Dear Friends,
I would like to know,
1. How to be an Effective Technical Recruiter?
2. Is there a difference in approaching US candidates compared to Indian Candidates?
3. What is the career growth as Technical Recruiter?
Thanks in advance for taking out your precious time to read and answer this.
God Bless
Regards
Bhonsley
From India, Madras
I would like to know,
1. How to be an Effective Technical Recruiter?
2. Is there a difference in approaching US candidates compared to Indian Candidates?
3. What is the career growth as Technical Recruiter?
Thanks in advance for taking out your precious time to read and answer this.
God Bless
Regards
Bhonsley
From India, Madras
Guess part answer lies in the question itself, a good understanding of technology is key, recruiting is also very intuitive, sometime you just know who the right individual is.
Couple key ingredients to be a effective recruiter:
1) How well you know your organisation
2) Business you are in,
3) Client knowledge
4) Competitors
5) Availability of resources
6) Sources to locate resources
7) Your effectiveness in communicating with prospective candidates.
8) Perseverance, follow ups
9) Ability to differentiate between a fake and a good profile
10) Passion , enthusiasm, love for your job.
If you are recruiting US candidates, please ensure that you are asking the right questions, check EEOC information on what questions to avoid.
You can seek your own growth path, remember that you can master a subject and can reach a point where you become a subject matter expert. recruiting is a very challenging profession and it can at times be frustrating, however you can make it creative. You can move up the ladder to become a Head of recruiting, Talent head or diversify into other ares of HR.
4Couple key ingredients to be a effective recruiter:
1) How well you know your organisation
2) Business you are in,
3) Client knowledge
4) Competitors
5) Availability of resources
6) Sources to locate resources
7) Your effectiveness in communicating with prospective candidates.
8) Perseverance, follow ups
9) Ability to differentiate between a fake and a good profile
10) Passion , enthusiasm, love for your job.
If you are recruiting US candidates, please ensure that you are asking the right questions, check EEOC information on what questions to avoid.
You can seek your own growth path, remember that you can master a subject and can reach a point where you become a subject matter expert. recruiting is a very challenging profession and it can at times be frustrating, however you can make it creative. You can move up the ladder to become a Head of recruiting, Talent head or diversify into other ares of HR.
sorry Rajnish,
If you can also tell me where i can get the information on EEOC? Is http://www.eeoc.gov/ more detailed? if so can i have a general info on that?
Regards
Bhonsley
From India, Madras
If you can also tell me where i can get the information on EEOC? Is http://www.eeoc.gov/ more detailed? if so can i have a general info on that?
Regards
Bhonsley
From India, Madras
Hi Mr. Rajnish
Can you Tell me how can we differentiate between a fake Project to a real project .
Some times candidates are prepared how much Technically u ask them or logicaly u ask they come clean and considering the time factor how really we can differetiate ?
I would definitely like to hear your comments .
Rgrds
Vinay
From India, Hyderabad
Can you Tell me how can we differentiate between a fake Project to a real project .
Some times candidates are prepared how much Technically u ask them or logicaly u ask they come clean and considering the time factor how really we can differetiate ?
I would definitely like to hear your comments .
Rgrds
Vinay
From India, Hyderabad
Quick thoughts:
If you are trying to find out if the project is fake or real you can do reference check to validate the information
1) Ask him/her to give the name of the project leader/manager as a reference. Call the person up to validate.
2) You can on your own call the Client/company he/she worked to validate dates of employment.
3) You can probe on the project from a layman's perspective to find out the objective, team size, applicability, budget, their contribution, deadline, go live schedules. If its a fake, most likely they will falter at some point.
If you are trying to find out if the project is fake or real you can do reference check to validate the information
1) Ask him/her to give the name of the project leader/manager as a reference. Call the person up to validate.
2) You can on your own call the Client/company he/she worked to validate dates of employment.
3) You can probe on the project from a layman's perspective to find out the objective, team size, applicability, budget, their contribution, deadline, go live schedules. If its a fake, most likely they will falter at some point.
Hey Rajnish,
I am Rachna.Agarwal,
Doing My Summers with a well know IT MNC,
Am working as Technical Recruiter and as a part of my project,am expected to Map the Recruitment Process involved , recommend any changes.Also look at the sourcing tools available and suggest a new and cost effecive tool.
It would be really kind of u to guide me for the methodology to be adopted to proceed with my project.
Also if questionnaire is to be formulated for Mapping the process, what are the areas should i concerntrate while formulating one.
Expecting a quick response.
Rachna.
I am Rachna.Agarwal,
Doing My Summers with a well know IT MNC,
Am working as Technical Recruiter and as a part of my project,am expected to Map the Recruitment Process involved , recommend any changes.Also look at the sourcing tools available and suggest a new and cost effecive tool.
It would be really kind of u to guide me for the methodology to be adopted to proceed with my project.
Also if questionnaire is to be formulated for Mapping the process, what are the areas should i concerntrate while formulating one.
Expecting a quick response.
Rachna.
Rachna
If you are measuring effectiveness of the current processes, you could look at each of the current recrtuitment processes and check their effectiveness, for eg , vendor success, if you are using staffing firms, which are the one's that give you qualified and filtered resources, on time and at a price you want.
You could use market best practices,or do a benchmark with the best in the market.
I am not sure if this answers your question, do a chopper view approach ( zoom out from your seat, and take a look at the recruitment division, the people, their roles, the current processess and then look at your objective, it should be able to help you find your course.
Best Wishes
If you are measuring effectiveness of the current processes, you could look at each of the current recrtuitment processes and check their effectiveness, for eg , vendor success, if you are using staffing firms, which are the one's that give you qualified and filtered resources, on time and at a price you want.
You could use market best practices,or do a benchmark with the best in the market.
I am not sure if this answers your question, do a chopper view approach ( zoom out from your seat, and take a look at the recruitment division, the people, their roles, the current processess and then look at your objective, it should be able to help you find your course.
Best Wishes
Hey Rajnish,
Thanks for ur inputs,
I am actually trying to look at things more meticulously.
But i realise that there is so much in each aspect that cant be covered in 3 weeks .......thats the time i have to complete my project.
Could u throw some light on the most significant parts of the Process for an IT industry specifically.
I would appreciate if u cud share some literature on the subject ,
if i am not really bothering u a lot.
Rachna
Thanks for ur inputs,
I am actually trying to look at things more meticulously.
But i realise that there is so much in each aspect that cant be covered in 3 weeks .......thats the time i have to complete my project.
Could u throw some light on the most significant parts of the Process for an IT industry specifically.
I would appreciate if u cud share some literature on the subject ,
if i am not really bothering u a lot.
Rachna
Rachna
Here are couple examples top of my head..
for eg.
Sourcing/locating of resources: Current practices/effectiveness/
Recruiters:Skills/Abilities/Knowledge - success ratio
Screening processes : ( Technical/HR ) The current process-effectiveness/loop holes
Background Validation:
Offer Formalities:
hope this helps
Here are couple examples top of my head..
for eg.
Sourcing/locating of resources: Current practices/effectiveness/
Recruiters:Skills/Abilities/Knowledge - success ratio
Screening processes : ( Technical/HR ) The current process-effectiveness/loop holes
Background Validation:
Offer Formalities:
hope this helps
Hi Bhonsley, there is definitely difference when approaching Indian candidates and US candidates for opportunities. Recruiting is something that you will learn as you work on requirements. A Technical Recruiter can grow to be a Business Head of a Recruitment Company. Cheers, Fred
From India, Chennai
From India, Chennai
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