. When you recruit for a client, you sell a job, and you are the spokesperson for the client. So, know both the job profile and the client well.
Meanwhile, Happy Recruiting.
Cheers,
Parul
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