Dear all friends,
I have just started a new consultancy. I know how to use portal but I am not so much good at data management. I mean how to manage CVs for future reference and kind of stuff....
I would really appreciate if any one can help me in data management.....
Waiting for your responses...:-)
Ashok
8802040583
From India, New Delhi
I have just started a new consultancy. I know how to use portal but I am not so much good at data management. I mean how to manage CVs for future reference and kind of stuff....
I would really appreciate if any one can help me in data management.....
Waiting for your responses...:-)
Ashok
8802040583
From India, New Delhi
You may need some specialised data management software for this task. I am sure such software is available within the recruitment industry. Just depends on how much you are prepared to pay I guess. But as a business owner, you have to accept costs to build and run your business successfully.
In the meantime, you could build a simple database using Excel or Access, but as your business grows, I suspect that solution will not be sufficient.
Good luck.
From Australia, Melbourne
663In the meantime, you could build a simple database using Excel or Access, but as your business grows, I suspect that solution will not be sufficient.
Good luck.
From Australia, Melbourne
Dear Ashok,
ACTUALLY I WAS WORKING FOR A SMALL AND REPUTED CONSULTANCY........ WE USUALLY NOT USE TO BE ONLINE EVERY TIME.... ANY WAYS I WOULD LIKE TO SUGGEST ONE SIMPLE FORMAT.....
It is very easy to maintain such database without any cost, Do the following steps,
1. CREATE A MAIN FOLDER NAMELY ( RESUMES 2009, 2010, 2011)
2. IN THAT MAIN FOLDER MAKE SOME SUB FOLDERS LIKE IT, MARKETING, ENGG, ARTS....
3. IN IT CATEGORY MAKE MANY FOLDERS LIKE DOT NET, JAVA, PHP AND SOME COMPUTER LANGUAGES FOLDER....
4. THEN GET AND PASTE THE DATABASE IN THAT SPECIFIC FOLDER....
5. FOR MRKG SEARCH AND GET RESUMES FROM PORTAL AND PASTE IT IN THAT MRKG FOLDER... LIKEWISE DO FOR ALL.....
NOW YOU HAVE YOUR OWN INTERNAL DATABASE..... THEN ASK YOUR PEOPLE TO CALL FOR THE CANDIDATES.....
NOTE: AFTER CALLING JUST MARK AS USED.... IT AVOIDS SPENDING TIME ON THE SAME DATABASE IN FUTURE.....
IF YOU HAVE OPENINGS FOR MANT CADDER ASK YOUR TEAM TO SUBMIT REPORT.... HOW MANY CALLS MADE, WHAT ARE ALL THE PROSPECTS, SUSPECTS AND FUTURE VISIT TO THE INTERVIEW...
HOPE IT WILL BE SOMEWHAT USEFUL....
THANK'S
VIJAY.B
From India, Madras
ACTUALLY I WAS WORKING FOR A SMALL AND REPUTED CONSULTANCY........ WE USUALLY NOT USE TO BE ONLINE EVERY TIME.... ANY WAYS I WOULD LIKE TO SUGGEST ONE SIMPLE FORMAT.....
It is very easy to maintain such database without any cost, Do the following steps,
1. CREATE A MAIN FOLDER NAMELY ( RESUMES 2009, 2010, 2011)
2. IN THAT MAIN FOLDER MAKE SOME SUB FOLDERS LIKE IT, MARKETING, ENGG, ARTS....
3. IN IT CATEGORY MAKE MANY FOLDERS LIKE DOT NET, JAVA, PHP AND SOME COMPUTER LANGUAGES FOLDER....
4. THEN GET AND PASTE THE DATABASE IN THAT SPECIFIC FOLDER....
5. FOR MRKG SEARCH AND GET RESUMES FROM PORTAL AND PASTE IT IN THAT MRKG FOLDER... LIKEWISE DO FOR ALL.....
NOW YOU HAVE YOUR OWN INTERNAL DATABASE..... THEN ASK YOUR PEOPLE TO CALL FOR THE CANDIDATES.....
NOTE: AFTER CALLING JUST MARK AS USED.... IT AVOIDS SPENDING TIME ON THE SAME DATABASE IN FUTURE.....
IF YOU HAVE OPENINGS FOR MANT CADDER ASK YOUR TEAM TO SUBMIT REPORT.... HOW MANY CALLS MADE, WHAT ARE ALL THE PROSPECTS, SUSPECTS AND FUTURE VISIT TO THE INTERVIEW...
HOPE IT WILL BE SOMEWHAT USEFUL....
THANK'S
VIJAY.B
From India, Madras
Dear Ashok,
Mr.Vijay's guidance is good.
You need to be clear with your Plan first & your team should accept this.
Start discussing the same with your Team & they may guide you with better Ideas, which would be user friendly & fusible to implement.
You can also make use of Google docs to maintain the database, which can be visible to all your team & u can share the rights, as you do not have a plan for a software as of now.
For more info, mail me to
.
Regards,
Ramani.
From India, Pune
Mr.Vijay's guidance is good.
You need to be clear with your Plan first & your team should accept this.
Start discussing the same with your Team & they may guide you with better Ideas, which would be user friendly & fusible to implement.
You can also make use of Google docs to maintain the database, which can be visible to all your team & u can share the rights, as you do not have a plan for a software as of now.
For more info, mail me to
Regards,
Ramani.
From India, Pune
You can have a master database in excel where important details like Name, dob, contact number, email, qualifications, experience, salary details etc. Remember to provide one unique ID No. of yours to each CV. Write the ID number on each CV. File name can be your ID number or a combination of ID number. Therefore searching/retrieving will be easy. Good Luck !
From India, Mumbai
From India, Mumbai
Dear Vijay/ramani/Divakaran
I am really very thankful for your helpful suggestions. I have few queries kindly help me out in that:-
1) Let say two or three people are working on same profile from any portal then how we can avoid repetition of candidates.
2) how to use CVs for future opening. I mean for an example if right now i am working on "php developer" profile for some "xyz" company and I got 20 candidates who are not interested for this company so in that case what should I do???
3) If i am working on any profile and i called any candidate and right now he is not looking for any job so should I save him in my database??
4) How to do good headhunting???? (linkedin)
5) How to track my recruiters? I mean how I can check what my recruiters have done in last two hours?? If they are wasting time on chatting???
I will very thankul if you all can provide your contact no. so that i can talk to you for any help.
Waiting for your valuable autosuggestion.
Thanks in advance. :-)
Ashok
From India, New Delhi
I am really very thankful for your helpful suggestions. I have few queries kindly help me out in that:-
1) Let say two or three people are working on same profile from any portal then how we can avoid repetition of candidates.
2) how to use CVs for future opening. I mean for an example if right now i am working on "php developer" profile for some "xyz" company and I got 20 candidates who are not interested for this company so in that case what should I do???
3) If i am working on any profile and i called any candidate and right now he is not looking for any job so should I save him in my database??
4) How to do good headhunting???? (linkedin)
5) How to track my recruiters? I mean how I can check what my recruiters have done in last two hours?? If they are wasting time on chatting???
I will very thankul if you all can provide your contact no. so that i can talk to you for any help.
Waiting for your valuable autosuggestion.
Thanks in advance. :-)
Ashok
From India, New Delhi
Dear all HR friends
I would like to suggest 2 options for maintaining huge data
1) Software ( as Mr Jhon suggests. the best way to store huge data.)
2) Excel Sheet.
(by this way you can just pull out the data n save that huge data as it is and you can use Filter Command to sort out data, as required.
Regrds
Rupalee
From India, Pune
I would like to suggest 2 options for maintaining huge data
1) Software ( as Mr Jhon suggests. the best way to store huge data.)
2) Excel Sheet.
(by this way you can just pull out the data n save that huge data as it is and you can use Filter Command to sort out data, as required.
Regrds
Rupalee
From India, Pune
Dear Ashok
There was no any particular S/w, When I was working in a Consultancy, my Boss has developed one software by himself.... to maintain data.
that S/w was such a way in which you can save/find only requird data.
while filing data if you dont fill d cell then it does not accept d next command....
you can do the same by urself or ask ny S/w exprt to make it for you. according to your requirement..
or in Excel you can use conditional formatting or formulas to make data sheet. as like ... the cell shows 100% after giving the condition ...if all cells are filled...
u can keep record of those candidates to whom u had talked/sent for interview while talking with candidate recruiters can feel the data: like Name, Qualifction, Field, Interest in, Experience, etc
u can also use Drop down command for making the fix list of client Co. or designation list, etc.
i hope u understand wat i want to suggest u.
Regards
Rupalee
From India, Pune
There was no any particular S/w, When I was working in a Consultancy, my Boss has developed one software by himself.... to maintain data.
that S/w was such a way in which you can save/find only requird data.
while filing data if you dont fill d cell then it does not accept d next command....
you can do the same by urself or ask ny S/w exprt to make it for you. according to your requirement..
or in Excel you can use conditional formatting or formulas to make data sheet. as like ... the cell shows 100% after giving the condition ...if all cells are filled...
u can keep record of those candidates to whom u had talked/sent for interview while talking with candidate recruiters can feel the data: like Name, Qualifction, Field, Interest in, Experience, etc
u can also use Drop down command for making the fix list of client Co. or designation list, etc.
i hope u understand wat i want to suggest u.
Regards
Rupalee
From India, Pune
Hi Ashok,
Read your questions as mentioned in the above posts. Here are few suggestions :-
1)If 2-3 members are working on a similar profile through the same job portal then to avoid duplication while allocating the task to them you can ask all of them to post a comment on that CV which they have contacted and the candidate have said yes or no to the role discussed with him. Naukri / Timesjobs / Monster have that facility to post comment on the CV. In this way if one of the team member have spoken to a particular candidate and the candidate have said that he is interested and then some other team member see his / her CV again can have a look at the comment and can know that he need not contact him. This will also avoid calling the same candidate again and again.
2)You can do it in 2 ways: -
a)In line to the same as suggested above by one of the members create a folder on the computer by giving it a name like Future CVs and then further creating sub folder according to the functions or role like dontet,php, oracle,c++, lotus etc.
Again you can further classify it by creating more subfolders in terms of years of experience like 1-2 years , 2-3 years and so on. Save the required CVs in these folders as per the classification with the comments on the top of the CV with the date /time as per the discussion that you have /had with the candidate. Also create an excel for all the CVs in that folder with comments and date & time in that excel for a quick review. Make that folder as common so all the team can have access to it and read or post comments on the excel and the CV. If there is a role then ask your team members to go through with that future folder first, review the excel and check if anyone is interested in that list and then hop on to the portals.
b)You can do it on the job portals that you have an access to, like in naukri if you want to save a CV you can create a folder and save that CV in that folder and you can name it as Future .php or some other role with the comments on it as per your discussion with the candidate.
As suggested above by so many you can go for a software also.
3) It depends on the discussion with him. Let’s say you have a role of Asp.net which you have discussed with him/ her but he /she is interested in C#.net and that’s why the candidate said he/she is not interested then Ideally you should save the CV/CVs if you think that the candidate is really good and is actually looking for a change provided that he/she gets the role what he/she is looking for or may be the location he/she is looking for. Be judicious whose CVs you want to save.
4) Doing Good headhunting depends on how good are you in terms talking, cooking stories and applying common sense (although not always and depends who you want to headhunt) . It is always better to see how someone headhunts rather than understanding it theoretically. See if you can connect with someone who has done it for a few years as it requires all the possible decent ways to get the details of the prospective candidate who you want to approach for the role. Although be ready that headhunting sometimes backfire and the candidate contacted gets angry or annoyed on you and can make verbal comments.
5) Make a DAILY TRACK REPORT on excel and save it in a common folder having an access to all your recruiters. Create a sheet by everyone’s name and ask them to fill it daily with certain details like Name of the candidate contacted /Date on which contacted / Feedback by the candidate / Feedback by the team member on the candidate / Interest Level / Contact Number of the candidate /CTC etc.
You can expand the list by more inputs which you deem will help you in tracking them. If you want to set some target for them in terms of contacting candidates in a day time and the number of candidates interested in the profile you can also do that. Along with that every day or every second day randomly pick up any 2 candidates from any 1or 2 of the teammates sheet which they have already contacted and contact them for the same position for which they have already spoken to him and check if the details match what the team mates have filled in the tracker and you can also ask the candidate if someone has contacted them for the same role recently. But you can decide if you want to do that in front of the team mates or in person as it might get a feeling in your recruiters that you don’t trust them but anyhow business is business and job is job.
Another way is to attach a incentive plan along with the regular salary of the recruiter where the recruiter gets a certain percentage of the billed amount for the position closed by him /her. Not sure if you have implemented that already.
But make sure that the track process is not too strict for them , give them some time to relax and chill so that they enjoy what they are doing but not to that extent where they let loose.
See if all this helps
- Prashant
From India, Delhi
Read your questions as mentioned in the above posts. Here are few suggestions :-
1)If 2-3 members are working on a similar profile through the same job portal then to avoid duplication while allocating the task to them you can ask all of them to post a comment on that CV which they have contacted and the candidate have said yes or no to the role discussed with him. Naukri / Timesjobs / Monster have that facility to post comment on the CV. In this way if one of the team member have spoken to a particular candidate and the candidate have said that he is interested and then some other team member see his / her CV again can have a look at the comment and can know that he need not contact him. This will also avoid calling the same candidate again and again.
2)You can do it in 2 ways: -
a)In line to the same as suggested above by one of the members create a folder on the computer by giving it a name like Future CVs and then further creating sub folder according to the functions or role like dontet,php, oracle,c++, lotus etc.
Again you can further classify it by creating more subfolders in terms of years of experience like 1-2 years , 2-3 years and so on. Save the required CVs in these folders as per the classification with the comments on the top of the CV with the date /time as per the discussion that you have /had with the candidate. Also create an excel for all the CVs in that folder with comments and date & time in that excel for a quick review. Make that folder as common so all the team can have access to it and read or post comments on the excel and the CV. If there is a role then ask your team members to go through with that future folder first, review the excel and check if anyone is interested in that list and then hop on to the portals.
b)You can do it on the job portals that you have an access to, like in naukri if you want to save a CV you can create a folder and save that CV in that folder and you can name it as Future .php or some other role with the comments on it as per your discussion with the candidate.
As suggested above by so many you can go for a software also.
3) It depends on the discussion with him. Let’s say you have a role of Asp.net which you have discussed with him/ her but he /she is interested in C#.net and that’s why the candidate said he/she is not interested then Ideally you should save the CV/CVs if you think that the candidate is really good and is actually looking for a change provided that he/she gets the role what he/she is looking for or may be the location he/she is looking for. Be judicious whose CVs you want to save.
4) Doing Good headhunting depends on how good are you in terms talking, cooking stories and applying common sense (although not always and depends who you want to headhunt) . It is always better to see how someone headhunts rather than understanding it theoretically. See if you can connect with someone who has done it for a few years as it requires all the possible decent ways to get the details of the prospective candidate who you want to approach for the role. Although be ready that headhunting sometimes backfire and the candidate contacted gets angry or annoyed on you and can make verbal comments.
5) Make a DAILY TRACK REPORT on excel and save it in a common folder having an access to all your recruiters. Create a sheet by everyone’s name and ask them to fill it daily with certain details like Name of the candidate contacted /Date on which contacted / Feedback by the candidate / Feedback by the team member on the candidate / Interest Level / Contact Number of the candidate /CTC etc.
You can expand the list by more inputs which you deem will help you in tracking them. If you want to set some target for them in terms of contacting candidates in a day time and the number of candidates interested in the profile you can also do that. Along with that every day or every second day randomly pick up any 2 candidates from any 1or 2 of the teammates sheet which they have already contacted and contact them for the same position for which they have already spoken to him and check if the details match what the team mates have filled in the tracker and you can also ask the candidate if someone has contacted them for the same role recently. But you can decide if you want to do that in front of the team mates or in person as it might get a feeling in your recruiters that you don’t trust them but anyhow business is business and job is job.
Another way is to attach a incentive plan along with the regular salary of the recruiter where the recruiter gets a certain percentage of the billed amount for the position closed by him /her. Not sure if you have implemented that already.
But make sure that the track process is not too strict for them , give them some time to relax and chill so that they enjoy what they are doing but not to that extent where they let loose.
See if all this helps
- Prashant
From India, Delhi
Dear Parul
Google Doc is a kind of spreadsheet like excel. You can open this by Google->Documents Tab-> Google Documents.
This is basically used for sharing data. You will have to add Email Ids with whom you want share the data after adding they can see the data in spreadsheet.
Thanks
Ashok
From India, New Delhi
Google Doc is a kind of spreadsheet like excel. You can open this by Google->Documents Tab-> Google Documents.
This is basically used for sharing data. You will have to add Email Ids with whom you want share the data after adding they can see the data in spreadsheet.
Thanks
Ashok
From India, New Delhi
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